The Secretary of Labor’s Report 

to the President 

on 

Federal Department and Agency 

Occupational Safety and Health 

Program Activity 

 

 

Fiscal Year 2011

The Secretary of Labor’’s Report 

to the Presiident 

on 

Federal Department and Agency 

Occupatiional Safety and Health 

Program Actiiviity 

 

 

Fiiscal Year 2011

Prepared by the Office of 

Federal Agency Programs 

Occupational Safety and 

Health Administration 
The President 

The White House 

Washington, D.C. 20500 

Dear Mr. President: 

SECRETARY OF LABOR 

WASHINGTON, D.C. 20210 

NOV 09 2012 

In accordance with the requirements of Section 19 of Public Law 91-596, the Occupational 

Safety and Health Act of 1970 (the Act), and Executive Order (EO) 12196, I am forwarding to 

you the fiscal year (FY) 2011 report summarizing the status of safety and health in the Federal 

Government. 

Section 19(b) of the Act directs the Secretary of Labor to submit an annual report to the President 

summarizing the occupational safety and health (OSH)-related activities of federal Executive 

Branch departments and agencies. The enclosed report fulfills that responsibility by 

summarizing FY 2011 activities. The report is based on three major sources of information: 

• Annual reports submitted by federal Executive Branch departments and agencies to 

the Assistant Secretary of Labor for Occupational Safety and Health; 

• Data generated from reports of injuries and illnesses submitted by federal civilian 

employees to the Department of Labor's Office of Workers' Compensation Programs; 

and 

• Data and reports generated from the Occupational Safety and Health Administration's 

(OSHA) electronic Integrated Management Information System enforcement database 

for accident abstracts that originate from the Accident Investigation Form (OSHA170). 

The body of the report is organized into four sections; it is augmented with three appendices. 

• The first section provides information on federal agency responsibilities with respect 

to OSH programs as delineated by the Act, EO 12196, and Title 29 CFR Part 1960. 

• The second section provides information on OSHA activities regarding enforcement, 

oversight, and compliance assistance. 

• The third section contains reports on various types of OSH committees, including 

certified safety and health committees; agency self-evaluations; efforts agencies made 

to discover and control injury and illness trends; and a summary of federal civilian 

employee fatalities as reported by the individual departments and agencies in their 

annual reports. 
2 

• The fourth section includes summaries of federal agency aSH-related activities as 

reported by the departments and agencies in their annual reports. 

• The appendices include executive summaries for the smaller independent agencies; 

aSH-related resources and information; and a list of non-responding agencies. 

In FY 2011, the Government's employment rolls increased by 57,624 (2.6%) to 2,243,192 

federal civilian employees. Its total injury and illness cases decreased by 8.3% to 62,373; and its 

total case rate decreased from 3.11 to 2.78 (10.6%). The Government's lost time cases 

decreased by 6.3% to 29,899; and its lost time case rate decreased from 1.46 to 1.33 (8.9%). 

Agencies reported that a total of 33 federal civilian workforce fatalities occurred during FY 2011. 

According to agency reports, the Department of Defense had the highest number of fatalities, 

reporting seven deaths (Army and Navy - three fatalities each; Air Force - one fatality). The 

Departments of Interior and Justice reported six and five fatalities, respectively. The 

Departments of Homeland Security and State reported four fatalities each; Agriculture and 

Veterans Affairs reported three fatalities each. The Department of Commerce reported one 

fatality. With few exceptions, all reported fatalities resulted from traumatic injuries. 

The Government's [less the U.S. Postal Service (USPS)] workers' compensation costs increased 

by 1.3% to $1,635,415,927 during the chargeback year (CBY). Workers' compensation benefits 

provided to employees include payments for medical treatment, rehabilitation services, death 

benefits, and replacement of lost wages. 

I hope you find this report useful. I have also included two copies ofthe report for transmission 

to the respective Houses of Congress. If you have any questions, please have a member of your 

staff contact the Assistant Secretary for Occupational Safety and Health, David Michaels, PhD, 

MPH at (202) 693-2000. 

~I-~ HILDAL. SOLIS 

Secretary of Labor 

Enclosures 
Page 1 

President’s Report

Acronyms........................................................................................................................................ 4

Overview......................................................................................................................................... 9

Format........................................................................................................................................... 10

Executive Summary...................................................................................................................... 12

Agency OSH Responsibilities

Agency Responsibilities According to Section 19 of the OSH Act,

Executive Order 12196, and 29 CFR Part 1960 .................................................................... 31

Special Reports and Analyses

OSHA Activities........................................................................................................................... 38

OSH Committees.......................................................................................................................... 47

Controlling Trends........................................................................................................................ 50

Integrating OSH and Emergency Response.................................................................................. 55

Agency Abstracts: Major Departments and Independent Agencies

Department of Agriculture............................................................................................................ 58

Department of the Air Force ......................................................................................................... 61

Department of the Army ............................................................................................................... 64

Department of Commerce............................................................................................................. 69

Department of Defense ................................................................................................................. 71

Department of Education .............................................................................................................. 73

Department of Energy................................................................................................................... 76

Department of Health and Human Services.................................................................................. 79

Department of Homeland Security ............................................................................................... 82

Department of Housing and Urban Development ........................................................................ 85

Department of the Interior ............................................................................................................ 87

Department of Justice ................................................................................................................... 90

Department of Labor..................................................................................................................... 93

Department of the Navy (including U.S. Marine Corps).............................................................. 97

Department of State .................................................................................................................... 100

Department of Transportation..................................................................................................... 103

Department of the Treasury ........................................................................................................ 106

Department of Veterans Affairs.................................................................................................. 108

Environmental Protection Agency.............................................................................................. 111

General Services Administration ................................................................................................ 115

National Aeronautics and Space Administration........................................................................ 117

Social Security Administration................................................................................................... 120

Tennessee Valley Authority........................................................................................................ 122
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President’s Report

Statistical Abstracts: Smaller Independent Agencies

Agency for International Development ...................................................................................... 125

American Battle Monuments Commission................................................................................. 125

Armed Forces Retirement Home Board ..................................................................................... 125

Commission on Civil Rights....................................................................................................... 125

Commodity Futures Trading Commission.................................................................................. 126

Consumer Product Safety Commission ...................................................................................... 126

Corporation for National and Community Service..................................................................... 126

Equal Employment Opportunity Commission............................................................................ 126

Export/Import Bank of the United States.................................................................................... 127

Farm Credit Administration........................................................................................................ 127

Federal Communications Commission....................................................................................... 127

Federal Deposit Insurance Corporation ...................................................................................... 127

Federal Election Commission..................................................................................................... 127

Federal Energy Regulatory Commission .................................................................................... 128

Federal Housing Finance Board.................................................................................................. 128

Federal Labor Relations Authority ............................................................................................. 128

Federal Maritime Commission ................................................................................................... 128

Federal Mediation and Conciliation Service............................................................................... 129

Federal Reserve System.............................................................................................................. 129

Federal Trade Commission......................................................................................................... 129

U.S. Holocaust Memorial Museum ............................................................................................ 129

International Boundary and Water Commission......................................................................... 130

International Broadcasting Bureau ............................................................................................. 130

International Trade Commission................................................................................................. 130

Merit Systems Protection Board ................................................................................................. 130

National Archives and Records Administration ......................................................................... 131

National Credit Union Administration........................................................................................ 131

National Endowment for the Arts............................................................................................... 131

National Endowment for the Humanities ................................................................................... 131

National Labor Relations Board ................................................................................................. 132

National Mediation Board........................................................................................................... 132

National Science Foundation ...................................................................................................... 132

National Transportation Safety Board ........................................................................................ 132

Nuclear Regulatory Commission................................................................................................ 132

Occupational Safety and Health Review Commission ............................................................... 133

Office of Navajo and Hopi Indian Relocation ............................................................................ 133

Office of Personnel Management ............................................................................................... 133

Overseas Private Investment Corporation .................................................................................. 133

Peace Corps................................................................................................................................. 134

Pension Benefit Guaranty Corporation....................................................................................... 134

Postal Regulatory Commission................................................................................................... 134

Presidio Trust.............................................................................................................................. 134

Railroad Retirement Board ......................................................................................................... 134

Securities and Exchange Commission........................................................................................ 135
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President’s Report

Selective Service System............................................................................................................ 135

Small Business Administration................................................................................................... 135

The Smithsonian Institution........................................................................................................ 135

“Micro Agencies" ....................................................................................................................... 136

Appendices

Appendix A: OSH-related Resources......................................................................................... 140

Appendix B: Executive Summaries............................................................................................ 142

Appendix C: List of Non-Responders......................................................................................... 305
Page 4 

President’s Report

Acronym Definition 

ABMC American Battle Monuments Commission 

ACGIH American Conference of Governmental Industrial Hygienists 

AED Automated External Defibrillator 

AFI Air Force Instruction 

AFRH Armed Forces Retirement Home Board

AIHA American Industrial Hygiene Association 

AIRTRAF FAA Airport Traffic Control Tower Monitoring Program

ALARA As Low As Reasonably Achievable 

AR Army Regulation 

ARC American Red Cross

ASSE American Society of Safety Engineers

ATAR Agency Technical Assistance Request

ATCT Airport Traffic Control Tower

ATF Bureau of Alcohol, Tobacco and Firearms 

BEE Bioenvironmental Engineering Services

BLS Bureau of Labor Statistics

BOP Bureau of Prisons 

CBP Customs and Border Protection

CBY Chargeback Year 

CCR Commission on Civil Rights 

CDC Centers for Disease Control and Prevention 

CDSO Collateral Duty Safety Officer 

CFR Code of Federal Regulations

CFTC Commodity Futures Trading Commission

CIA Central Intelligence Agency 

CNCS Corporation for National and Community Service 

COOP Continuity of Operations

CPR Cardiopulmonary Resuscitation

CPSC Consumer Product Safety Commission

CRM Composite Risk Management 

CSB Chemical Safety and Hazard Investigation Board

CSHC Certified Safety and Health Committee

CSOSA Court Services and Offenders Supervision Agency

CY Calendar Year 

DA PAM Army Pamphlet 

DASHO Designated Agency Safety and Health Official
Page 5 

President’s Report

Acronym Definition 

DC District of Columbia

DEA Drug Enforcement Administration 

DESD Domestic Environmental and Safety Division 

DHHS Department of Health and Human Services

DHS Department of Homeland Security

DOC Department of Commerce

DoD Department of Defense

DOE Department of Energy

DOI Department of the Interior

DOJ Department of Justice

DOL Department of Labor

DOT Department of Transportation

EAP Employee Assistance Program

ED Department of Education

EEO Equal Employment Opportunity

EEOC Equal Employment Opportunity Commission

EIB Export/Import Bank of the United States 

EM Emergency Management 

EO Executive Order

EPA Environmental Protection Agency

EPP Emergency Preparedness Plan 

F&ES Fire and Emergency Services (Navy Installations Command)

FAA Federal Aviation Administration

FACOSH Federal Advisory Council on Occupational Safety and Health 

FBI Federal Bureau of Investigation

FCA Farm Credit Administration

FCC Federal Communications Commission 

FDA Food and Drug Administration

FDIC Federal Deposit Insurance Corporation 

FEC Federal Election Commission

FECA Federal Employees’ Compensation Act 

FEDTARG Federal Agency Targeting Inspection Program

FEDWEEK Federal Agency Training Week

FEMA Federal Emergency Management Agency

FEOSH Federal Employee Occupational Safety and Health 

FERC Federal Energy Regulatory Commission

FFSHC Field Federal Safety and Health Council

FHFB Federal Housing Finance Board
Page 6 

President’s Report

Acronym Definition 

FLRA Federal Labor Relations Authority

FMC Federal Maritime Commission

FMCS Federal Mediation and Conciliation Service

FOH Federal Occupational Health

FPS Fall Protection System 

FRA Federal Railroad Administration 

FRB Federal Reserve System Board of Governors

FTC Federal Trade Commission

FTE Full Time Equivalent 

FY Fiscal Year

GSA General Services Administration

HUD Department of Housing and Urban Development 

IAQ Indoor Air Quality

IBB International Broadcasting Bureau

IBWC International Boundary and Water Commission

ICASS International Cooperative Administrative Support Services 

IT Information Technology

JHA Job Hazard Analysis 

LEED Leadership In Energy and Environmental Design 

LN Local National 

LPDR Lost Production Day Rate 

LTCR Lost-Time Case Rate

MSD Musculoskeletal Disorder

MSDS Material Safety Data Sheet 

MSHA Mine Safety and Health Administration 

MSPB Merit Systems Protection Board 

MVA Motor Vehicle Accident

MVSMP Motor Vehicle Safety Management Program 

MWFSHC Metropolitan Washington Federal Safety and Health Council

NARA National Archives and Records Administration

NASA National Aeronautics and Space Administration

NCA National Cemetery Administration 

NCPC National Capital Planning Commission

NCR National Capital Region 

NCUA National Credit Union Administration

NEA National Endowment for the Arts

NEH National Endowment for the Humanities

NIH National Institutes of Health 
Page 7 

President’s Report

Acronym Definition 

NIOSH National Institute for Occupational Safety and Health 

NIST National Institute of Standards and Technology 

NLRB National Labor Relations Board

NMB National Mediation Board

NOAA National Oceanic and Atmospheric Administration 

NRC Nuclear Regulatory Commission

NSC National Safety Council

NSF National Science Foundation

NTSB National Transportation Safety Board

OASAM Office of the Assistant Secretary for Administration and Management 

OBO Bureau of Overseas Buildings Operations 

OCONUS Outside of the Continental United States 

OEL Occupational Exposure Limit

OEP Occupant Emergency Plan

OFAP Office of Federal Agency Programs

OFCCP Office of Federal Contract Compliance Programs 

OHR Office of Human Resources

ONHIR Office of Navajo and Hopi Indian Relocation

OPD Occupant Protective Device 

OPDIV Operating Division

OPIC Overseas Private Investment Corporation

OPM Office of Personnel Management

OS/NBC Office of the Secretary – National Business Center 

OSH Occupational Safety and Health

OSHA Occupational Safety and Health Administration

OSHRC Occupational Safety and Health Review Commission

OWCP Office of Workers' Compensation Programs

PBGC Pension Benefit Guaranty Corporation

PEL Permissible Exposure Limit

POWER Protecting Our Workers, Ensuring Reemployment

PPE Personal Protective Equipment

PRC Postal Regulatory Commission

PSA Pretrial Services Agency

REL Recommended Exposure Limit

RRB Railroad Retirement Board

RTW Return-To-Work 

SBA Small Business Administration

SEC Securities and Exchange Commission
Page 8 

President’s Report

Acronym Definition 

SHARE Safety, Health, and Return-To-Employment 

SHEMP Safety, Health, and Environmental Management Program 

SHIMS Safety and Health Information Management System 

SHMS Safety and Health Management System 

SI Smithsonian Institution

SIP Shelter-In-Place

SLSDC St. Lawrence Seaway Development Corporation

SSA Social Security Administration

SSS Selective Service System

STAFFDIV Staff Division 

TCR Total Case Rate

TLV Threshold Limit Value

TSA Transportation Security Administration 

TVA Tennessee Valley Authority

U.S. United States

U.S.C. United States Code

USACR/SC U.S. Army Combat Readiness/Safety Center 

USAF U.S. Department of The Air Force

USAID U.S. Agency for International Development 

USDA U.S. Department of Agriculture

USFS U.S. Forest Service

USGS U.S. Geological Survey 

USHMM U.S. Holocaust Memorial Museum

USITC U.S. International Trade Commission

USMC U.S. Marine Corps 

USMS U.S. Marshals Service

USPS U.S. Postal Service

USTDA U.S. Trade and Development Agency

VA Department of Veterans Affairs

VBA Veterans Benefits Administration 

VHA Veterans Health Administration 

VPP Voluntary Protection Programs 

WEEL Workplace Environmental Exposure Level 

WHD Wage and Hour Division 

WHO World Health Organization 
Page 9 

President’s Report

This report fulfills the Secretary of Labor’s (Secretary) annual responsibility, as set forth in 

Section 19(b) of the Occupational Safety and Health Act of 1970 (Act), to inform the President 

about the accidents and injuries that occurred at federal worksites and the status of agencies’ 

occupational safety and health (OSH) programs. As required, this report provides a summary of 

the reports agencies submitted to the Secretary. It also describes the activities the Occupational 

Safety and Health Administration (OSHA) conducted at or with federal agencies during fiscal 

year (FY) 2011.

Agency heads must establish and provide guidance on their OSH programs, as well as report on 

the status of these programs, as mandated by the following:

 Section 19(a) of the Act [29 United States Code (U.S.C.) 668(a)] directs, “the head of each 

Federal agency to establish and maintain an effective and comprehensive OSH program 

which is consistent with the OSH standards promulgated under Section 6” of the Act (29 

U.S.C. 655).

 Section 19(a)(5) of the Act [29 U.S.C. 668(a)(5)] requires federal agency heads to, “make an 

annual report to the Secretary with respect to occupational accidents and injuries and the 

agency’s program under this section” for providing safe and healthful places and conditions 

of employment.

 Executive Order (EO) 12196, Occupational Safety and Health Programs for Federal 

Employees, signed by President Carter on February 26, 1980, guides the heads of federal 

Executive Branch agencies in implementing Section 19 of the Act, and directs the Secretary 

to issue a set of basic program elements to assist the various federal agencies in carrying out 

their responsibilities.

 Title 29 Code of Federal Regulations (CFR) §1960, Basic Program Elements for Federal 

Employee Occupational Safety and Health Programs and Related Matters, establishes the 

requirements for agency heads to implement OSH programs in their agencies.
Page 10 

President’s Report

The body of this report is organized into four major sections and includes three appendices. The 

first section provides information on federal agency responsibilities with respect to OSH 

programs as delineated by the Act, EO 12196, and Title 29 CFR §1960. This section is divided 

into five subsections: Program, Standards, Workplace, Records, and Inspections and 

Investigations. Each subsection lists the relevant agency responsibilities and provides a 

discussion of each responsibility along with hyperlinks to the specified reference(s).

The second section provides information on OSHA activities under the categories of 

enforcement, oversight, and compliance assistance. The third section summarizes agency 

activities and contains reports on various types of OSH committees, and agency self-evaluations. 

In addition, this section describes efforts agencies made to discover and control injury and illness 

trends.

The fourth section provides a synopsis of individual federal agency OSH-related activities as 

reported by the departments and agencies in their annual reports. This section includes two 

subsections:

 Abstracts for the 18 major departments and 5 largest independent agencies including 

sections on Statistics, OSH Initiatives, Employee Support, Accomplishments, and Goals. 

The five largest independent agencies include the Environmental Protection Agency, 

General Services Administration, National Aeronautics and Space Administration, Social 

Security Administration, and Tennessee Valley Authority.

 Agency Statistical Abstracts for the smaller independent agencies. This subsection also 

includes a summary of compiled information on the 25 “micro agencies” that had fewer 

than 100 employees and reported no injuries or illnesses during FY 2011.

The appendices include:

 Appendix A: OSH-related Resources, contains examples of OSH-related resources and 

other information for federal agencies.

 Appendix B: Executive Summaries. For the smaller independent agencies that provided 

executive summaries of their annual reports, we have included the full text of those 

summaries. The summaries were edited for basic formatting and pagination, but were not 

edited for content, grammar, or typographical errors. OSHA will be reaching out to the 

agencies to rectify any reported errors or deficiencies.

 Appendix C: List of Non-Responders. The Act, EO 12196, and 29 CFR §1960 all 

require the heads of federal agencies to submit annual reports on their OSH programs to 

the Secretary. Each agency’s report must include information on the work-related 
Page 11 

President’s Report

injuries and illnesses its employees experienced during the specified fiscal year, along 

with other information on its OSH program. According to 29 CFR §1960.71(a)(1), the 

annual report is due by January 1. Despite the regulatory requirement to submit the 

report, and repeated contacts by OSHA to inform the agencies of their responsibility, 

some Executive Branch agencies still failed to provide the required report.

.
Page 12 

President’s Report

In FY 2011, OSHA and federal agencies 

took a variety of steps to protect the health 

and safety of federal employees. This report

provides general FY 2011 injury and illness 

statistics for this sector. In addition, the 

report summarizes the efforts Executive 

Branch agencies and OSHA made to 

improve OSH programs for federal workers.

The report is divided into four sections: 

Injury and Illness Trends, OSHA Activities, 

Agency Activities, and Agency Abstracts. 

The Agency Abstracts section of the report 

includes employment, injury and illness, and 

workers’ compensation data for the 

departments and 42 independent agencies of 

the Executive Branch of the Federal 

Government for FY 2011. Summary data is 

also provided for another 25 “microagencies” that submitted reports; have fewer 

than 100 employees; and reported no 

injuries, illnesses, or fatalities during the 

fiscal year. In addition, there are appendices 

that provide further details on the report’s 

sections.

As in prior years, this report assesses trends 

and progress made by the departments and 

agencies, and the Government as a whole 

[less the U.S. Postal Service (USPS)]1, in 

improving workplace safety and health. The 

report also provides information about the 

types of support OSHA has provided to 

federal agencies, including enforcement, 

oversight, and compliance assistance 

activities. In addition, the report describes 

the actions federal agencies took in FY 2011 

to analyze trends and improve their OSH 

programs.

Injury and Illness, and Workers’ Compensation Trend 

Summary 

Injury, Illness, and Fatality 

Statistics

OSHA uses injury and illness claims data 

reported to the Department of Labor’s 

(DOL’s) Office of Workers’ Compensation 

Programs (OWCP), together with 

employment data reported by the Office of 

Personnel Management (OPM), to calculate 

agency injury and illness incidence rates. 

The Government’s employment rolls 

increased by 57,624 (2.6%) to 2,243,192

employees in FY 2011. Its total injury and 

illness cases decreased by 8.3% to 62,373; 

and its total case rate (TCR) decreased from

3.11 to 2.78 (10.6%). The Government’s 

lost-time cases decreased by 6.3% to 

29,899; and its lost-time case rate (LTCR)

2

1 On September 28, 1998, Congress amended the Occupational Safety and Health Act (the Act) to make it applicable 

to the U.S. Postal Service in the same manner as any other employer subject to the Act. Therefore, the U.S. Postal 

Service is not included in this report.

2 These totals include claims reported by the Executive, Legislative and Judicial branches of the Federal Government 

(less the USPS). OSHA did not include claims that did not satisfy certain criteria. OSHA reviewed claims for FY 

2011, excluding claims that were later denied by OWCP because the injured or deceased person did not meet the 

definition of “employee” under the Federal Employees’ Compensation Act (FECA); the employee did not establish a 
Page 13 

President’s Report

decreased from 1.46 to 1.33 (8.9%).

According to the agency reports, there were

33 civilian fatalities during FY 2011. The 

following summarizes these fatalities.

The Department of Defense (DoD) had the 

highest number of fatalities, reporting seven

deaths:

 The U.S. Air Force’s (USAF) report 

indicated that a USAF civilian suffered 

a heart attack while driving back to his 

duty station after participating in 

authorized physical training.

 The Navy reported three fatalities: two 

deaths attributable to motor vehicle 

accidents (MVAs), and a third fatality 

involved a crushing incident due to 

extreme high winds.

 The Department of the Army (Army)

reported three fatalities: a civilian 

worker was electrocuted while 

troubleshooting a malfunctioning 

installation light on a flagpole; a 

civilian construction worker was 

backed over by a truck on the job site; 

and a civilian instructor pilot was 

killed in a post-crash aircraft fire. The 

Army indicated that an additional 

fatality was reported by U.S. Army 

Forces Command. However, it 

indicated that the incident is under 

investigation as it is currently 

unknown whether this cancer death is 

work-related.

The Department of Interior (DOI) reported

six fatalities, noting that:

 One employee died in an aviation 

crash, two employees died while 

performing wildland fire suppression 

activities, one employee died while 

operating a motor vehicle, one 

volunteer drowned while performing 

river fish surveys, and one volunteer 

died of cardiac arrest at a National 

Public Lands Day volunteer event.

The Department of Justice (DOJ) reported 

five fatalities, noting that:

 The U.S. Marshals Service (USMS) 

recorded two fatalities resulting from 

shooting incidents in the line of duty.

 The Federal Bureau of Investigation 

(FBI) recorded two fatalities, including 

an employee who died from a heart 

attack while engaging in physical 

training. The FBI indicated that,

although the second death was 

recorded, it was not related to any 

physical task of the job and is 

considered a privacy case issue.

 The Bureau of Prisons (BOP) recorded 

one fatality that occurred during 

training.

The Departments of Homeland Security 

(DHS) and State (State) reported four 

fatality incidents each.

 DHS reported that three of the four 

fatalities involved employees of the

U.S. Customs and Border Protection 

(CBP): two supervisors were killed 

when their vehicle was hit by a train, 

and a CBP agent was killed in a gun 

battle with drug cartel members. The 

fourth fatality was the shooting death 

of an U.S. Immigration and Customs

Enforcement agent.

 State indicated that all four fatality 

fact of injury or illness; the employee was not injured in the performance of duty; or there was no causal relationship 

shown to exist between the claimed injury or illness and the medical condition found. Claims that were submitted in 

FY 2011 but not yet reviewed by OWCP were included in the analysis OSHA conducted.
Page 14 

President’s Report

incidents occurred overseas: two 

involved guards shot while on duty, 

one was a heart attack during training, 

and one was a death due to malaria.

Both the U.S. Departments of Agriculture 

(USDA) and Veterans Affairs (VA) reported 

three fatalities each.

 According to the USDA, while it had 

three compensable fatalities in FY 

2011, only two were OSHArecordable. All three were due to 

motor vehicle-related incidents. The 

case that was compensable but not 

OSHA-recordable was a motor vehicle 

fatality in which an employee on travel 

status had established temporary 

residence and was commuting to a 

temporary duty station.

 The VA indicated that the Veterans 

Health Administration (VHA) reported 

three fatalities which were found to be 

non-work-related: one individual died 

from a heart attack, another was found 

unconscious at the base of a flight of 

stairs, and the third incident involved 

an individual found unresponsive at 

her desk.

According to the Department of Commerce, 

an injury occurred to a Census Bureau 

employee who later died from complications 

related to surgery.

Workers’ Compensation 

Costs

The Government’s workers’ compensation 

costs (less the USPS) increased by 1.3% to 

$1,635,415,927 during the chargeback year 

(CBY). Workers’ compensation costs for all 

of the Government (less the USPS) were 

nearly $1.6 billion in CBY 2011. Workers’ 

compensation benefits provided to 

employees include payments for medical 

treatment, rehabilitation services, death 

benefits, and replacement of lost wages.

Special Reports and Analyses 

OSHA Activities

In FY 2011, OSHA’s Office of Federal 

Agency Programs (OFAP) engaged in a 

wide range of activities to assist federal 

agencies in improving their OSH programs. 

OFAP continued to develop effective means 

of communication with federal agencies to 

ensure that agencies could easily access 

OSH-related information. In general, OFAP 

activities fell into three categories—

enforcement, oversight, and compliance 

assistance. Enforcement primarily focused 

on inspections to identify violations of 

OSHA standards. Oversight activities 

ranged from monitoring injury and illness 

rates to providing leadership in identifying 

issues specific to federal agencies. Finally, 

compliance assistance included consultation 

activities that assisted federal agencies in 

understanding both the importance of 

providing safe and healthy working 

environments, and methods for doing so.
Page 15 

President’s Report

Agency Activities 

Occupational Safety and 

Health Committees

Federal agencies described a range of OSH

committees and the benefits their agencies 

gained from these committees. Agencies 

primarily described internal OSH 

committees developed without regulatory 

requirements. In addition, a handful of 

agencies continued to maintain Certified 

Safety and Health Committees (CSHCs),

which are regulated by 29 CFR §1960, 

Subpart F.

Any Executive Branch agency can form a 

CSHC under 29 CFR §1960, Subpart F to 

monitor and assist the agency’s OSH 

program. Agencies with OSHA-approved 

CSHCs must have committees at both the 

national and field/regional levels. The 

national level committees provide policy 

guidance, while the local committees 

monitor and assist in the execution of the 

agency’s OSH policies. When appropriately 

implemented, a CSHC allows agencies to be 

exempt from unannounced OSHA 

inspections. Currently five agencies have 

OSHA-approved CSHCs, including the 

Central Intelligence Agency, the Department 

of Labor, the General Services 

Administration, the Tennessee Valley 

Authority, and the U.S. International Trade 

Commission.

Several agencies described using a variety of 

committees to address OSH issues in the

workplace. These committees were used to 

assess safety procedures for specific jobs or 

draft worksite safety policies.

 The Armed Forces Retirement Home 

(AFRH) indicated that its Performance 

Improvement Committee monitors all 

injury and illness trends, and its Safety 

Committee continuously educates all 

employees about their safety 

responsibilities.

 The Environmental Protection Agency 

(EPA) reported that nearly all (95%) of 

its major locations have established 

safety and health committees that meet 

on a regular basis to discuss local and 

national OSH-related initiatives and 

issues. EPA indicated that these 

committees serve as a forum for 

identifying OSH concerns, and for 

exploring solutions and developing 

proposals for senior managers to 

consider; and serve as a mechanism for 

soliciting employee feedback, and as a

platform for briefing senior managers 

on pertinent safety and health issues.

 The Railroad Retirement Board’s 

(RRB’s) six-person safety committee 

meets monthly or as needed. Its safety 

committee members maintain a vital 

network with employees who report 

potential problems that require 

investigation. Important safety issues 

are also reported to the Federal 

Managers Association periodic 

meetings.

Other agencies reported that efforts had been 

made to reestablish safety and health 

committees that had become inactive in 

recent years.

Self-Evaluations

29 CFR §1960.79 requires that agencies 

conduct self-evaluations of their OSH 
Page 16 

President’s Report

programs. The assessments should 

determine both the extent to which the 

agency’s program is developed in 

accordance with EO 12196 and the 

corresponding regulations, as well as 

whether the OSH program has been 

implemented effectively in all agency field 

activities. Although a few agencies did not 

distinguish between workplace inspections 

and program self-evaluations, most agencies 

reported conducting some type of review of 

their OSH programs. Many agencies 

performed their own evaluations using a 

variety of tools, while others requested 

assistance from outside experts. In general, 

agencies reported that self-evaluations 

resulted in improvements to different 

aspects of their OSH programs. 

Controlling Trends

This year, OSHA again asked each agency

to use their respective agency

accident/incident reporting systems and 

other reports to explain any noticeable 

trends of lost-time injuries and illnesses 

during FY 2011, include a summary of the 

measures taken to address the most frequent 

cases and causes, and describe the steps 

taken to control these trends. Even though 

all agencies are encouraged to do so, the 

Protecting Our Workers and Ensuring 

Reemployment (POWER) Goal 3 - to 

analyze lost-time injury and illness data -

requires those agencies with a LTCR above 

the Government's rate (the target for FY 

2011 was 1.42) to submit a summary of 

measures taken to address the most frequent 

and severe cases. (Please refer to page 41 of 

this report for the complete discussion of the 

POWER Initiative.) OSHA requested this 

summary report from those affected federal 

agencies as identified in Table 1.

Table 1. Agencies With a Lost-time Case Rate Above the Federal Government’s Rate.

Department/Agency Baseline Target

FY 2011 

Result

Department of Agriculture 1.85 1.78 1.65

Department of Air Force 1.49 1.43 1.31

Department of Homeland Security 2.48 2.38 2.42

Department of Justice 2.35 2.26 2.24

Department of the Army 1.56 1.50 1.34

Department of the Interior 2.21 2.12 1.85

Department of Veterans Affairs 1.71 1.64 1.63

Armed Forces Retirement Home 6.50 6.24 4.12

Federal Maritime Commission 1.69 1.62 0.00

U.S. Holocaust Memorial Museum 3.14 3.01 0.53

International Boundary & Water Commission 7.14 6.85 5.94

National Archives & Records Administration 2.27 2.18 1.71

National Endowment for the Humanities 1.88 1.80 0.00

National Gallery of Art 1.85 1.78 1.36

Presidio Trust 3.94 3.78 2.89

Selective Service System 2.14 2.05 2.45
Page 17 

President’s Report

Agencies responded by describing a range of 

analytical methods, from manual cataloging 

of incidents to real-time computer 

monitoring of OSH-related data as entered 

into an information system. In general, 

agencies with a greater number of 

employees, or higher incidence rates, used 

information systems and monitored the data 

more frequently. Some of the agencies 

mentioned analyzing “near-misses” as well 

as actual accidents or incidents.

Three of the sixteen agencies identified 

above - the National Endowment for the 

Humanities, the Presidio Trust, and the 

Selective Service System - did not report 

specific strategies to control illness and 

injury trends. The remaining agencies 

reported training as the main strategy for 

controlling illness and injury trends. With 

respect to controlling trends per POWER 

goal 3, the agencies’ reported control 

strategies included:

 The USDA reported that, for all types 

of illness and injury cases, the strategy 

it most employed was to increase 

training and employee awareness.

 The USAF reported that it uses the Air 

Force Safety Automated System to

maintain OSHA logs and track trends. 

It also indicated that mishap reduction 

strategies were based on the physical 

activity primarily associated with each 

of the most prominent injury types. It 

reported that installation safety and 

health offices and work center 

supervisors investigate and report 

injuries and illnesses. The USAF 

indicated that, through this process, 

problematic areas are targets of indepth evaluations to identify unsafe 

work practices, behaviors, and hazards. 

Once identified, the information is 

directed to supervisors, managers, and 

commanders who are responsible for 

ensuring a safe and healthful work 

environment. Management then 

initiates corrective action to mitigate 

unsafe practices, behaviors, and 

hazards.

 The Armed Forces Retirement Home 

reported that it increased employee 

education for all types of illness and 

injury cases.

 The Army reported that it conducts 

analyses of civilian accidental loss 

using numerous data sources in order 

to identify trends and propose courses 

of action to effect loss prevention. The 

Army indicated its Civilian Injury 

Prevention Directorate developed a 

new initiative to disseminate

information to commands by providing 

Army civilian injury and chargeback 

cost; and developed the Leader’s 

Guide to Civilian Safety, as a tool to 

educate leaders and supervisors to 

enforce safe work practices, and 

influence behaviors in preventing 

civilian employee accidents and 

injuries.

 DHS reported that its multiple 

components have OSH programs that 

address cases within that specific 

organization. It indicated that, while 

specifics may vary slightly due to 

different missions and activities, the 

same fundamental approach to control 

trends is used throughout DHS. It 

specified the methodology relies on 

baseline hazards assessments, routine 

inspections, investigations, and 

stakeholder involvement to ensure

corrective actions. It indicated case 

control also involves close cooperation 

between OSH and workers’ 

compensation personnel. It provided 

examples from CBP and the 

Transportation Security 
Page 18 

President’s Report

Administration (TSA) as illustrative of 

its strategies to control the most 

frequent and severe cases.

 DOI reported that Departmental-wide 

control strategies applicable for all 

cases include: injury and illness data 

analysis, medical surveillance, and 

OSH program evaluations.

 DOJ reported that its bureaus continue 

to emphasize timely reporting and 

follow-up on injuries and illnesses. It 

indicated that it continues to see strains 

and sprains as the major category of 

injuries, and will work with bureaus to 

develop special emphasis education on 

proper lifting techniques, and will 

determine mechanical means for lifting 

where possible.

 The Federal Maritime Commission 

(FMC) reported it does not have any 

significant trends, indicating that 

prevention strategies are not 

applicable.

 The U.S. Holocaust Memorial 

Museum (USHMM) reported it 

provides training on a variety of issues 

identified as causing the majority of 

employee illnesses and injuries, 

including back injury/lifting safety 

training.

 The International Boundary and Water 

Commission (IBWC) reported that it 

uses a variety of strategies to control 

employee illnesses and injuries, 

including: OSHA e-tools; work 

practices; reassessment of activities; 

training materials; personal protective 

equipment (PPE), and training on 

various topics, such as slip, trip, and 

fall awareness, and traffic safety 

training.

 The National Archives and Records 

Administration (NARA) reported that 

it continues to provide periodic back 

safety training to its employees; and 

facilities’ local safety committees 

regularly post reminders and posters in 

the records storage areas. It also 

indicated that its National Safety and 

Health Committee has continued to 

improve both the accuracy of the 

accident report process and safety 

awareness.

 The National Gallery of Art reported

that it continues developing a specific 

wellness/fitness program focusing on 

its security officers and facilities staff 

personnel, with implementation 

budgeted for year 2012.

 The VA reported that it tracks and 

analyzes all data on injuries and 

illnesses using the Workers’ 

Compensation-Occupational Safety 

and Health Management Information 

System, which allows Departmentwide access to all Administrations.

Annual Information Requests 

Each year OSHA asks agencies to provide 

information on a variety of OSH-related 

topics and programs. While some of the 

information, such as OSH accomplishments 

for the reporting period and goals for the 

coming year, is requested annually, OSHA 

requests other information based on findings 

from previous annual reports or developing 

OSH trends. Below is a summary of 

annually requested information, followed by 

a summary of specific information requested 

for FY 2011.

Overseas Employees

The legislative provisions of the 

Occupational Safety and Health Act of 

1970, EO 12196, and 29 CFR §1960 that 

require agencies to provide safe and 
Page 19 

President’s Report

healthful workplaces have no geographical 

limits. In an effort to determine how to best 

assist agencies with providing safe and 

healthful workplaces for their overseas 

employees, OSHA requested that agencies 

provide information on whether any of their 

federal employees were stationed overseas

and how they ensured that those employees 

were provided with safe and healthful 

workplaces.

According to agency reports, more than 

162,000 federal employees work outside the 

boundaries of the United States (U.S.).

3

 The 

U.S. Departments of Defense 

(approximately 75,000 employees) and State 

(53,423 employees) reported the largest 

number of overseas employees. The DoD, 

its various components, and the other 

military departments indicated that they 

extend their OSH programs and coverage to 

include their overseas federal civilian 

employees. State indicated that it has a 

robust overseas OSH program, and includes 

provisions for safe and healthful living 

conditions for its overseas employees, as 

well as other federal agencies’ employees 

stationed at embassies. Several independent 

agencies reported an overseas federal 

workforce, most of whom are covered under 

either DoD’s or State’s OSH programs.

Integrating OSH and 

Emergency Response

Various executive orders and legislative acts 

require Executive Branch agencies to 

develop and implement plans for responding 

to or maintaining agency operations during

emergencies or disasters. Some agencies 

may respond to the site of an event, and 

must account for the health and safety of 

their federal employees during a response. 

Other agencies, with no duty to respond, 

must still plan for continuing their 

operations should an event affect their 

business sites. Nearly every department and 

agency reported that it had a plan for dealing 

with emergency response and continuity of 

operations (COOP). Most agencies also 

reported that these plans either contained 

provisions for ensuring the safety and health 

of their federal workers, or were developed 

with the input of OSH personnel. For 

example:

 The Department of Energy (DOE) 

reported that its COOP plan addresses 

mission critical functions by 

incorporating procedures to secure 

sensitive DOE material movements 

involving transportation of nuclear 

materials, upgrading the security of all 

facilities to the extent required in a 

given emergency, and ensuring the 

safety and health of employees during 

a COOP event. In addition, it reported 

that it incorporates training, drills, and 

exercises to ensure employees respond 

appropriately to emergency situations.

 The EPA indicated its COOP plans

include procedures for tracking 

employees’ locations and welfare, and 

provides for minimum staffing to 

support essential functions.

 According to USDA, all its locations 

have developed directives to provide 

guidance for employees to include:

occupant emergency plans (OEPs), 

business continuity plans, and COOP

plans. USDA further indicated that:

OEPs contain provisions for building 

evacuations, or shelter-in-place (SIP) 

during emergencies; webpages provide 

a reference for management officials, 

supervisors, and employees; and OEPs 

are being updated to reflect the latest 

3

Some agencies provided information regarding their overseas OSH programs, but declined to specify the number of 

employees stationed overseas due to security concerns.
Page 20 

President’s Report

Federal Emergency Management 

Agency (FEMA) requirements at 

several of the agencies and for all its 

facilities throughout the National 

Capital Region (NCR).

Motor Vehicle and Seat Belt 

Safety Programs

Most agencies noted specifically that they 

were in compliance with EOs 13043 and 

13513. EO 13043 requires the use of 

seatbelts in motor vehicles, and EO 13513 

bans texting while driving. In addition, 

agencies reported that they continued to 

provide programs to limit the likelihood and 

severity of MVAs.

Many departments and agencies required 

defensive driving courses, the majority using 

courses through the General Services 

Administration (GSA), or the National 

Safety Council (NSC). Several agencies 

also reported having programs to encourage 

seatbelt use, such as decals in vehicles, or 

reminders on employee websites or in break 

rooms. Examples included:

 The Air Force reported that its 

Supervisory Safety Training course has a 

Traffic Safety Module designed to 

instruct first-time supervisors concerning 

their roles and responsibilities, along 

with means and methods to execute 

those responsibilities.

 The Department of Transportation 

indicated that its Secretarial level Time 

for Safety campaign included the topics 

of seatbelt use, distracted driving, and 

prohibition of electronic devices while 

driving.

 The Tennessee Valley Authority (TVA) 

reported that the TVA Police offer a 

defensive driving training course for 

employees and their families.

 According to the USDA, defensive 

driving courses are required throughout 

the Department, and are available online 

through its AgLearn system.

While several agencies reported tracking 

seatbelt use after an accident – many using 

information from police reports – few had 

any full-time tracking of seatbelt use at other 

times. A number of agencies mentioned 

having random compliance checks, 

including one agency that reported using 

camera surveillance.

Employee Support

Agencies reported providing a range of 

OSH-related employee support activities. 

Some reported employee training was 

largely based on job responsibilities. Some 

also reported making special efforts to 

ensure that collateral duty OSH personnel 

received the appropriate training. In 

addition, several agencies reported 

encouraging employees to seek professional 

OSH certification and participate in 

professional OSH organizations. Agencies 

also provided support by maintaining OSH 

websites, distributing OSH awards, 

publishing OSH newsletters, and 

encouraging participation in field federal 

safety and health councils (FFSHCs). Many 

agencies reported that they also supported 

employees’ safety and health by 

encouraging healthy lifestyles. Some 

examples include: providing fitness centers; 

subsidizing gym memberships; sponsoring 

health fairs; and offering a variety of healthrelated services, such as health-screenings 

and physical examinations.

Accomplishments 

Agencies reported on a range of 

accomplishments, from revising OSH 

programs, procedures, and manuals, to 

developing training programs and inspecting 
Page 21 

President’s Report

their facilities. Several agencies reported 

encouraging employees to become certified 

in first aid, cardiopulmonary resuscitation

(CPR), and the use of automatic external 

defibrillators (AEDs). In addition, some 

agencies reported adding risk assessments to 

their safety policies, incorporating safety 

considerations into their building plans for 

new facilities, and including safety in 

management performance criteria.

FY 2012 Goals

Agencies reported on a wide range of OSH 

goals for FY 2012. Several agencies 

reported on plans to reduce the incidence of 

work-related injuries and illnesses, and 

incorporate more extensive analyses of 

OSH-related information from reports on 

incidents and near-misses. Agencies also 

reported on plans to join OSHA’s Voluntary 

Protection Program (VPP), participate in 

FFSHCs, abate specific physical and 

chemical workplace hazards, and expand 

OSH training.

FY 2011 Information Requests 

For FY 2011, OSHA asked agencies to 

report on a number of new topics. The 

topics focused on whether and how agencies

were accomplishing goals, such as: working 

with field federal safety and health councils 

and other forms of social networking, 

addressing ergonomic issues, recognizing 

psychosocial risk factors, tackling telework,

and monitoring occupational exposure limits 

(OELs).

Field Federal Safety and 

Health Councils & Other 

Social Networking

Most agencies reported some involvement in 

FFSHCs or variations thereof. Nearly all 

reported encouraging their OSH personnel 

to hold office, sponsor meetings, give 

presentations, and provide other support to 

local councils. Many reported encouraging 

their OSH professionals to participate in 

their respective professional organizations, 

such as the American Biological Safety 

Association, the American Conference of 

Governmental Industrial Hygienists 

(ACGIH), the American Industrial Hygiene 

Association (AIHA), the American Society 

of Safety Engineers (ASSE), Health Physics 

Society, the Human Factors and Ergonomics 

Society, the National Fire Protection 

Association, the National Strength and 

Conditioning Association, as well as 

nationally and locally oriented safety 

organizations such as the National Safety 

Council, and local working groups. The 

majority of the smaller agencies reported 

minimal involvement in FFSHCs and use of 

social networking. Examples of agencyreported activities included: 

 The Air Force reported that 53 USAF

installations and 12 tenant safety 

offices participate in regional FFSHCs. 

It reported that the Air Force Safety 

Center and various installations’ safety 

offices use social networking 

communities and relationships in 

promoting, improving, and building 

higher standards of workplace safety 

and health.

 The AFRH reported that its employees 

regularly attend FFSHC meetings for 

OSH training and networking, and 

have also attended outside social 

networking programs.
Page 22 

President’s Report

 The Federal Reserve System Board of 

Governors (FRB) reported placing 

high importance on actively 

participating in interagency working 

groups and attending training and 

interpersonal networking within the 

District of Columbia (DC) 

metropolitan area. It indicated that it 

does not currently participate in social 

networking or interactive media.

 Although the Commodity Futures 

Trading Commission (CFTC) reported 

that it does not participate in FFSHCs, 

it indicated that it regularly attends 

Federal Advisory Council on 

Occupational Safety and Health 

(FACOSH) meetings. It stated that its 

policy prohibits the use of social 

networking on its information 

technology (IT) infrastructure.

 The Court Services and Offender 

Supervision Agency (CSOSA) 

reported its employees do not 

participate in any FFSHCs or other 

social networking forums. It stated it 

is cost-prohibitive to use social 

networking communities to promote, 

improve, and build higher standards of 

workplace safety and health. Its 

Pretrial Services Agency (PSA) 

reported such involvement is not 

applicable to its situation.

 The Defense Nuclear Facilities Safety 

Board reported that its technical staff 

serve in many professional 

organizations as advisor generals, 

presidents, and committee members.

 The Department of Commerce (DOC) 

reported its bureaus participate in the 

semi-annual Department Occupational 

Safety and Health Council and the 

monthly Bureau Safety Managers’ 

Working Group meetings.

 The Department of Education (ED) 

reported a three-decade involvement 

with local FFSHCs. It indicated that 

an ED employee has chaired the 

Metropolitan Washington Federal 

Safety and Health Council 

(MWFSHC) for the past five years. It 

also reported that ED has provided 

physical facilities for hosting 

meetings; administrative services for 

program presentation; and personnel to 

assist in the planning and facilitation 

of Council programs.

 DOE indicated that its sites are 

beginning to use social networking and 

collaborative tools to promote realtime sharing of OSH information.

 DHS reported that it encourages 

employee participation in FFSHCs by 

providing employees time and 

administrative resources to support the 

work of their local councils. In 

addition, it reported that its personnel 

have served and continue to serve in 

leadership roles in FFSHCs, and are 

active participants in FACOSH work 

groups. DHS reported that its IT 

security policy does not permit the use 

of social networking to communicate 

with employees, and is only authorized 

for limited use in communicating with 

the public.

 The Department of Housing and Urban 

Development (HUD) reported that it 

encourages staff involvement in safety 

and health support activities, such as 

membership on the Federal Skin 

Cancer Prevention Board, the Federal 

Safety and Health Managers’

Roundtable, the MWFSHC, NSC, and 

other OSH committees.

 DOI indicated that, because social 

networking is relatively new, its policy 

and use of these sites is limited 

throughout its OSH community. 

However, it indicated several of its 

subagencies, such as the National Park 
Page 23 

President’s Report

Service and the United States 

Geological Survey (USGS), are 

developing social networking venues 

to promote their safety and health 

efforts.

 DOJ cited security reasons for its 

bureaus not using social networking to 

promote OSH programs. However, it 

reported that several bureaus have 

internal webpages and e-mail systems, 

and publish newsletters that provide 

pertinent OSH information.

 The Inter-American Foundation 

reported indicated that it is redesigning 

its webpage to include social 

networking capabilities.

 The Treasury reported that it continues 

to support involvement in FFSHCs to 

supplement the work of the Treasury 

Safety and Health Council.

 The National Aeronautics and Space 

Administration (NASA) indicated that 

its safety community uses the NASA 

Safety Center Knowledge Now, a

social networking platform, to identify, 

capture, and transfer explicit and tacit 

knowledge inside of a virtual webbased workspace.

 NARA indicated that it has launched 

social media initiatives involving Web 

2.0 technologies, and has signed 

agreements to create NARA sites on 

Twitter, YouTube, Facebook, and 

Flickr.

 The Navy reported that nearly half of 

its major command OSH personnel are 

represented or participate in FFSHCs 

nationwide to some extent.

 The National Labor Relations Board 

(NLRB) and the Holocaust Memorial 

Museum indicated that they are 

members of the NSC; the NLRB uses 

social networking platforms, such as 

Facebook and Twitter, to address 

employee OSH concerns; and the 

USHMM has a safety committee that 

meets quarterly to discuss safety 

concerns in its various departments.

 The National Science Foundation 

(NSF) reported that it uses a variety of 

tools to communicate with the staff, 

contractors, and volunteers, including 

interchanges on its internal website, 

the “idea share” site, the Weekly Wire -

a formal agency information sharing 

document, as well as its Facebook and 

Twitter pages.

 Because of its “micro-size,” the Office 

of Navajo & Hopi Indian Relocation 

indicated the addition of social media 

would contribute little, and could be 

extremely detrimental, to its 

operations. 

 The USDA reported that it encourages 

its OSH professionals to regularly 

participate in local councils. It 

indicated that it uses USDA Connect to 

promote OSH programs by 

announcing activities, posting contact 

information and setting-up OSH 

communities.

Ergonomic Safety Program

The majority of agencies reported that they 

at least provide ergonomically correct chairs 

and other office equipment; a few reported 

that they have specific centers designed for 

ergonomic support, such as the DOL 

Ergonomic Assistance Room, the Naval 

Facilities Engineering Command, the 

Federal Deposit Insurance Corporation 

Office Ergonomics Program Intranet site, 

and the USDA Target Center. While the 

larger departments and agencies reported 

having formal ergonomics programs, the 

smaller agencies reported handling 

ergonomic assessments and requests on a 

case-by-case basis. Most departments and 

agencies reported educating employees 

about the most common musculoskeletal 
Page 24 

President’s Report

disorders (MSDs), their signs and 

symptoms, and the importance of early 

reporting through various media, including 

safety and health meetings, tailgate safety 

sessions, safety information bulletins, flyers, 

and training courses. The majority of 

departments and agencies reported using the 

expertise of outside agencies, such as 

Federal Occupational Health (FOH) and the 

National Institute for Occupational Safety 

and Health (NIOSH), to ensure the 

effectiveness of their programs. For 

example:

 The AFRH reported training all of its 

employees using Back Safety, a 

competency-based OSH training 

program.

 The FRB reported making a 

substantial investment in its 

ergonomic program by developing 

in-house training guides and 

pamphlets, and by conducting more 

than 130 annual and biannual hazard 

assessment inspections of its 

employees’ work stations.

 The Chemical Safety and Hazard 

Investigation Board (CSB) reported 

that its Designated Agency Safety 

and Health Official (DASHO) is 

responsible for its ergonomics 

program, including employee 

training and work station 

assessments.

 According to the DOC, it established 

an ergonomics web page, and 

reported that its Reasonable 

Accommodation Coordinators work 

with its bureaus, organizations, and 

safety staffs to provide reasonable 

accommodations, as well as 

ergonomic information and 

counseling.

 The ED reported that it provides its 

employees with the Creating a 

Healthy Workstation Environment: 

Workstation Ergonomics Made Easy

booklet, which outlines guidelines 

for setting up, evaluating, or 

modifying an employee's 

workstation.

 Although DOE reported that it did 

not have a Department-wide 

ergonomics policy, it noted that it 

provides information to employees 

about MSDs, and each of its 

operating locations is responsible for 

handling ergonomic issues.

 The Department of Health and 

Human Services (DHHS) reported 

that its operating divisions (OPDIVs) 

actively participate in several 

FFSHCs, and it will explore 

opportunities to partner with other 

councils. It also stated that it is 

creating Intranet tools to reduce 

employees’ search time for safety 

information, and many of its 

OPDIVs make significant use of 

local Intranets.

 DHS reported that it closely 

monitored the workplace for 

ergonomics issues and routinely 

includes ergonomic assessments as 

part of its job hazard analyses 

(JHAs), program evaluations, and 

inspections.

 According to HUD, its Ergonomic 

Safety Program promotes 

ergonomics and healthy work style 

improvements. Through the 

program, it encourages its employees 

to contribute to a safe and healthy 

workplace, and to participate in 

ergonomic education and training 

opportunities.

 DOI reported that its inspection and 

abatement program incorporates the 

assessment of work-related factors 

that may pose a risk of MSDs; and
Page 25 

President’s Report

that its bureaus and equivalent 

offices evaluate identified ergonomic 

risk factors, develop 

recommendations to mitigate 

employee risk, and educate 

employees on the risk. It reported 

that its FY 2011 Ergonomics 

Awareness Fair increased employee 

knowledge on MSDs and 

workplace/office ergonomics.

 The Federal Communications 

Commission (FCC) reported that it 

created an ergonomics guide for 

employees to evaluate their work 

areas and become familiar with 

ergonomic set-up.

 The International Water and 

Boundary Commission indicated that 

it is including ergonomic issues of 

material handling and office safety in 

the revision of its general safety 

manual.

 The National Capital Planning 

Commission (NCPC) reported 

having an inter-agency agreement 

with FOH to provide ergonomics 

consultation services.

 The National Endowment for the 

Humanities (NEH), the National 

Gallery of Art, and the NSF reported 

that employees use the DoDComputer/Electronic 

Accommodations Program to 

mitigate ergonomic hazards.

 In their reports, the Postal 

Regulatory Commission and The 

Presidio Trust typify a microagency’s informal approach to 

ergonomics; Human Resources staff 

are responsive to employees 

requiring an intervention; there is a 

team approach regarding the 

purchase of equipment; IT staff 

ensure equipment availability; and 

OSH staff conduct walk-throughs

and proactively query staff to ensure 

their workstations are acceptable.

 The Smithsonian Institution reported 

that it does not use social networking 

resources to promote OSH, but does 

use an Institution-wide safety 

website that includes a safety blog.

Psychosocial Risk Factors

Although the majority of reporting agencies 

indicated that they are aware of 

psychological risk factors as a detriment to 

effective agency operations, a few indicated 

that these factors did not adversely impact 

their work places. Many departments and 

agencies reported that they provide their 

employees free services in employee 

assistance program (EAPs), and encourage 

their employees to seek these services when 

necessary. Some reported using the 

services of FOH. For example:

 The Committee for Purchase from

People Who Are Blind or Severely 

Disabled reported periodically 

reviewing its EAP services.

 The CFTC reported providing its 

employees with free access to 

confidential counseling services 

through its EAP. It also indicated 

that it has a longstanding alternative 

dispute resolution program that

provides mediation services to all 

employees upon request.

 CSOSA reported that its Office of 

Equal Employment Opportunity, 

Diversity and Special Programs

responds to workplace stress, 

bullying, and harassment situations 

using a variety of tools, such as 

confidential counseling and working 

time/schedule accommodations, to 

address psychosocial risk factors.

 DHS reported that top-level 

management supports and devotes 
Page 26 

President’s Report

extensive resources to workplace 

psychosocial factors. While the 

Department reported that these 

efforts are led by work-life, 

employee assistance, and medical 

organizations, its OSH programs are 

involved by providing technical 

support and referrals for employees.

 DOI reported that its OSH program 

managers worked with employee 

assistance and equal employment 

opportunity programs to address 

multiple psychosocial risk factors, 

including, but not limited to, 

bullying, conflict resolution, cultural 

sensitivity, harassment, time 

management, and workplace stress 

and violence.

 DOL indicated that most of its 

subagencies reported working 

closely with programs, such as its 

Central Office for Assistive Services 

and Technology, to provide 

equipment to accommodate 

employees with disabilities.

 Although the Equal Employment 

Opportunity Commission (EEOC) 

does not have a program that 

specifically addresses psychosocial 

risk factors, it reported that its EAP 

is available for all employees.

 The Farm Credit Administration 

(FCA) reported funding a Wellness 

Program for all its employees. The 

program includes: influenza 

vaccines, partially funded annual 

physical examinations, and 

contracted services dedicated to 

assist employees in dealing with onthe-job stress and off-the-job 

personal challenges.

 The Federal Energy Regulatory 

Commission (FERC) reported that it 

implemented the Roam Secure Alert 

Network, an emergency 

communication system, which 

allows it to communicate effectively 

with users through various social 

media tools and devices.

 The Federal Trade Commission 

(FTC) indicated that, because 

psychosocial risk factors did not 

contribute to the two minor injuries 

that occurred during FY 2011, it did 

not address this issue.

 The NCPC, the National Endowment 

for the Arts (NEA), and the 

Occupational Safety and Health 

Review Commission indicated that 

their employees use FOH services 

such as Let’s Talk, to address 

psychosocial risk factors.

 The NEH and the USHMM indicated 

that they refer employees to COPE, 

Inc., an employee assistance 

organization, for budget and debt 

counseling; child and elder care;

family life/health, and wellness

issues; and legal consultation and 

referral. The USHMM addresses 

conflict resolution through its Equal 

Employment Opportunity (EEO)

program, Conquering Conflict 

Together.

 According to the NSF, its CareerLife Balance program seeks to 

promote career-life balance 

opportunities, and to raise them to a 

more coordinated set of agency-wide 

activities, including: health, safety, 

security, EAP, diversity, fitness, 

wellness, and many other support 

areas and disciplines.

 The Pension Benefit Guaranty 

Corporation (PBGC) indicated that, 

because it has a non-industrial, 

sedentary office environment with an 

extremely low injury/illness rate, it 

did not address psychosocial risk 
Page 27 

President’s Report

factors and had not received any 

employee requests to do so. 

 According to the Tennessee Valley 

Authority, its Live Well program is a 

comprehensive wellness program 

that encourages the reduction of 

health-risk behaviors, fosters healthy 

lifestyles, and contributes to the 

management of healthcare costs.

 The USDA reported that it seeks to 

reduce stress and psychosocial risk 

factors by promoting such programs 

as its EAP, conflict prevention, 

alternative dispute resolution, 

workplace violence prevention, 

wellness, and civil rights. 

Telework

The majority of departments and agencies 

reported awareness of and compliance with 

the Telework Enhancement Act of 2010, 

with many indicating the availability of 

telework as a recruitment and retention tool 

that improved work performance. They 

reported that their programs included an 

OSH section, safety checklists, and 

emergency and personal preparedness 

procedures. Some examples are:

 The Air Force reported that it requires 

teleworkers to receive OSH guidance, 

risk assessment checklists, and 

information on COOP requirements.

 The CFTC, the Consumer Product 

Safety Commission (CPSC), CSOSA, 

the Federal Maritime Commission, 

International Trade Commission, the 

USHMM, the Nuclear Regulatory 

Commission (NRC), the Office of 

Government Ethics, PBGC, and other 

smaller agencies reported having 

telework agreements that include 

safety certification checklists outlining 

the characteristics of safe working 

environments. These agencies 

indicated that they discuss the program 

and checklist during training, and 

require their employees to complete 

and sign the certification for each 

telework location before beginning 

telework at that site.

 DHS reported that it implemented a 

Departmental-wide policy that 

established the minimum requirements 

of a telework program in FY 2007, and 

that its components may implement 

more restrictive programs.

 DOI reported a robust telework 

program that authorizes all eligible 

employees to telework. Recognizing 

that alternate work locations may 

present risks to employee safety and 

health, it indicated that it has 

incorporated safety procedures into its 

established policy and Telework 

Handbook. 

 NARA indicated that it is finalizing a 

comprehensive Telework Directive.

Occupational Exposure 

Limits

Most departments and agencies reported 

using OELs from a variety of sources:

OSHA’s Permissible Exposure Limits 

(PELs), ACGIH’s Threshold Limit Values

(TLVs), and NIOSH’s Recommended 

Exposure Limits (RELs). Several 

departments and agencies reported that they 

encouraged the use of the lowest OEL that is 

technically and economically feasible, and 

that when OELs have not been established, 

recommended following professional 

judgment and using the As Low As 

Reasonably Achievable (ALARA) approach 

based on technical and economic feasibility. 

For example:

 The FRB reported using the PELs for 

routine operations, and TLVs or RELs 

when no PEL was available.
Page 28 

President’s Report

 DHS reported that it is revising its 

Safety and Health Manual to reflect 

the use of OELs that are more 

restrictive than the PELs. It indicated 

that its components are free to apply 

other, more restrictive OELs as 

necessary.

 DOI reported that it takes into 

consideration available OELs, but 

primarily relies on PELs, TLVs, and 

RELs. It reported that it adheres to the 

OSHA PEL for noise exposure, and 

the current NRC standards for radon 

exposure.

 To more fully protect the NASA 

workforce, the agency indicated that it 

uses OELs from acknowledged 

authorities or those developed 

specifically by NASA Centers. It 

indicated that in-house OELs for 

hazardous chemicals that do not have 

PELs are established, adopted, and 

enforced only at the Center level.

 According to the PSA, its Toxicology 

Lab Safety Officer oversees its 

chemical hygiene plan. It stated that 

the lab adheres to the chemical 

handling and protection guidelines in 

Material Safety Data Sheets (MSDSs).

 For indoor air quality (IAQ) issues, 

GSA reported that it considers 

guidelines from advisory 

organizations, such as the World 

Health Organization (WHO), when 

establishing agency limits.

 NARA indicated that in addition to 

following all regulatory and consensus 

standards, it uses all available 

hazardous chemical, physical, and 

biological agent information in its 

decision-making for a specific 

exposure standard. In addition, it has 

developed in-house exposure criteria 

for its artifacts contacted by the public 

where little or no exposure standard 

existed.

Other departments and agencies (including 

the AFRH, CSB, Commission on Civil 

Rights, CFTC, CPSC, CSOSA, ED, EEOC, 

Export-Import Bank of the United States, 

FCA, Federal Election Commission, FERC, 

FMC, National Credit Union 

Administration, NEA, NEH, NSF, the 

National Transportation Safety Board, NRC, 

PBGC, the Railroad Retirement Board, and 

the Securities and Exchange Commission)

reported that they do not handle or use any 

hazardous chemicals, and that their purely 

office environments preclude the need for an 

OEL policy and controlling occupational 

exposures.
Page 29 

President’s Report

Agencies Failing to Submit Annual Reports 

OSHA did not receive reports from 13

independent agencies, even after contacting 

them repeatedly to ensure they had received 

the initial request for information. Of the 13

agencies, two agencies have failed to submit 

reports for the past four fiscal years (FYs 

2008 - 2011); one agency has failed to 

submit a report for the past three fiscal 

years (FYs 2009 - 2011); five agencies have 

failed to submit reports for the past two

fiscal years (FYs 2010 and 2011); and five

agencies failed to submit reports for FY

2011. For a complete listing of these 

agencies, please see Appendix C.
Page 30 

President’s Report
Page 31 

President’s Report

Federal Executive Branch agencies have a variety of responsibilities with respect to their OSH

programs as delineated by the Act, EO 12196, and Title 29 CFR Part 1960. This section 

summarizes those responsibilities into five subsections: Program, Standards, Workplace, 

Records, and Inspections and Investigations. Each subsection lists the relevant agency 

responsibilities and provides a discussion of each responsibility along with hyperlinks to the 

specified reference(s).

Program 

Establish and maintain an effective and 

comprehensive OSH program

All three documents4require agencies to 

establish and maintain OSH programs that 

comply with the program requirements of 29 

CFR Part 1960 and OSHA’s occupational 

safety and health regulations as described in 

the relevant parts of Title 29 Code of 

Federal Regulations.

Develop and implement OSH program 

evaluation procedures

29 CFR 1960.78 requires agencies to 

evaluate the effectiveness of their OSH 

programs and include the results of those 

self-evaluations in their annual reports to the 

Secretary. According to 29 CFR 1960.79

these self-evaluations must include 

qualitative assessments of the extent to 

which the OSH programs comply with EO 

12196 and 29 CFR Part 1960, and analyses 

of whether the agency has effectively 

implemented its OSH program in all its field 

activities.

Appoint a DASHO and other OSH 

officials at appropriate levels

EO 12196, paragraph 1-201(c), and 29 CFR 

1960.6 require each agency to designate an 

official who will be responsible for 

managing and administering the agency’s 

OSH program. This Designated Agency 

Safety and Health Official must have 

“sufficient authority” to effectively represent 

and support the agency head with regard to 

the OSH program; 1960.6 states that the 

DASHO should be an Assistant Secretary or 

equivalent. 29 CFR 1960.6(c) also requires 

the agency to designate OSH officials at 

appropriate levels throughout the agency to 

ensure implementation of an effective OSH 

program.

Submit an annual report to OSHA and 

include a summary of OSH program selfevaluation findings

All three documents5require each agency to 

send an annual report to the Secretary with 

respect to OSH-related accidents and 

injuries and its OSH program. The agency 

4 The Act, Section 19(a); EO 12196, paragraph 1-201(b); 29 CFR 1960.1(a)

5 The Act, Section 19(a)(5); EO 12196, paragraph 1-201(l); 29 CFR 1960.71(a)
Page 32 

President’s Report

must include a summary of its selfevaluation findings in the annual report. It 

must also include any information or data 

the Secretary requests. OSHA’s Office of 

Federal Agency Programs formulates the 

annual report request and analyzes the 

agency reports.

Operate an OSH management 

information system

EO 12196, paragraph 1-201(j), requires each 

agency to maintain a system for managing 

its OSH information, which must include 

maintaining records the Secretary requires. 

While the EO does not mandate an 

electronic information management system, 

many such systems are available and can 

facilitate maintaining, analyzing, retrieving, 

and tracking OSH-related information. 

Ensure adequate financial and other 

resources for effective OSH program 

implementation and administration

29 CFR 1960.7 stipulates that each agency 

must provide the resources to implement and 

administer its OSH program. The standard

lists several resources that a federal agency 

OSH program must include, such as 

sufficient personnel, PPE, hazard abatement, 

OSH-related sampling and analyses, 

training, technical information, and medical 

surveillance – but it does not limit the 

resources to this list.

Include appropriate OSH criteria in 

managers’ and supervisors’ performance 

appraisals

According to 29 CFR 1960.11, agencies 

must include OSH-related performance 

measures as part of the performance 

evaluations for any management official-incharge of an establishment, any supervisory 

employee, or any other appropriate 

management official. The standard further 

requires that the evaluation must measure 

the employee’s performance “in meeting 

requirements” of the agency’s OSH 

program, consistent with the manager’s or 

supervisor’s assigned responsibilities and 

authority.

Post the OSHA poster or equivalent and 

provide a copy to the Secretary

29 CFR 1960.12 requires the agency to 

“post conspicuously in each establishment,” 

and keep posted, a poster informing 

employees of the “provisions of the Act, 

Executive Order 12196, and the agency 

occupational safety and health program.” 

The poster must include core OSHAprovided text along with other information 

specific to the agency. The agency must 

also provide a copy of this poster to the 

Secretary.

Promote OSH-related employee 

awareness

Along with conspicuously posting the 

“OSHA poster,” 29 CFR 1960.12 –

specifically paragraph (e) – requires 

agencies to use their ordinary information 

channels (such as newsletters, bulletins, 

handbooks, website, etc.) to promote 

employees’ awareness of OSH-related 

issues. While the standard does not define 

“occupational safety and health matters,” 

nor does it specify the frequency with which 

an agency must “promote...awareness,” 

simply posting the “OSHA poster” does not 

satisfy the requirements of this paragraph.

Establish anti-discrimination and -

reprisal procedures for OSH-related 

activities

Both EO 12196, paragraph 1-201(f), and 29 

CFR 1960.46 require agencies to establish 

procedures assuring that no employee is 

subject to “restraint, interference, coercion, 

discrimination or reprisal” for OSH-related 

activities. Various OSH-related regulations 
Page 33 

President’s Report

afford employees rights and privileges 

related to reporting OSH issues and 

participating in OSH-related activities. 

Agencies must establish procedures to 

assure that employees can exercise their 

rights and/or participate in OSH-related 

activities without becoming subject to 

discrimination or reprisal.

Provide CSHCs with all agency 

information relative and necessary to 

their duties

If an agency has established a CSHC per 

Subpart F of 29 CFR Part 1960, it must 

provide that CSHC with “all agency 

information” relative to the Committee’s 

duties. According to the standard, such 

information can include (but is not limited 

to) OSH policies and programs; available 

OSH-related human and financial resources; 

accident, injury, and illness data; material 

safety data sheets; inspection reports; 

abatement plans; and reprisal investigation 

reports.

Provide OSH training to top 

management, supervisors, OSH 

inspectors, collateral duty personnel, 

CSHC members, employees, and 

employee representatives

EO 12196, paragraph 1-201(k), requires 

OSH-related training for several levels of 

agency employees. 29 CFR Part 1960, 

Subpart H specifies the necessary OSHrelated training for all levels of agency 

employees. Agencies must provide at least 

the listed required training for the designated 

employee level, but may provide more 

extensive or comprehensive training for an 

employee at any level.

Standards 

Comply with applicable OSHA and Part 

1960 alternate standards

All three documents6require agencies to 

comply with all applicable OSHA standards 

issued under Section 6 of the Act – or an 

OSHA-approved alternate standard.

Adopt emergency temporary and 

permanent supplemental standards as 

necessary and appropriate, if no OSHA 

standard exists

According to 29 CFR 1960.18, if there is no 

OSHA standard that applies to a particular 

worksite, job, condition, or other workplace 

exposure, an agency must implement an 

emergency temporary supplemental standard 

to protect its employees. Subsequent to 

implementing an emergency temporary 

supplemental standard, the agency must 

develop and implement a permanent 

supplemental standard to continue to assure 

a safe and healthful workplace and adequate 

employee protection.

Notify OSHA and the other federal 

agency if another agency’s standard 

conflicts with an OSHA standard

29 CFR 1960.19(c) stipulates that, in the 

unlikely event of another agency’s standard 

interfering with an OSHA standard, the head 

of the agency discovering such a conflict 

must notify the other federal agency and the 

Secretary. The agencies will then undertake 

joint efforts to resolve the conflict. 

The paragraph also requires compliance 

with the more protective of the conflicting 

standards until after the conflict is resolved.

6 The Act, Section 19(a); EO 12196, paragraph 1-201(d); 29 CFR 1960, Subpart C
Page 34 

President’s Report

Workplace 

Provide safe and healthful workplaces 

and working conditions

All three documents7require that federal 

workplaces and working conditions be safe 

and healthful and free from recognized 

serious hazards. According to 1960.2(v), a 

serious hazard or condition is one that has 

the “substantial probability” of causing 

death or serious physical harm. 29 CFR 

1960.1(g) clarifies that federal employees 

who work in private sector establishments 

are covered by their respective federal 

employer’s OSH program, and the agency is 

responsible for assuring safe and healthful 

workplaces and conditions for these 

employees.

Ensure timely response to employee 

reports of unsafe/unhealthful conditions

EO 12196, paragraph 1-201(h), requires 

agencies to respond to employee reports of 

hazardous conditions. It also requires 

agencies to inspect the situation within 24 

hours for “imminent dangers,” within three 

working days for potentially “serious” 

conditions, and within 20 working days for 

other conditions.

Promptly abate unsafe/unhealthful 

conditions

Both EO 12196, paragraph 1-201(e), and 

Part 1960 require agencies to promptly abate 

unsafe or unhealthful working conditions. 

While 29 CFR 1960.28(d)(3) recognizes that 

some hazards can be abated immediately, 

the Executive Order clarifies that if the 

agency cannot promptly abate the condition, 

it must develop an abatement plan that 

includes both a timetable for abatement and 

interim protective measures. 29 CFR 

1960.30 provides further instructions with 

regard to abatement and abatement plans.

Acquire, maintain, and require the use of 

safety equipment, PPE, and other 

protective devices

Both the Act, at section 19(a)(2), and 29 

CFR 1960.8(d) require federal employers to 

“acquire, maintain, and require the use of 

approved PPE, approved safety equipment, 

and other devices necessary to protect 

employees.”

Records 

Keep records per 29 CFR Part 1904, and 

allow OSHA access to them

The Act, at Section 19(a)(3), mandates that 

agencies maintain “adequate records,” and 

29 CFR 1960.66 clarifies that, at a 

minimum, agencies must comply with the 

recordkeeping and reporting requirements 

under 29 CFR Part 1904, Subparts C, D, E, 

and G.

Use the records to identify 

unsafe/unhealthful conditions and 

establish OSH program priorities

29 CFR 1960.66(c) requires agencies to 

analyze the information (including the 

records required by paragraph (b) of the 

standard) collected through its management 

information system (required by EO 12196) 

to identify unsafe and unhealthful working 

conditions and establish its OSH program 

priorities.

7 The Act, Section 19(a)(1); EO 12196, paragraph 1-201(a); 29 CFR 1960.8(a)
Page 35 

President’s Report

Inspections and Investigations 

Require inspections, allow access to 

OSHA’s inspectors, and establish a 

procedure for issuing Notices

Subpart D of Part 1960 covers workplace 

inspections and abatement of hazardous 

conditions. Among its requirements, 

agencies must:

 Inspect “all areas and operations...at 

least annually,” and more frequently if 

the area is hazardous – 1960.25(c).

 Allow OSHA inspectors to “enter 

without delay” any agency worksite –

1960.31(b).

 Immediately abate imminent danger 

conditions and remove employees who 

are not needed during the abatement 

process – 1960.26(b)(5).

 Establish procedures for issuing Notices 

of Unsafe or Unhealthful Working 

Conditions (Notices) not later than 15 

days after completing the inspection for 

safety violations, or 30 days after 

completing the inspection for health 

violations – 1960.26(c)(2).

Allow for employee representatives 

during inspections

29 CFR 1960.27(a) and EO 12196, 

paragraph 1-201(i), require agencies to 

assure that employee representatives 

accompany OSH inspectors during 

workplace inspections. 

Allow OSH personnel to use necessary 

specialized expertise

29 CFR 1960.8(e) requires agencies to allow 

their OSH personnel to use necessary 

specialized expertise “from whatever source 

available,” such as other agencies, 

professional groups, labor organizations, 

universities, etc.

Investigate all fatalities and catastrophes, 

keep investigation report copies, and 

provide copies to OSHA (summary only) 

and CSHCs

According to 1960.29(b) agencies must 

investigate all fatalities and/or catastrophes 

(hospitalization of three or more employees) 

and produce a written report of the 

investigation. The report must include 

specific information [1960.29(d)] and the 

agency must provide copies to specified 

parties.

Keep CSHC members advised of reprisal 

allegations and provide copies of 

investigation reports

Among the duties of both local- and 

national-level CSHCs is the requirement to 

review the agency’s response to allegations 

of reprisal. 29 CFR 1960.40(b)(8) requires 

local CSHCs to review the agency’s 

response and, according to .40(b)(9), if at 

least half the Committee is dissatisfied with 

the agency’s investigation report, they must 

report their dissatisfaction to the Secretary. 

The same requirements are found at 

1960.41(b) and .41(d), respectively, for 

National CSHCs. 

Given these statutory duties for CSHC 

members, 1960.47 requires agencies to 

provide copies of reprisal investigation 

reports to their certified Committees.
Page 36 

President’s Report

References 

Occupational Safety and Health Act, Public Law 91-596, 84 STAT. 1590, 91st Congress, 

S.2193, December 29, 1970, as amended through January 1, 2004.

Executive Order 12196--Occupational safety and health programs for Federal employees, 45 FR 

12769, Feb. 26, 1980.

Title 29 Code of Federal Regulations, Part 1960, Basic Program Elements for Federal Employee 

Occupational Safety and Health Programs and Related Matters.
Page 37 

President’s Report
Page 38 

President’s Report

Enforcement 

Inspections

Background

OSHA inspections can occur for many 

reasons, but generally fall into one of two 

categories: programmed or unprogrammed. 

Programmed worksite inspections occur as 

the result of OSHA’s emphasis on a 

particular safety or health issue, such as sites 

reporting injury and illness statistics that 

exceed industry averages, or sites associated 

with particular hazards, such as amputations. 

Unprogrammed inspections occur for other

reasons, such as when OSHA receives a 

complaint or notification of serious hazards.

OSHA further categorizes its inspections as 

either safety or health inspections. Safety 

inspections focus on workplace issues, such 

as electrical safety, machine guarding, or 

proper confined space procedures, among 

others. Health inspections can focus on 

worker exposures to specific chemicals or 

proper protection from an infectious disease, 

among others.

If OSHA determines during an inspection 

that violations of its standards exist, OSHA 

may document those violations. There are 

different types of violations, depending on 

the severity of the hazard or the employer’s 

response to the condition.

The following provides a summary of the 

types of violations OSHA has established.

 Serious: The hazard could cause injury 

or illness that would most likely result 

in death or serious physical harm.

o Willful: The employer knew that a 

hazardous condition existed but 

made no reasonable effort to 

eliminate it.

o Repeat: The employer has been 

cited previously for a substantially 

similar condition.

 Other-Than-Serious: The hazard 

cannot reasonably be predicted to 

cause death or serious physical harm to 

exposed employees, but does have a 

direct and immediate relationship to 

their safety and health.

 De Minimis: Violations that have no 

direct or immediate relationship to 

safety or health and do not result in 

citations.

 Failure-to-Abate: The employer has 

not corrected a violation for which 

OSHA has issued a citation, and the 

abatement date has passed or is 

covered under a settlement agreement. 

A failure-to-abate also exists when the 

employer has not complied with 

interim measures involved in a longterm abatement within the given 

timeframe.

In the private sector, OSHA issues citations 

for violations, and the citations often include 

monetary penalties. However, for federal 
Page 39 

President’s Report

agencies, OSHA issues Notices, which carry 

no monetary penalties.

General Inspections

In FY 2011, OSHA initiated 675 inspections 

of federal worksites; of these, 28.8% of 

federal agencies were in compliance with 

OSHA standards. There was an average of 

3.6 violations cited per initial inspection, 

with 65.7% of total violations issued being

cited as Serious. 

Programmed/Targeted 

Inspections

In FY 2011, OSHA’s national office 

continued two programs that targeted 

specific types of federal worksites for 

inspection. The first program, the Federal 

Agency Targeting Inspection Program

(FEDTARG), uses the previous fiscal year’s 

OWCP data to identify federal 

establishments with the highest number of 

lost-time cases. During FY 2011, OSHA 

performed 126 inspections under 

FEDTARG, and discovered an average of 

5.1 violations per inspection, an increase

from FY 2010’s average of 4.6 violations 

per inspection. Overall, OSHA discovered 

648 violations that included 444 Serious, 41 

Repeat, 7 Failure-to-Abate, and 156 OtherThan-Serious violations.

The second program, the Federal Aviation 

Administration (FAA) Airport Traffic 

Control Tower Monitoring Program

(AIRTRAF), concluded in 2011. AIRTRAF

targeted federally-owned and federallyoperated FAA airport traffic control towers 

(ATCTs) to assess their compliance with the 

FAA’s alternate standard for egress and fire 

safety. After three years under this targeted 

inspection program, OSHA reported the 

inspection findings and recommendations to 

the FAA. Under AIRTRAF, OSHA 

inspected 75 towers, of which 69 were not in 

compliance with either the FAA Alternate 

Standard, or 29 CFR §1960 - Subpart E, and 

National Fire Protection Association-101. 

OSHA provided recommendations to the 

FAA for short-term, intermediate-term, and 

long-term actions to improve the egress and 

fire safety protections in its ATCTs.

In addition, federal agencies were inspected 

under a variety of national and local 

emphasis programs that targeted specific 

hazards, such as lead, falls, powered 

industrial vehicles, and electricity; specific 

injuries such as amputations; or industries, 

such as manufacturing or maritime. Local 

or regional programs can result in stronger 

relationships between OSHA and the federal 

agencies.

In addition, two of OSHA’s regions had 

their own targeted programs for federal 

agencies. Using workers’ compensation 

data for their regions, staff identified 

facilities with a high number of injuries and 

illnesses. While similar to the FEDTARG 

program, these programs allowed the 

regions to identify more establishments to 

inspect. 

Significant Cases 

OSHA defines significant cases as those 

inspections having penalties over $100,000, 

and by law OSHA cannot assess penalties 

against federal agencies; however, it can 

determine the significance of a federal 

agency inspection by comparing the 

violations to the penalties that would be 

assessed to a private sector employer. In FY 

2011, OSHA completed a total of nine

federal significant cases. These cases 

involved the Departments of the Army (two 

cases), Air Force (one case), Transportation 

(DOT) (two cases), Health and Human 

Services (one case), Interior (one case), and 

Veterans Administration (two cases). Table 

2 provides specific information on the 

agency inspected, the reason for the 
Page 40 

President’s Report

inspection (complaint, programmed, 

referral), the emphasis program (if 

applicable), and the number and severity of 

the violations.

Table 2. Summary of OSHA Significant Cases Involving Federal Agencies.

Agency Inspection Type Program Violations

Army Follow-up Not applicable Serious: 3

Failure-to-Abate: 2 

Repeat: 1

Other-Than-Serious: 1

Army Planned 

Programmed

FEDTARG Serious: 17

Repeat: 2

Other-Than-Serious: 18

USAF Referral and 

Planned 

Programmed

FEDTARG Serious: 32

Other-Than-Serious: 8

DOT - FAA Planned 

Programmed

AIRTRAF Serious: 1

Repeat: 6

DOT - FAA Planned 

Programmed

AIRTRAF Serious: 1

Repeat: 5

Other-Than-Serious: 7

DHHS Referral Not applicable Repeat: 1

Willful: 7

DOI - U.S. Park Service Complaint Not applicable Serious: 8

Willful: 1

Other-Than-Serious: 1

VA Planned 

Programmed

FEDTARG Serious: 11

Repeat: 7

VA Planned 

Programmed

FEDTARG Serious: 9

Repeat: 1

Other-Than-Serious: 5

As with all inspections, OSHA worked with 

these agencies to ensure that they abated the 

hazards and made the necessary 

improvements to their OSH programs.
Page 41 

President’s Report

Oversight 

POWER Initiative

The Protecting Our Workers and Ensuring 

Reemployment Initiative succeeded the sixyear Safety, Health, and Return-toEmployment (SHARE) Initiative which 

ended in FY 2009. POWER expanded on 

SHARE by revising SHARE’s four goals to 

set more challenging performance targets 

and to establish FY 2009 as the baseline for 

the Initiative’s goals. In addition, it 

introduced three new measures that focus on 

improving the analysis of lost-time injury 

and illness data, increasing the timely 

submission of wage-loss claims, and 

enhancing agencies’ efforts to return injured 

employees to work as soon as possible.

The President directed all Executive Branch 

departments and agencies (excluding the 

USPS) to participate in the POWER 

Initiative, and gave the Department of Labor

responsibility for tracking agencies’ 

progress in meeting the annual goals. 

Following President Obama’s introduction 

of the Initiative on July 19, 2010, Secretary 

of Labor Hilda Solis, who was designated to 

lead the Initiative, issued a memorandum to 

the heads of Executive Branch departments 

and agencies that provided further guidance 

on the POWER Initiative.

In her September 21, 2010 memo, Secretary 

Solis explained how each goal would be 

measured during the four-year period the 

Initiative covers (FYs 2011-2014). The 

Department set the following goals:

 Goal 1 - To reduce total injury and 

illness case rates (TCRs) by 4% per 

year below the FY 2009 baseline if an 

agency’s rate is at or above the 

national target, or by 1% per year if 

an agency’s rate is below the national 

target.

 Goal 2 - To reduce lost-time injury 

and illness case rates (LTCRs) by 4% 

per year below the FY 2009 baseline if 

an agency’s rate is at or above the 

national target, or by 1% per year if 

an agency’s rate is below the national 

target.

These two goals require agencies to 

continually reduce their total and lost-time 

case rates. Under SHARE, some agencies 

achieved their future performance targets 

early in the Initiative, but made no further 

improvements. Under POWER, an agency 

must reduce its rates at least 1% below its 

prior year’s actual rate in order to achieve its 

goal. One exception is if an agency has a 

TCR or LTCR of 1.0 or less per year. If an 

agency maintains a TCR or LTCR of 1.0 or 

less per year, no further reductions are 

required.

 Goal 3 - To analyze lost-time injury 

and illness data. While all agencies 

are encouraged to analyze their data, 

only those agencies with an LTCR 

above the Government’s rate must, as 

part of the annual report to OSHA, 

submit a summary of the measures 

taken to address the most frequent and 

severe cases. The baseline LTCR for 

the Government as a whole (less 

USPS) was 1.48 and the target for FY 

2011 was 1.42. Please refer to Table 

1, found on page 16 of this Report, for 

those agencies that were above the

Government LTCR.

 Goal 4 - To increase the timely filing 

of workers’ compensation notices of 

injury or illness forms (forms CA-1 
Page 42 

President’s Report

and 2) by 3% per year above the FY 

2009 baseline, or meet the minimum 

filing percentage for the year, 

whichever is greater. Minimum 

performance thresholds start at 65% 

for FY 2011 and rise by 5% per year. 

However, no agency’s annual goal will 

need to exceed 95%.

 Goal 5 - To increase the timely filing 

of wage-loss claims (form CA-7) to 

meet or exceed minimum annual 

thresholds. In FY 2011, all agencies 

must achieve at least a 60% timely 

filing rate; in FY 2012, FY 2013, and 

FY 2014, the minimum thresholds will 

rise to 64%, 68%, and 70%, 

respectively.

 Goal 6 - To reduce lost production day 

rates [LPDRs; days lost due to 

workplace injury or illness per 100 full 

time equivalent (FTE)] by 1% per year 

below the FY 2009 baseline, or 

maintain a rate of 15 days or less.

 Goal 7 - To increase return-to-work 

(RTW) outcomes for those federal 

employees who sustain serious 

workplace injuries or illnesses. While 

all federal agencies are encouraged to 

improve their RTW percentages under 

the Initiative, 14 agencies with the 

largest, statistically significant, case 

volumes (an annual average of 50 or 

more new serious injury cases 

measured for the FY 2009 baseline) 

are expected to improve their RTW

outcomes within a two-year period by 

1% in FY 2011 and by an additional 

2% in each of the following three years 

over the FY 2009 baseline. This new 

goal supports EO 13548, Increasing 

Federal Employment of Individuals 

with Disabilities (signed July 26, 

2010) requiring agencies to increase 

their employment of persons with 

disabilities, particularly the 

reemployment of federal employees 

injured on the job whenever possible. 

Federal Advisory Council on 

Occupational Safety and 

Health 

The Federal Agency Council on 

Occupational Safety and Health is a council 

that advises the Secretary on OSH matters 

related to federal agencies. The Assistant 

Secretary of Labor for Occupational Safety 

and Health chairs FACOSH, which consists 

of sixteen members: eight representing 

federal agency management and eight from 

labor organizations representing federal 

employees.

FACOSH met twice during FY 2011.

During its October 2010 meeting, FACOSH

asked its two standing subcommittees to 

address specific issues:

 The Emerging Issues Subcommittee

was tasked with evaluating the current 

PELs and the PELs’ ability to 

effectively protect federal workers. 

The Subcommittee’s goal was to 

determine the means necessary to 

assure the Government’s leadership in 

using the most protective measures to 

protect its employees from health 

hazards.

 The Training Subcommittee was 

tasked with evaluating the 

effectiveness of the Industrial Hygiene 

Series 0690, and the Safety and 

Occupational Management Series, 

0018, in meeting the needs of federal 

agency OSH programs, as well as 

assessing the OSH training needs for 

federal workers at all levels. The 

Subcommittee’s first goal was to 
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President’s Report

provide FACOSH with 

recommendations for altering core 

qualifications requirements for those 

job series and to provide justification 

for changing OPM’s current 

qualification standards. In addition, 

the Subcommittee planned to assess 

the training needs of federal 

employees, possibly dividing those 

requirements into different categories, 

such as managers, collateral duty 

personnel, and professional OSH 

personnel.

During its June 2011 meeting, FACOSH 

approved the Training Subcommittee’s 

Report and seven recommendations. These 

recommendations were forwarded to the 

Secretary who approved them.

Evaluations

EO 12196 Section 1-401(h) requires the 

Secretary to “evaluate the occupational 

safety and health programs of agencies and 

promptly submit reports to the agency 

heads.” OSHA is developing new 

evaluation protocols to better review the 

status of agencies’ programs. This new 

evaluation process will take a two-step 

approach, first assessing the agency’s 

national OSH program, and then evaluating 

individual agency worksites to assess the 

implementation of these programs. Through 

evaluations, OSHA plans to help agencies 

develop more efficient and comprehensive 

approaches to their OSH programs. OSHA 

also foresees providing an evaluation tool to 

agencies for their self-evaluations.

Recordkeeping

Beginning January 1, 2005, federal agencies 

were required to maintain their injury and 

illness records in essentially the same format 

as the private sector, as is set forth in 29 

CFR §1904. However, due to other 

regulatory requirements, OSHA could not 

obtain this data from the agencies. OSHA is 

finalizing a draft rule change that will allow 

it to annually collect the statutorily required 

injury and illness records from all Executive 

Branch agencies. In addition, the rule will 

clarify and update some existing provisions 

of 29 CFR §1960. Collecting these records 

will allow OSHA to better target needed 

training for federal agencies, as well as 

identify those worksites that have the 

highest injury and illness rates.

OSHA is working with the Bureau of Labor 

Statistics (BLS) to adapt its private sector 

survey to the federal sector for universal 

data collection. In order to ensure the best 

response rate from federal agencies, OSHA 

is planning to provide guidance about the 

data collection process, and advance 

information about the data to be collected so 

agencies are familiar with data collection 

requirements prior to the BLS system 

becoming active. In addition, OSHA is 

proposing to conduct training regarding the 

changes to 29 CFR §1960, and the data 

collection process and procedures.
Page 44 

President’s Report

Compliance Assistance 

Agency Technical 

Assistance Requests

An agency technical assistance request

(ATAR) is a consultative service available 

only to federal agencies. It is analogous to 

OSHA’s Consultation Program for private 

sector employers. Federal agencies may 

contact an OSHA area office and request an 

ATAR, which may include hazard 

abatement advice, training, a partial or 

comprehensive inspection, and program 

assistance. While the ATAR is generally 

considered to be totally consultative, an 

agency’s failure or refusal to abate serious 

hazards can result in an inspection referral. 

In FY 2011, OSHA conducted four ATARs: 

two for DoD, one for USDA’s U.S. Forest 

Service (USFS), and one for DOC’s

National Oceanic and Atmospheric 

Administration (NOAA).

Alternate and 

Supplementary Standards

Under 29 CFR §1960.17, if agencies cannot 

comply with an applicable OSHA standard, 

they may submit a request for an alternate 

standard.

7

 Currently, there are five OSHAapproved alternate standards; a sixth8

is 

pending.

 FAA - Alternate Standard for Fire 

Safety in Air Traffic Control Towers.

 GSA - Standard on Special-Purpose 

Ladders.

 NASA - Standard for Lifting Devices 

and Equipment.

 U.S. Navy, Naval Facilities 

Engineering Command - Management 

of Weight-Handling Equipment.

 U.S. Navy - Gas Free Engineering 

Manual.

Under 29 CFR §1960.18, if no OSHA 

standard exists that is appropriate for 

application to working conditions of federal 

agency employees, an agency may submit a 

request for a supplementary standard. 

Currently, there is one OSHA-approved 

supplementary standard: NASA – Safety

Standard for Explosives, Propellants, Pyrotechnics.

During FY 2011, the USFS requested that 

OSHA consider its supplementary standard, 

Forest Service Supplementary Standard for 

Containers and Portable Tanks Transport. 

(On March 29, 2012, OSHA informed the 

USFS that it had no objections to the Forest 

Service Supplementary Standard for 

Containers and Portable Tanks Transport.)

Field Federal Safety and 

Health Councils

Field federal safety and health councils are 

federal interagency groups, chartered by the 

Secretary, that bring together local OSH 

professionals for education, problem 

solving, and cooperation in the safety and 

health field. Located throughout the nation, 

these councils work to reduce the incidence, 

severity, and cost of accidents, injuries, and 

illnesses within their designated geographic 

areas. In FY 2011, 42 FFSHCs actively 

7 An alternate standard is the federal agency equivalent of a private sector variance. Any alternate standard must 

provide equal or greater protection than the applicable OSHA standard for the affected employees.

8 During FY 2011, OSHA assisted NOAA with developing an alternate standard on diving. OSHA anticipates

completion of the review process during FY 2012.
Page 45 

President’s Report

carried out efforts to improve the 

effectiveness of OSH functions within the 

Government.

Each active council must submit an Annual 

Report to the Secretary describing its 

activities and programs for the previous 

calendar year (CY) and its plans, objectives, 

and goals for the current year. The report is 

used to assess the FFSHC’s program plans 

and to determine the success of its goals and 

objectives. The councils that best exemplify 

the intent and purpose of the FFSHC 

program receive an achievement award from 

the Secretary.

In determining award recipients, councils 

are separated into three categories based on 

the size of the federal population they serve,

which allows them to compete with other 

councils that possess approximately the 

same resources and serve similar 

populations. Each council’s Annual Report 

to the Secretary is evaluated and receives a 

score that is ranked with other FFSHCs in its 

category. The top three scorers in each 

category receive awards for Superior 

Performance, Meritorious Achievement, and 

Notable Recognition, respectively. OSHA 

has not yet determined the award winners 

for CY 2011.

OSHA Training

Annually, OSHA provides a week of 

training, known as FEDWEEK, specifically 

for federal agency OSH personnel, at the 

OSHA Training Institute in Arlington 

Heights, Illinois. In FY 2011, OSHA 

provided eight half-day seminars offered 

twice during the week on topics chosen after 

surveying federal OSH personnel. The 116

federal OSH employee participants, 

representing 35 federal agencies, had the 

opportunity to attend up to six different 

sessions on various topics, including Office 

Ergonomics, Electrical Safety, 

Recordkeeping, Pandemic Influenza 

Planning, Office Environment Safety and 

Health, Safety and Health Management 

Systems, Distracted Driving, and Fire 

Protection. 
Page 46 

President’s Report
Page 47 

President’s Report

Certified Safety and Health Committees 

A certified safety and health committee is an 

OSH committee that the head of the 

sponsoring agency has certified to the 

Secretary as meeting the requirements of 29 

CFR §1960, Subpart F. The purposes of a 

CSHC are to monitor and assist with an 

agency’s OSH program; maintain an open 

channel of communication between 

employees and management; and facilitate 

employee input to improve OSH-related 

policies, conditions, and practices. In 

addition to an improved OSH program and a 

safe and healthful workplace, agencies with 

a CSHC are statutorily exempt from 

unannounced OSHA inspections.

Both the EO 12196 and 29 CFR §1960,

Subpart F discuss the formation, 

composition, and duties of CSHCs. In brief, 

an agency that wants to establish a CSHC 

must establish OSH committees at both the 

national and – if the agency has 

subcomponents located outside its national 

office or headquarters – other appropriate 

levels within the organization. Committee 

membership must include equal numbers of 

management and non-management

representatives. In addition, the committee

must have access to OSH-related 

information, monitor the agency’s OSH 

program, and consult and advise on OSH 

program operations.

When an agency decides to form a CSHC, it 

must report this intent to the Secretary and 

include:

 The existence of the committee;

 The location of the committee;

 The coverage (establishments and 

populations) area of the committee; 

and

 The names and phone numbers of each 

committee chair (national and local).

In addition, the agency must certify to the 

Department of Labor that the committee 

meets all the requirements of 29 CFR §1960, 

Subpart F. The agency must also provide an 

annual update on its CSHC as part of its 

required Annual Report to the Secretary of 

Labor on the Agency’s Occupational Safety

and Health Program.

In an effort to support agency formation of 

CSHCs, OSHA may not conduct 

unannounced inspections at federal agencies 

with CSHCs unless the CSHC has requested 

an inspection. While any agency may form 

a CSHC, only five such committees 

currently exist. The Secretary recognizes 

the following departments or independent 

agencies as having CSHCs:

 Central Intelligence Agency,

 Department of Labor,

 General Services Administration,

 Tennessee Valley Authority, and

 U.S. International Trade Commission.

Status of Agency CSHCs

As mentioned, the aforementioned agencies 

must provide the Secretary with an annual 

status report on their respective CSHCs. A 

summary of the provided reports include:
Page 48 

President’s Report

 The Department of Labor described 

having CSHCs at three levels: 

Department of Labor Safety & Health 

Committee (Departmental Level), 

National Office Safety & Health 

Committee (Establishment Level), and 

Field Safety & Health Committee

(Regional Level). According to 

DOL’s annual report, its National 

Office Safety & Health Committee

typically meets quarterly. However, 

due to scheduling challenges, the 

Committee only met once during FY 

2011 (on February 4, 2011). It further 

indicated that approved committee 

minutes are posted on LaborNet. 

According to DOL, the remaining 

committees met regularly during the 

fiscal year and discussed numerous 

OSH-related topics, such as training, 

OSH awareness, and ergonomics.

 Although TVA did not provide

specific minutes, it noted that its 

CSHC met quarterly during FY 2011. 

It noted that the Committee has routine 

discussions regarding OSH activities; 

and that Committee members are 

consistently briefed on various 

initiatives during the quarterly 

meetings, and each member is given an 

opportunity to bring up any issue.

The Central Intelligence Agency (CIA), 

GSA, the U.S. International Trade 

Commission (USITC) did not provide an 

annual report for FY 2011. The CIA cited 

security issues as the reason for its failure to 

report. While both GSA and USITC cited 

recent changes in personnel and program 

oversight as the reasons for their failures to 

report, the agencies indicated that they will 

initiate revitalization efforts in FY 2012.

 GSA indicated that it is in the process 

of including national and regional 

committee requirements into their 

National Federation of Federal 

Employees labor-management 

agreement to help ensure meetings are 

conducted as required.

 USITC reported that it has already 

scheduled a program self-evaluation 

for FY 2012.

OSHA will work with these three agencies 

to remedy identified deficiencies.

Other OSH Committees 

Many departments and agencies reported on 

a variety of non-certified OSH-related 

committees that function at the 

departmental, agency, and field operation 

levels. Committee membership varied from 

agency to agency, with some comprised of 

various levels of managers, others focused 

on expertise in a specific area, and still 

others having members with only OSHrelated duties and responsibilities. 

According to the various reports, most of the 

non-certified OSH committees were 

considered vital components of the 

respective department or agency’s OSH 

program. Given the reported levels of 

participation of several of the OSH 

committees, some of the departments and 

agencies may want to pursue certifying their 

committees and achieving the recognition 

and OSH benefits such certification would 

provide.

Several agencies included reports of 

committee activities. Among the reports:

 The AFRH indicated that employees 

attend field federal safety and health 

council activities for OSH training and 
Page 49 

President’s Report

networking, and that the Home also 

had attendance at outside social 

networking programs to promote a 

higher standard for its workplace.

 According to the Army, its Safety 

Coordinating Panel facilitates 

coordination and communication 

between Army staff and commands 

regarding OSH and risk management 

integration, and oversees Army OSH 

and risk management initiatives and 

performance.

 Commerce reported that it actively 

encourages participation in FFSHCs; 

that some bureau field offices attend 

local meetings; and that the National 

Institute of Standards and Technology

(NIST), NOAA, and other bureau 

representatives periodically attend and 

participate in FFSHCs.

 The Navy reported that nearly half of 

Navy and Marine Corps major 

command OSH personnel are 

represented or participate in FFSHCs.

 NASA reported that several of its 

offices are active participants in the 

FACOSH subcommittees, inter-agency 

safety and health programs 

contributing to the development of 

Agency safety and health policies, and 

in supporting the OSHA Office of 

Federal Agency Programs, and that 

several of its Centers conduct 

bimonthly scheduled meetings and 

activities.

 The NLRB indicated that its safety 

liaison attends periodic FACOSH 

meetings, and that designated field 

office safety representatives participate 

in local safety councils.

 The PBGC reported that its OSH 

officials attend FFSHC monthly 

meetings when the subject matter is 

applicable.

 The VA reported that its Assistant 

Secretary for Human Resources and 

Administration is the Department’s 

DASHO, serves as representative of 

federal agency management to 

FACOSH, and participates in the 

Council’s meetings and activities. It 

also indicated that VHA safety and 

health professionals currently chair 

three active FFSHCs.

 The IBWC reported that its employees 

participated in two quarterly FFSHC 

meetings.
Page 50 

President’s Report

This year OSHA again asked agencies how 

they determined any OSH-related trends, 

such as specific causes or types of injuries, 

or hazardous jobs or tasks. Agencies 

responded by describing a range of analysis 

methods, from manual cataloging of 

incidents to real-time computer monitoring 

of OSH-related data as entered into an 

information system. In general, agencies 

with a greater number of employees, or 

higher incidence rates, tended to incorporate 

information systems and more frequent 

monitoring of entered data.

Most departments and agencies reported 

performing some type of data analysis to 

determine the prevalence of injury type, the 

most common causes of injuries, and the 

jobs or tasks that resulted in injuries. 

Agencies also reported tracking and 

analyzing “near-misses” (incidents that 

could have resulted in an accident or injury 

but did not). Other strategies for reducing 

workplace injuries and illnesses included

integrating safety considerations into 

building design and/or job duties and 

procedures, encouraging employees to 

report potential hazards as they are 

discovered, and focusing on specific 

problems, such as frequent types of injuries, 

or specific hazards.

The departments and larger independent 

agencies reported several methods of data 

analysis and injury and illness reduction 

strategies, among them:

 Agriculture reported using tracking 

systems to report and record employee 

illnesses and injuries, near-misses, 

motor vehicle accidents, and aviation 

mishaps; in many cases logs are kept 

manually and maintained at work 

locations.

 DOE reported that it uses a 

Department-wide Computerized 

Accident/Incident Reporting System

that can produce reports on trends.

 DHS reported that injury and illness 

tracking is done at the componentlevel, using multiple tracking systems, 

including standard computer-based 

software as well as other federalagency-developed tracking systems.

 State reported that all workplace 

injuries and illnesses are reported via a 

common form. It indicated that 

domestic injuries/illnesses are reported 

through its Domestic Environmental 

and Safety Division (DESD), and 

overseas injuries/illnesses are reported 

through its Safety, Health, and 

Environmental Management office. 

Each of the two offices maintains its 

own logs and databases, and at yearend, all logs are reconciled and 

distributed to the senior manager at 

each facility for signature and posting.

 The Army reported that its U.S. Army 

Combat Readiness/Safety Center

(USACR/SC) analyzed Army civilian 

claims data from the Injury 

Compensation and Unemployment 

Division, Defense Civilian Personnel 

Advisory Service, and identified 

manual handling and equipment, 

slips/trips/falls, and transportation as 

the most predominant injury claims for 

FY 2011. The Army indicated that FY 

2011 is the second consecutive fiscal 

year decrease in chargeback costs
Page 51 

President’s Report

associated with civilian injuries and 

illnesses.

 DHHS indicated that due to the lack of 

a Department-wide, computer-based 

safety management system, it relies on 

data published on the DOL website, 

and cannot expect to affect safety 

trends using such lagging indicators. 

DHHS further indicated that although

a few of its larger operating divisions 

have independent accident tracking 

systems in place, those systems do not 

communicate with each other, DHHS 

headquarters, or DOL. DHHS stated 

that it has been working aggressively 

for the past six years to bring a 

Department-wide tracking system 

online, such as DOL’s Safety Health 

and Information Management System 

(SHIMS), to assist it with this data 

collection.

 HUD reported that it does not have a 

computerized system to track injuries 

and illnesses, but indicated that it plans 

to implement such a system in the 

future.

 DOI noted that the variety of working 

environments (urban offices to remote 

parks and wildlife refuges), and job

duties (law enforcement, wildland 

firefighting, office administration, and 

facilities maintenance) made 

identifying and controlling accident 

and incident trends a continuing effort. 

However, it reported examples of 

Department-wide control strategies to 

include: injury and illness data 

analysis, medical surveillance, OSH 

program evaluations, and revision of 

employee safety and health training 

courses.

 DOL indicated that it uses SHIMS to 

track injury and illness data. 

According to DOL, in FY 2011, 

OWCP introduced a new system, 

ECOMP, that will be available free-ofcharge to all federal agencies for filing 

workers’ compensation claims. The 

Department further indicated that in 

FY 2012, it is planning to test ECOMP 

for filing wage loss claims only. 

SHIMS will continue to be used for 

tracking injury and illness data.

 The Navy reported that it uses four 

information systems to populate, 

maintain, and analyze OSHA logs and 

other pertinent mishap information. It 

indicated that the end result is a more 

accurate depiction of the state of injury 

and illness across the DoD and 

individually for each of the services. It 

also indicated that it continues efforts 

to develop and deploy an overarching 

Risk Management Information System

for both the Navy and Marine Corps.

 The Treasury indicated that its safety 

and health information system is 

maintained by the Departmental 

Offices, Office of Environment, 

Health, and Safety, and is used 

Agency-wide for injury and illness 

reporting, tracking, and recording 

purposes. It reported that the system is 

more than 10 years old and does not 

offer many of the tracking, reporting, 

data analysis, and root cause analysis 

functions that are now available in the 

more current applications. It stated 

that it is in the process of procuring a 

new safety and health information 

management system.

 The VA indicated that it uses the 

Workers’ Compensation Occupational 

Safety and Health Management 

Information System, and that efforts 

are being made to convert the system 

to web-based for easier access and use. 

It stated that specific trends are 

identified and analyzed to measure 
Page 52 

President’s Report

improvements and opportunities for 

improvement.

 The EPA indicated that its individual 

locations maintain their own logs; that 

supervisors provide local Safety, 

Health, and Environmental 

Management Program (SHEMP) 

managers with detailed information 

about specific incidents and accidents; 

and that local SHEMP managers 

document employee injuries and 

illnesses. It further indicated that on a 

quarterly basis, it collects information 

from SHEMP managers about the 

injuries/illnesses and lost-time cases 

that occurred across the Agency. The 

data are compiled into quarterly 

summary reports and presented to the 

OSH manager. Also, the OSH 

manager receives an annual

comprehensive analysis that provides 

information on trends. The Agency 

indicated that it has started exploring 

options for improving its data 

collection system, and is examining 

whether commercially available 

software could be used to collect realtime injury and illness data online 

from SHEMP managers.

 GSA reported that each of its 11 

regional offices is responsible for 

implementing an OSH program, 

providing a safe and healthful working 

environment for employees, offering 

training to ensure that employees are 

fully aware of job-related safety and 

health hazards, addressing employees’ 

safety and health concerns, and 

correcting potentially hazardous 

situations before accidents occur. At 

the agency-wide level, GSA’s Public 

Buildings Service supports OSH 

initiatives through its Security and 

Safety Risk Management Division, 

which is responsible for developing 

OSH promotional programs and 

setting goals.

 NASA reported that it uses the 

Incident Reporting Information 

System, a web-based system used to 

maintain all mishap investigation 

reports and follow-up.

 The NRC reported that it currently 

uses a manual injury and illness 

reporting system for collecting and 

recording injury and illness data along 

with DOL’s OWCP information. It 

indicated that the majority of injuries 

result from falls.

 OPM reported that it uses two systems 

to maintain and track injury data: the 

WEB Opus and an internally developed 

Excel spreadsheet. It indicated that the 

only noticeable trend was sprains and 

strains of all types related to slips and 

falls.

 TVA analyzed accident and injury 

rates to identify issues and trends. 

According to TVA, it developed 

program improvements and initiatives 

to address identified problem areas and 

tracked any necessary corrective 

actions to completion using an 

electronic work management system.

Most of the smaller independent agencies 

reported analyzing their OSH-related reports 

and data. The majority of these agencies 

had low case rates and tended to focus on 

specific types of incidents or injuries. For 

example:

 The Armed Forces Retirement Home 

reported that its Performance 

Improvement Committee is monitoring 

all injury and illness trends; and that its

Safety Committee continuously 

educates all employees about their 

safety responsibilities.
Page 53 

President’s Report

 The Equal Employment Opportunity 

Commission reported that its Office of 

Human Resources held quarterly 

meetings with its contractor to identify 

and control trends by developing and 

evaluating RTW strategies; explore 

ways to integrate the ergonomics and 

reasonable accommodation programs 

to assist injured workers with 

performing the essential functions of 

their positions; and improve OSH 

training for employees as a means of 

increasing employees’ awareness and 

reducing injury rates.

 According to NARA, it currently 

tracks injuries and illnesses manually. 

It indicated that it was planning to 

refine or modify existing forms such 

that all needed data fields (including 

near misses and corrective actions) 

could be added to a single form for 

future computerization and data 

mining.

 The NEA reported that because it is a 

small agency with a limited number of 

cases, it does not have a tracking 

system other than maintaining the 

OSHA forms. It indicated that it also 

maintains OWCP case files on each 

case.

 The National Credit Union 

Administration (NCUA) indicated that 

it uses an Excel spreadsheet to 

maintain OSHA logs, and that it is in 

the process of signing a memorandum 

of understanding with DOL to convert 

the workers’ compensation claims 

processing and tracking to an 

electronic system. It noted that slips 

on uneven or slippery surfaces were 

the primary cause of injuries to 

employees and that it continually 

inspected all walking surfaces.

 The National Gallery of Art reported 

that it uses an incident reporting 

system to document the initial 

occurrence of injuries and illnesses. It 

also reported that it uses an 

independent workers’ compensation 

claim management firm to manage its 

workers’ compensation claims.

 The NLRB reported that its safety 

liaison and the designated safety 

representative from each field office 

maintain records of any suspected 

work-related injury or illness. It 

further reported minor trips and falls 

were the most significant category in 

its lost-time and illness data.

 The National Transportation Safety 

Board (NTSB) indicated that its OSH 

staff investigated each occupational

injury and illness to determine how to 

prevent recurrence.

 The U.S. Office of Government Ethics 

reported that, because of its size, the 

nature of its work, and the close-tonon-existent number of cases each 

year, it does not perform a formal selfevaluation, indicating its awareness of 

each incident and ability to thoroughly 

evaluate each case at the time it 

occurs.

 The Office of Navajo and Hopi Indian 

Relocation (ONHIR) reported that it 

experienced two employee injuries; 

one the result of a slip and fall on ice, 

and the other an ergonomic injury as a 

result of repetitive lifting. It reported 

that it has an aggressive snow and ice 

removal program and continues to 

evaluate areas that present potential 

injuries to employees and make 

improvements wherever possible.

 The PBGC indicated that it has very 

few accidents or incidents. It reported 

that it regularly conducts safety 

inspections to resolve any safety issues 

before becoming problematic; and that 

its robust safety and security 
Page 54 

President’s Report

communication campaign includes 

safety tips and reinforces requirements 

on a quarterly basis.

 The RRB continued to control trends 

and lost-time accidents by reviewing 

all reported accidents quarterly 

through its safety and health 

committee. It indicated that no 

particular areas with high case rates 

were identified this fiscal year.

 The Smithsonian Institution (SI) 

indicated that it uses the Medgate 

database system, and the Automated 

Incident Reporting System to track and 

trend OSH illnesses and injuries, and 

continues to improve its injury data 

collection, processing, and analysis 

functions. It explained that, given the 

low numbers of injuries, determining 

the statistical significance of any 

supposed trends was problematic.

Overall, federal departments and agencies 

with higher rates of injuries and illnesses 

reported greater emphasis on data analysis, 

integrating OSH-related considerations into 

all aspects of agency operations, and 

tracking near misses. Yet even agencies that 

reported few or no work-related injuries and 

illnesses tracked OSH-related reports and 

information to help ensure safer and more 

healthful workplaces.
Page 55 

President’s Report

This year, OSHA asked agencies to provide 

information on how they integrate OSH 

considerations into their plans for coping 

with emergencies or disasters. Various 

Executive Orders and legislative acts require 

Executive Branch agencies to develop and 

implement plans for responding to such 

events or maintaining agency operations 

during emergencies or disasters. Depending 

on the specific event, some agencies may 

respond to the site of an event, and must 

account for the health and safety of their 

federal employees during such a response. 

Other agencies, with no duty to respond, 

must still plan for continuing their 

operations should an event affect their 

business sites. Nearly every department and 

agency in the Government reported that it

had a plan for dealing with emergency 

response and continuity of operations. Most 

agencies also reported that these plans either 

contained provisions for ensuring the safety 

and health of their federal employees, or 

were developed with the input of OSH 

personnel.

Among the agencies that provided 

information related to integrating OSH 

considerations into emergency response 

planning:

 DOE reported that its COOP plan 

addresses mission-critical functions by 

incorporating procedures to secure 

sensitive DOE material movements 

involving transportation of nuclear 

materials, upgrading the security of all 

facilities to the extent required in a 

given emergency, and ensuring the 

safety and health of employees during 

a COOP event. Its COOP plan 

includes procedures for tracking 

employees’ locations and welfare, and 

provides for minimum staffing to 

support essential functions. DOE 

incorporates training, drills, and 

exercises to ensure employees respond 

appropriately to possible emergency 

situations.

 State indicated that its Office of 

Emergency Management and DESD

collaborate on its domestic emergency 

preparedness program. It indicated 

that its primary focus overseas is to 

assist posts in returning to a functional 

and productive status as soon as 

possible after events. In addition, the 

COOP plan seeks to assure that the 

Bureau of Overseas Buildings 

Operations (OBO) can remain 

functional so that critical support to 

posts is not interrupted. The OBO 

plan is linked to the Domestic 

Emergency Action Plan. State 

indicated that its Office of Safety, 

Health, and Environmental 

Management – the overseas OSH 

office – is also a key member of 

several ongoing planning efforts to 

ensure the Department maintains a 

current, viable procedure for dealing 

with possible future emergency events.

 The Overseas Private Investment 

Corporation (OPIC) reported that its 

COOP and OEP plans include annexes 

on pandemic influenza planning, 

training, safety and security, and 

family disaster planning.

 The Commodity Futures Trading 

Commission reported that its Human 

Capital Planning for Pandemic 

Influenza outlines flexibilities that 
Page 56 

President’s Report

would maximize social distancing and 

minimize the transmission of influenza 

in the work environment.

 The NEA reported that employee 

health and safety are integral facets of 

its emergency and disaster response 

plans, and that the initial focus of all 

emergency/disaster response efforts is 

to ensure employee safety.

 According to the Peace Corps, it 

integrated employee safety and health 

into a variety of emergency response 

plans.

 According to the USDA, all of its 

locations have directives, available 

electronically, that provide guidance 

for employees, including OEPs, 

business continuity, and COOP plans. 

USDA stated that OEPs contain 

provisions for building evacuation or 

SIP during emergencies, and are being 

updated to reflect the latest FEMA 

requirement
Page 57 

President’s Report

Note: OSHA/OFAP developed the abstracts for the major departments and 

independent agencies based on information provided in their annual reports.
Page 58 

President’s Report

Statistics 

The Department of Agriculture’s

employment rolls decreased by 16,494 

(14.7%) to 95,493 employees in FY 2011. 

Its total injury and illness cases decreased

by 8.5% to 4,509; and its TCR increased

from 4.40 to 4.72 (7.3%). The USDA’s losttime cases decreased by 0.4% to 1,577; and 

its LTCR increased from 1.41 to 1.65

(17%). According to USDA, there were

three civilian fatalities during FY 2011.

USDA’s workers’ compensation costs 

decreased by 0.3% to $72,620,591 during 

the CBY.

Overseas Employees

According to USDA, the number of its

employees working outside of the 

continental United States (OCONUS) varies 

widely as the usual circumstances requiring 

overseas posting are generally associated 

with responses to such events as natural 

disasters or disease outbreaks. It reported 

that, during FY 2011, 334 employees were 

on assignment overseas and were often colocated with employees from other federal 

agencies. Agriculture noted that most of its 

overseas employees were covered by 

Department of State OSH programs, adding 

that employees are routinely provided with 

health assessments and exams prior to 

deployment. In addition, the Department 

reported that employees have access to 

Internet-based safety training through the 

USDA AgLearn system and agency 

websites.

OSH Initiatives 

Motor Vehicle

According to USDA, its federal employees 

were involved in 172 motor vehicle 

incidents that resulted in personal injury. 

This is a decrease from 183 motor vehicles 

incidents reported in FY 2010.

It reported that its regulation on Text 

Messaging While Driving implemented the 

requirements of EO 13513, which bans the 

the use of texting devices while driving. It 

reported seatbelt use within USDA has been 

a long-standing requirement for employees 

on government business. It added that the 

driver of the vehicle has the primary 

responsibility to ensure all vehicle occupants 

wear seatbelts, but all employees share this 

requirement as a personal responsibility. 

According to USDA, defensive driving 

courses are required throughout USDA, and 

are available online through the USDA 

AgLearn system.

Integrating OSH & 

Emergency Response

According to the Department, all USDA

locations have directives, available 

electronically, which provide guidance for 

employees, including OEPs, business 

continuity, and COOP plans. USDA stated 

that OEPs contain provisions for building 

evacuation or SIP during emergencies, and 

are being updated to reflect the latest FEMA 

requirements.
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President’s Report

Agency Specific OSH 

Resources 

According to USDA, changes in resources 

dedicated to OSH activities have varied 

widely throughout its agencies. USDA 

indicated that, at the Department-level, 

funding is being sought for various OSHrelated activities, from the implementation 

of a USDA-wide data management system, 

to the replacement of personnel lost through 

attrition.

Employee Support 

USDA reported that safety and health 

training is a continuous and ongoing 

activity, elaborating that new-employee 

orientation routinely includes safety and 

health information, especially for those 

employees who will be working in 

hazardous work environments. It reported 

that employees have access to OSH training 

through the USDA AgLearn system, adding 

that customized training is available at each 

individual subagency’s Internet site; JHAs

are used widely within the Department; and 

field crews routinely hold tailgate safety 

sessions to discuss site-specific hazards 

before beginning work. According to 

USDA, it encourages its safety professionals 

to attend professional conferences and 

pursue professional certification. USDA 

also reported that it includes standard 

clauses in its contracts requiring appropriate 

contractor training for the tasks to be 

performed.

Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

The Department reported that personnel at 

all levels regularly participate in the 

MWFSHC. It added that OSH professionals

are encouraged to participate in local 

FFSHCs throughout the country; 

recommended activities include holding

office and hosting meetings. USDA 

reported that, rather than using Facebook or 

Twitter for OSH promotion, it uses USDA 

Connect, a relatively new Departmental 

networking tool, to announce activities, post 

contact information, and set-up OSH 

communities.

Ergonomic Safety Program

In addition to providing for the reasonable 

accommodation program, the Department 

reported that USDA TARGET Center

provides support to all employees in the 

maintenance of workstation safety and 

comfort; all consultations, educational and 

product-related services are free to 

employees. It indicated that the Center also 

provides training and ergonomic program 

support to other federal agencies. It added 

that an agency-certified ergonomist conducts 

webinars on technical ergonomic issues

specific to laboratory, industrial/process, and 

field environments.

Psychosocial Risk Factors

The Department indicated that it seeks to 

reduce stress and psychosocial risk factors

through many programs, including the 

Employee Assistance Program, Conflict 

Prevention, Alternate Dispute Resolution, 

Workplace Violence Prevention, Wellness, 

and Civil Rights programs. It added that 

program personnel consider psychosocial 

factors when evaluating possible human 

factor issues during incident reviews and 

investigations.

Telework

USDA indicated that it has a telework

program, and that several subagencies have 
Page 60 

President’s Report

supplemented Departmental policy with 

agency-specific guidance.

Occupational Exposure 

Limits

Agriculture reported that it uses a variety of 

standards when evaluating exposure limits: 

OSHA PELs, NIOSH RELs, and ACGIH 

TLVs. It reported that it encourages the use 

of the lowest OEL that is technically and 

economically feasible, and that, when OELs 

have not been established, it recommends 

following an ALARA approach based on 

technical and economic feasibility.

Accomplishments 

USDA reported that during FY 2011, it 

exceeded POWER Goal 1, reducing total 

illness and injury case rates by 32%; and 

POWER Goal 2, reducing lost-time illness 

and injury rates by 29%.

In addition, USDA reported its other 

significant accomplishments as:

 Updating its safety and health policies 

and procedures.

 Gaining approval to fill vacant OSH 

positions.

 Assessing heat stress conditions in 

meat and poultry slaughter 

establishments.

 Accomplishing scheduled safety 

program evaluations.

 Partnering with NIOSH to assess 

hazardous atmospheres when 

inspecting processing equipment.

 Re-initiating its safety and health 

meetings.

Goals 

For FY 2012, in addition to continuing to 

meet POWER goals, USDA indicated that it 

will:

 Set up a USDA safety community 

through social marketing media.

 Obtain funding to implement a 

Department-wide Safety and Health 

Information Portal, and workers’ 

compensation data management 

system.

 Fill OSH position vacancies.

 Increase safety and industrial hygiene 

inspections at high priority 

establishments.

 Conduct scheduled safety and health 

evaluations.

 Increase OSH outreach.

 Evaluate dosimetry-based assessment 

of noise exposure in slaughter 

environments.

 Assess and develop methods for 

improving employee safety and health 

training.
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President’s Report

Statistics 

The Air Force’s employment rolls increased

by 5,658 (3.3%) to 176,192 employees in 

FY 2011. Its total injury and illness cases 

decreased by 4.8% to 4,011; and its TCR 

decreased from 2.47 to 2.28 (7.7%). The 

USAF’s lost-time cases decreased by 5.9%

to 2,303; and its LTCR decreased from 1.43

to 1.31 (8.4%). According to the USAF, 

there was one civilian fatality during FY 

2011.

The USAF’s workers’ compensation costs 

increased by 4.9 % to $135,595,977 during 

the CBY.

Overseas Employees

According to the Air Force, at the end of FY 

2011 it had 24,872 civilians assigned 

OCONUS, and 134 civilians deployed to 

overseas locations in a temporary duty 

status. The Department explained that its

civilian personnel databases do not 

separately track whether civilians reside on 

State posts, and that civilian employees are 

assigned to foreign agency locations, such as 

North Atlantic Treaty Organization or DoD

installations. According to the Department, 

each DoD installation typically has a Safety 

Office, an Occupational Health section 

within the Surgeon General’s Office, and a 

Civilian Personnel Office with an Employee 

Benefits and Compensation section. These 

offices are responsible for advising 

commanders on employee OSH issues.

OSH Initiatives 

Motor Vehicle

According to the Air Force, outside of 

mishap investigations, it does not 

specifically track seatbelt use. It reported 

that its civilian employees experienced 29 

four-wheel motor vehicle mishaps, which is 

a 32% increase from FY 2010, with 21 

resulting in reportable injury (75% increase

over FY 2010). It added that, in 24 of the 29 

instances, employees were wearing personal 

restraint devices.

The Air Force reported that it promotes 

compliance with EO 13043 through seasonal 

safety campaigns, periodic seatbelt checks,

public service announcements, messages on 

installation marquees, and signage at

installation gates; and that its policy, 

illustrated in Air Force Instruction (AFI) 91-

207, The US Air Force Traffic Safety 

Program, incorporates EO seatbelt

requirements.

Furthermore, it reported that it provides a 

variety of traffic safety training courses 

designed to establish and reinforce a positive 

driving attitude. It explained that the Air 

Force Supervisor Safety Training course has 

a traffic safety module designed to instruct 

first-time supervisors regarding their roles 

and responsibilities, along with means and 

methods to execute those responsibilities. 

The Air Force added that the course 

emphasizes individual responsibility and 

correct response to routine and emergency 

driving situations. 

The Air Force reported that employees who 

rode motorcycles on its installations receive 
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President’s Report

Motorcycle Safety Training as mandated by 

AFIs. It indicated that in FY 2012, only

USAF employees who ride motorcycles as 

part of their duties will be required to 

complete the training. It added that the 

training course, taught by Motorcycle Safety 

Foundation certified instructors, will still be 

available free to all Air Force employees on 

a space-available basis.

According to the Air Force, its Commands 

use electronic media to emphasize the 

dangers of text messaging and distracted 

driving.

Integrating OSH &

Emergency Response

The Air Force reported that it has

established a single, integrated program to 

mitigate the effects of major accidents; 

natural disasters; conventional attacks; and 

terrorist use of chemical, biological, 

radiological, and nuclear materials on its

personnel, resources, and operations. 

According to the Air Force, its program 

mandates that OSH personnel develop and 

implement measures to protect the safety 

and health of Air Force personnel and the 

general public, and includes them in 

installation’s Comprehensive Emergency 

Management Plan.

Agency Specific OSH 

Resources 

According to the Air Force, it did not 

experience any significant changes to OSH 

resources during FY 2011.

Employee Support 

The Air Force reported that it provides 

safety-related training for all levels of 

existing employees and for new hires when 

hired, then on an as needed basis. It added 

that the Department completes OSH 

performance evaluations for managers in 

accordance with DoD policy.

Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

It reported that USAF Headquarters remains 

engaged through representation by the 

Office of the Secretary of Defense on 

FFSHCs and that, at the field-level, 65 Air 

Force entities (53 installations, 12 tenant 

safety offices) participate in regional 

FFSHCs. According to its report, its Safety 

Center and various installations’ safety 

offices use social networking communities 

and relationships, such as Facebook and 

Twitter, in promoting, improving and 

building higher standards of workplace 

safety and health.

Ergonomic Safety Program

The Air Force reported that ergonomic

factors are addressed in the overall 

occupational and environmental health 

program through routine, comprehensive 

health risk assessments of its workplaces. It 

added that ergonomic investigations are 

conducted when MSDs are diagnosed and 

determined to be potentially work-related.

Psychosocial Risk Factors

Though not part of its OSH program, the Air 

Force reported that it provides assistance to 

employees through various readily 

accessible medical and personnel programs, 

indicating that all worksites have established 

procedures for dealing with stress, bullying, 

harassment, and workplace violence.

Telework

The USAF reported that it has implemented 

telework in accordance with DoD policy, 
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President’s Report

which requires teleworkers to receive OSH 

guidance, a risk assessment checklist for 

their work environment, and COOP training.

Occupational Exposure 

Limits 

The Air Force stipulated that 

Bioenvironmental Engineering Services

(BEE) determines the OEL using USAF

standards and other appropriate, recognized 

standards in concert with technical reports or 

guidance documents provided by the USAF 

School of Aerospace Medicine. It indicated 

that the determination of an unacceptable 

level of exposure to a potential occupational 

and environmental health threat and, 

subsequently, the need for controls requires 

local BEE staff to work with the affected 

supervisor and unit commander to analyze 

the risk, implement appropriate mitigation 

strategies, and monitor mitigation 

effectiveness.

Accomplishments 

According to the Air Force, it improved its 

RTW performance by 5.8%, greatly 

exceeding the 1% POWER goal. In 

addition, it reported that:

 The Air Force Safety Center

accomplished 3 major command and 

22 Direct Reporting Unit and Field 

Operating Agency program 

evaluations.

 The Air Force Safety Mishap 

Prevention Program has reduced

automobile mishap deaths by over 

75% in ten years from 52 in FY 2002 

to 15 deaths in FY 2011.

 It completed the development of the 

TSI Motorcycle Safety Program 

Coordinator course.

 The Ground Safety Program continues 

to lead the DoD with the lowest 

ground safety fatal mishap rate, which 

is also lower than that of private 

industry.

 All worksites have established 

procedures for dealing with stress, 

bullying, harassment, and workplace 

violence.

Goals 

The Department noted that during FY 2012 

it will:

 Reduce on-the-job fatalities to zero.

 Develop strategies for targeting 

prevention efforts though the 

implementation of an Environment, 

Safety, and Occupational Health 

Management System.

 Integrate reporting, investigation, and 

analysis of hazards, and their 

mitigation through improvements in IT

processes.

 Increase safety media outreach.
Page 64 

President’s Report

Statistics 

The Department of the Army’s employment 

rolls increased by 7,516 (2.6%) to 295,849

employees in FY 2011. Its total injury and 

illness cases decreased by 3.9% to 7,642;

and its TCR decreased from 2.76 to 2.58

(6.5%). The Army’s lost-time cases 

decreased by 4.6% to 3,966; and its LTCR 

decreased from 1.44 to 1.34 (6.9%). 

According to the Army, there were three

civilian fatalities during FY 2011.

The Army’s workers’ compensation costs 

decreased by 0.2 % to $176,941,036 during 

the CBY.

Overseas Employees

The Army reported that, during FY 2011, 

23,532 employees worked OCONUS. In 

addition, the Army reported that it employed 

27,633 local national (LN) employees. It 

explained that 441 of the deployed civilians 

were under the jurisdiction of the State

Department.

The Army reported that, in OCONUS

locations, U.S. civilian employees and LN 

employees are afforded the same OSH 

programs and protections as Army 

employees located within the continental

U.S. Additionally, it reported that Status of 

Forces Agreements require U.S. Armed 

Forces in workplaces overseas to comply 

with the safety standards of the host nation.

The Army stipulated that if U.S. standards 

conflict with those of the host nation, the 

stricter standards applied. It added that 

Army and OSHA requirements apply if the 

host nation law is less stringent or 

nonexistent. It further stipulated that the 

Army addresses the safety and health of 

employees through various command safety 

plans, site visits, and organizational 

inspections using checklists derived from 

OSHA, the Army, and other consensus 

standards.

OSH Initiatives 

Motor Vehicle

According to the Army, during FY 2011 

there were 21 accidents involving 22 civilian 

personnel, with three of these accidents 

resulting in injuries to three civilians. It

stated that all aspects of safe driving are 

addressed by commands, and supported by 

Army-level campaigns and media developed 

and marketed by the U.S. Army Combat 

Readiness/Safety Center.

The Army stated that, although it does not 

have a specific system in place to track 

seatbelt use, its policy addressing seatbelt 

use is contained in Army Regulation (AR)

385-10, The Army Safety Program, as 

follows:

 Occupant protective devices (OPDs)

will be worn by all persons in or on an 

Army-owned motor vehicle on or off 

the installation.

 All personnel, to include family 

members, guests, and visitors, will 

wear OPDs at any time on an Army 

installation.

 OPDs will be worn by all soldiers 

driving or riding in a privately owned 

vehicle, whether on or off the 

installation.

 Individuals will not ride in seats from 

which manufacturer-installed OPDs, 
Page 65 

President’s Report

including airbags, have been removed 

or rendered inoperative.

 Child safety-seats must be used on all 

Army installations. Installation traffic 

safety programs will be consistent with 

State or local child safety seat laws and 

with regulations. If there is no 

applicable local requirement, the 

installation traffic safety program must

specify age, weight, seating placement, 

or other criteria for child safety seat 

use.

 The vehicle operator is responsible for 

informing passengers of the OPD 

requirement and the senior occupant is 

responsible for ensuring enforcement. 

If the senior occupant cannot be

ascertained, the driver is responsible 

for ensuring enforcement.

Furthermore, the Army stated that media 

campaigns, at both the Departmental and 

organizational levels, address safe motor 

vehicle operations, including distracted 

driving. It reported that its policy contained 

in AR 190-5, Motor Vehicle Traffic 

Supervision, addresses distracted driving:

Vehicle operators on a DoD installation 

and operators of Government-owned 

vehicles will not use cell phones unless 

the vehicle is safely parked or unless they 

are using a hands–free device. The 

wearing of any other portable 

headphones, earphones, or other 

listening devices (except for hands–free 

cellular phones) while operating a motor 

vehicle is prohibited. Use of those 

devices impairs driving and masks or 

prevents recognition of emergency 

signals, alarms, announcements, the 

approach of vehicles, and human speech. 

The DoD component safety guidance 

should note the potential for driver 

distractions, such as eating and drinking, 

operating radios, CD players, global 

positioning equipment, and so on. 

Whenever possible, this should only be 

done when the vehicle is safely parked.

Integrating OSH & 

Emergency Response

According to the Army, its policy 

addressing emergency management and 

response is contained in AR 525-27, Army 

Emergency Management Program (EMP),

which addresses management and execution 

of the program at the garrison/installation 

levels, and is the Army’s comprehensive 

integrated EMP for the planning, execution, 

and management of response efforts. It 

reported that supplemental policy addressing 

emergency preparedness and response is 

contained in AR 385-10, The Army Safety 

Program, and the Army Pamphlet (DA 

PAM) 385-10, The Army Safety Program.

Agency Specific OSH 

Resources 

The Army reported that 44% of its 

commands experienced changes in OSH 

resources. The Army added that, of those, 

57% gained, while 43% lost resources. It 

reported that budgetary changes directly 

affected OSH staffing within the commands. 

In addition, it reported that its Headquarters 

received a $2-million increase, which 

enabled it to complete assessments of the 

quality of the work environment at 21 bases.

Employee Support 

The Army reported that its safety program 

policy specifies OSH training and education 

requirements. The Army reported that in FY 

2011, the USACR/SC provided training to 

828 armed services members through a 

variety of venues, using both in-person and 

electronic media formats.
Page 66 

President’s Report

The Army stated that it provided its OSH 

professionals training using a variety of 

training formats, and that contractors may 

receive the same or similar training provided 

for Army civilians as specified in their 

contracts.

Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

At Army Headquarters, the Army Safety 

Coordinating Panel facilitates coordination 

and communication between Army staff and 

commands regarding OSH and Composite 

Risk Management (CRM) integration, and 

oversees Army OSH and CRM initiatives 

and performance. The Army reported that at 

Headquarters, the USACR/SC participates 

in social networking, and has had accounts 

with Facebook and Twitter for three years. 

Its Facebook account is updated on a daily 

basis, and Twitter on an “as needed” basis. 

It reported electronic traffic accordingly: 

Facebook traffic: weekly - 1,100, monthly -

3,500, and yearly - 40,000; Twitter traffic: 

weekly - 1,000, monthly - 2,000, and yearly 

- 24,000.

Ergonomic Safety Program

The Army reported that its ergonomics

policy, The Army Safety Program,

establishes the requirement for 

implementing an ergonomics program. It 

added that its Public Health Command

provides additional guidance in DA PAM 

40-21, Ergonomics Program.

Psychosocial Risk Factors

The Army reported that most commands 

have specific policies and programs in place 

to address issues, such as suicide prevention, 

violence in the workplace, stress, substance 

abuse, conflicts, and other psychosocial risk 

factors, using a variety of methods, 

including training, and counseling services 

through the use of chaplains, medical 

authorities, social workers, and other 

support personnel.

Telework

According to the Army, its Memorandum 

690-8, Headquarters, Department of the 

Army Telework Program, establishes its

policy addressing employee participation in 

telework. The Army explained that this 

policy also establishes a process that 

increases options for COOP during 

emergency or pandemic situations, as well 

as enhancing the Army’s ability to employ 

and accommodate people with disabilities, 

including employees who have temporary or 

continuing health problems.

Occupational Exposure 

Limits

According to its Public Health Command, 

the Army uses the following OELs to 

analyze hazardous chemicals: OSHA PELs; 

1989 PELs (Rescinded); NIOSH RELs; 

ACGIH TLVs; workplace environmental 

exposure levels (WEELs) published by the 

American Industrial Hygiene Association; 

and manufacturer OELs where there is no 

PEL, TLV, REL, or WEEL. The Army 

reported that in-house OELs are developed 

for unique Army/DoD exposure situations, 

and when there is an absence of existing 

health criteria for the substance. It indicated 

that OELs are being developed by the Army 

Institute of Public Health for some 

components of Army explosives, where 

there is no TLV or PEL.

Accomplishments 

The Army reported that during FY 2011:
Page 67 

President’s Report

 The USACR/SC hosted two Army 

Senior Safety Professional 

Development Symposiums. Both

symposiums were centered on the 

theme America’s Army: The Strength 

of the Nation, Training and 

Developing Safety Leaders.

 Its Career Program-12, which consists 

of careerists in the fields of OSH, 

industrial hygiene, health physics, and 

safety engineering, expanded to 

integrate the 081 Fire Protection career 

field.

 It formally initiated the Civilian Injury 

Prevention Directorate, USACR/SC to 

conduct analyses of Army civilian 

accidental loss.

 Headquarters won the 2011 Federal 

Theodore Roosevelt Workers' 

Compensation Award for best 

workers’ compensation program in the 

federal sector. The Army explained 

that the “Teddy” Award is a 

prestigious national award given 

annually by Risk and Insurance

magazine in recognition of excellence 

in the administration of workers' 

compensation and disability 

management.

 It released Report-It to the field, 

explaining that Report-It is an online 

Turbo-Tax® style accident reporting 

system developed by USACR/SC, and 

field tested within various commands 

across the Army during FY 2011. It 

indicated that the system will be a 

critical component for collecting 

injury, illness, and loss reports to help 

the Army identify trends and propose 

courses of action to effect loss 

prevention, and effectively manage its 

OSH program.

Goals 

The Army reported its FY 2012 goals as 

consisting of the following:

 Conduct external and internal audits of 

command OSH programs.

 Identify inherent risks through JHA

and CRM.

 Use the Army Readiness Assessment 

Program, an online tool that gauges the 

safety climate and culture of an 

organization, to assess battalion-level 

(military) organizations, and 

garrisons/installations (civilian).

 Implement rapid revisions of OSH

policies and regulations to ensure 

currency and compliance.

 Provide OSH professionals quality

training and opportunities for career 

development.

In addition, the Army reported that, during 

FY 2012, it plans to:

 Include two new requirements in its 

Army Traffic Safety Training 

Program: progressive motorcycle

training, and motorcycle refresher 

training.

 Have its aviation leaders reduce 

accidents involving human error, 

which accounts for 80+ percent of all 

aircraft accidents.

 Reduce sports-related soldier personal 

injuries.

 Reinforce basic weapons safety 

principles on-duty to influence a 

transfer of positive habits to privately

owned weapons.

 Evaluate accident reporting procedures 

to ensure processes include crosschecks with other authoritative sources 

to capture and report recordable 

accidents, and complete and submit all 
Page 68 

President’s Report

outstanding reports for FYs 2009 and 

2010, thereby reducing the number of 

overdue reports from FY 2011 by 

75%.

 Conduct a Comprehensive Review of 

Organizational Civilian Accident 

History to Identify Trends and 

Associated Costs, using FECA

working groups to determine effective 

prevention and RTW strategies; and 

redouble efforts to improve case 

management in order to return injured 

workers to employment. In addition, it 

reported that Army programs will 

maximize the use of the DoD Pipeline 

and Voluntary Protection Programs.
Page 69 

President’s Report

Statistics 

The Department of Commerce’s

employment rolls decreased by 5,118 

(9.8%) to 46,945 employees in FY 2011. Its 

total injury and illness cases decreased by 

84.9% to 646; and its TCR decreased from 

8.19 to 1.38 (83.2%). DOC’s lost-time 

cases decreased by 82.6% to 296; and its 

LTCR decreased from 3.27 to 0.63 (80.7%). 

According to Commerce, there were no

civilian fatalities during FY 2011.

Commerce’s workers’ compensation costs 

increased by 35.7% to $26,839,040 during 

the CBY.

Overseas Employees

The Department reported that its 

International Trade Administration had

approximately 1,000 OCONUS employees 

located in embassies under State’s

jurisdiction; and NOAA had 18 OCONUS

employees, none of whom were located in 

embassies under similar jurisdiction.

OSH Initiatives 

Motor Vehicle

According to DOC, in FY 2011 it 

experienced 31 MVAs, adding that this was 

a dynamic decrease from the 1,154 MVAs 

that were reported in FY 2010, 1,056 of 

which were the result of 2010 Decennial 

Census activities. DOC reported that it does 

not have an electronic system to track 

MVAs and associated costs.

Integrating OSH &

Emergency Response

According to DOC, its Bureaus have OEPs

and hold evacuation, lockdown, and SIP 

drills. It reported that its Pandemic Plan is a

stand-alone document, while its COOP plan

was developed and implemented by the 

Office of Security. It further indicated that 

the Office of Occupational Safety and 

Health participates in the Office of the 

Secretary COOP planning.

Agency Specific OSH 

Resources 

The DOC reported that it hired one safety 

specialist during FY 2011.

Employee Support 

The DOC reported that it conducted safety 

and health training for Bureau of Industry 

and Security collateral duty safety and 

health coordinators on office ergonomics;

knowledge, skills, and abilities for collateral 

duty positions; OSHA recordkeeping 

requirements; and office inspections; 

indicating that its bureaus conduct training 

specific to their operational missions.

Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

It reported that it actively encourages 

participation in FFSHCs, indicating that 

some its bureau field offices attend local 

meetings. It added that NIST, NOAA, and 

other bureau representatives periodically 

attend FFSHC meetings and participate as 
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President’s Report

members. In addition, it reported that it 

encourages its safety staff to attend 

professional meetings with professional 

organizations, such as the ASSE, and the 

American Industrial Hygiene Association. 

Its bureaus participate in the semi-annual 

Department Occupational Safety and Health 

Council and the monthly Bureau Safety 

Managers’ Working Group meetings. The 

Department indicated that it is reassessing 

its internet website policies to determine

customer needs and the impact of 

restrictions on various web-related business 

functions.

Ergonomic Safety Program

DOC reported that ergonomics is a 

collaborative effort that includes its bureaus,

operating units, individual managers, 

supervisors, and employees. It indicated 

that most major bureaus have dedicated 

safety specialists who provide one-on-one 

ergonomic assessments for employees. It 

added that its bureau health unit staff

provide medical evaluation as needed, as 

well as ergonomic information and 

counseling. DOC also reported that it has 

Reasonable Accommodation Coordinators

who help to provide reasonable 

accommodations for employees, and that it 

has established an ergonomics webpage.

Psychosocial Risk Factors 

According to DOC, the Department and its 

bureaus have EAPs available to all 

employees and their families.

Telework

DOC reported that it updated its Telework 

Policy, and indicated each bureau has 

supplemented the policy with requirements 

specific to its mission and operations.

Occupational Exposure 

Limits

DOC stipulated that at this time it does not 

use any in-house-developed OELs. Rather, 

it has laboratory and industrial activities that 

use hazardous materials, and that NIST uses

OSHA PELs, and ACGIH TLVs to 

determine OELs for hazardous chemicals.

Accomplishments 

The DOC reported that it completed the 

revision of its Administrative Order 209-3, 

Injury, Illness, Accident, and Fatality 

Investigation and Reporting, and related 

forms. It also reported that it:

 Held a Council meeting, with excellent 

bureau attendance and participation, as 

part of its efforts to re-establish the 

Department’s Safety and Health 

Council.

 Revised its safety management 

evaluation program to include a risk 

assessment for its smaller bureaus.

Goals 

DOC reported that, during FY 2012, it plans 

to:

 Assist bureaus to reduce slip, trip, and

fall accidents.

 Request funding for an electronic 

injury reporting system.

 Research the use of social networks in 

promoting safety and health 

throughout DOC.
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President’s Report

Statistics 

The Department of Defense’s employment 

rolls increased by 25,812 (3.4%) to 780,775

in FY 2011. Its total injury and illness cases 

decreased by 2.1% to 19,055 and its TCR 

decreased from 2.58 to 2.44 (5.4%). The 

DoD’s lost-time cases decreased by 3% to 

10,352 and its LTCR decreased from 1.41 to

1.33 (5.7%). According to the DoD, there 

were seven civilian fatalities during FY 

2011.

DoD’s workers’ compensation costs 

increased by 2.8% to $65,330,536 during 

the CBY.

Overseas Employees

According to DoD, it employs more than

75,000 U.S. civilians overseas, the majority 

working on DoD installations and covered 

by the installations’ OSH programs. A 

small number of these employees are 

working on non-DoD installations and are 

covered by non-DoD OSH programs, such 

as the State Department’s. It stated that 

DoD’s policy is to provide overseas 

employees at least the same level of OSH 

support as that provided to U.S.-based 

employees, to include compliance with 

standards, protection from hazards, site 

visits, education, and training.

OSH Initiatives 

Motor Vehicle

DoD reported 740 MVAs involving civilian 

workers, a decrease of 4.6% from FY 2010, 

and a large decrease in the number of 

accident victims not wearing seatbelts. DoD

continued policy reviews, driver education, 

and enforcement efforts to fully comply with 

EO 13513, Federal Leadership on Reducing 

Text Messaging While Driving.

Integrating OSH &

Emergency Response

DoD reported that it effectively integrates 

the safety and health of employees into 

installation and regional emergency and 

disaster response plans and exercises, to 

include pandemic influenza planning.

OSH Resources 

According to DoD, in FY 2011, there were 

no significant changes in dedicated 

resources and no requirements for policy 

changes. It further indicated that its

components continue to prioritize

anticipated requirements within budgetary 

constraints to maintain effective OSH 

programs.

Employee Support 

The DoD reported that its components 

provided extensive, tailored, and multimedia OSH training to commanders and 

senior management officials, supervisors at 

all levels, full-time OSH personnel, nonsupervisory personnel, civilian employee 

representatives, and collateral duty OSH 

personnel.

Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

DoD indicated that its components 

participated as formal members or attendees 

in federal and other professional safety and 
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President’s Report

health organizations, conferences, and 

working groups to promote professional 

development, communication, and 

information sharing. DoD reported that it 

has established policy for responsible and 

effective use of Internet-based capabilities, 

including social networking services. It 

further indicated that its components 

increased the use of social networking 

services, such as Facebook and Twitter, to 

promote effective OSH programs through 

increased and more rapid information 

sharing and communication.

Ergonomic Safety Program

According to DoD, its ergonomics program 

requirements include the identification and 

correction of ergonomic hazards as an 

intrinsic part of workplace assessments. The 

DoD Ergonomics Working Group serves as 

a primary forum for collaboration across its

components, and shares lessons learned with 

the public through a monthly newsletter, and 

its website.

Psychosocial Risk Factors

DoD stated that it established EAPs with 

professional employee assistance providers 

to address psychosocial risk factors. 

Services provided include management 

training, confidential counseling and 

referrals, conflict resolution procedures, 

educational products, and evaluations to 

determine suitability of work-site 

accommodations. OSH personnel provide 

consultation to the EAP managers, 

supervisors, and employees at varying levels 

to facilitate program effectiveness.

Telework

DoD indicated that its telework program 

continues to expand with more employees 

working from alternate locations. DoD 

reported that its policy requires participating 

employees to complete a formal safety 

checklist as part of the employee-employer 

Department of Defense Telework Agreement

to emphasize safe working environments 

regardless of location.

Occupational Exposure 

Limits

DoD reported that it requires compliance 

with the OSHA PELs as part of the policy 

requiring compliance with OSHA standards. 

According to DoD, its components adopt 

alternate or supplemental standards as 

necessary, including TLVs, PELs, and 

WEELs.

Accomplishments 

DoD reported its FY 2011 accomplishment 

as steady improvements in reducing civilian 

injury rates, exceeding the POWER 

Initiative targets: the TCR reduction of 

5.4%, and LTCR reduction of 5.7% 

exceeded the POWER Initiative targets set 

for DoD, and concluded a third consecutive 

year of significant reductions; and, although 

the LPDR increased by 4.6%, the rate has 

decreased 25% since FY 2006.

Goals 

According to the DoD, it is the 

Department’s FY 2012 policy to eliminate 

mishaps and related deaths, injuries, 

illnesses, and losses resulting from 

operations worldwide. As such, DoD OSH 

goals for FY 2012 include exceeding the 

POWER Initiative targets as measured by a 

continued reduction of total and lost-time 

injuries and illnesses and related lost 

production days. DoD stated that it will be 

revising policy to require implementation of 

safety and health management systems to 

improve the efficiency and effectiveness of 

OSH programs.
Page 73 

President’s Report

Statistics 

The Department of Education’s employment 

rolls increased by 134 (3.1%) to 4,477 in FY 

2011. Its total injury and illness cases 

decreased by 32.4% to 23; and its TCR 

decreased from 0.78 to 0.51 (34.6%). ED’s 

lost-time cases decreased by 25% to 18; and 

its LTCR decreased from 0.55 to 0.4

(27.3%). According to ED, there were no

civilian fatalities during FY 2011.

ED’s workers’ compensation costs 

increased by 14.8% to $1,703,923 during 

the CBY.

Overseas Employees

The Department reported that it did not have 

any federal employees working OCONUS

during FY 2011.

OSH Initiatives 

Motor Vehicle

According to ED, it had a fleet of 102 

motor vehicles nationwide during FY 

2011, but indicated it had one MVA while 

on official business, which did not 

involve reported injuries, and there were 

no charges or citations placed upon the 

vehicle operator as a result.

ED explained that, although it does not have 

a mechanism in place to track the percentage 

of employee seatbelt use, it implemented 

several actions to improve motor vehicle 

safety and seatbelt use, including:

 Encouraging all drivers to wear 

seatbelts, and obey traffic rules and 

regulations while on official

business.

 Continuing to work closely with GSA 

to replace vehicles in a timely manner 

based on mileage and auto repair 

history.

 Partnering with GSA, other federal 

agencies, and the NSC, in an effort to 

institute, qualify, and implement the 

Federal Chauffeur’s Driver Safety 

Program within the DC Metropolitan 

Area.

Integrating OSH & 

Emergency Response

ED reported that it continues to refine its 

OEP/Organization and SIP programs, which 

are designed to ensure that employees better 

understand their responsibilities during 

emergency situations and circumstances that 

would preclude them from exiting its 

facilities. It also reported that it maintains 

its emergency “Go-Kits” program for staff 

and in-house contractors for use during SIP

exercises.

According to ED, its other efforts to 

integrate OSH and emergency response 

include:

 COOP Plans, which provide guidance 

to staff regarding their responsibilities 

during emergencies, and direction to 

management regarding their response 

initiatives consistent with federal 

regulatory guidelines.

 Continued refining and expanding of

the Department-wide AED program.

 Pursuit of the establishment and 

certification of its Safety and Health 

Committee Program, and the reestablishment of the Departmental 

Safety and Health Committees. ED
Page 74 

President’s Report

stated that it has begun the 

confirmation of members, review of 

existing policies, and the development 

of new operating standards.

Agency Specific OSH 

Resources 

ED reported that it uses its intranet to 

disseminate safety alerts, which positively 

impacts the agency as a whole regarding 

impending safety occurrences, from weather 

changes to severe traffic incidences. It 

added that, through its various partnerships, 

information relating to local crimes, 

impending weather or local issues that may 

negatively impact its staff are transmitted in 

a Safety Alert or Security Alert through 

desktop computer broadcasts.

Employee Support 

ED reported that it provided training through 

a variety of methods, indicating that sitespecific emergency training is provided 

through individual building management;

health and wellness subject matter is 

provided through its FOH - Health and 

Wellness Agreement programs; and specific 

safety subject matter training requests are 

addressed through its Occupational Safety 

and Health Office.

Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

ED indicated that it has a long-standing 

involvement, encompassing three decades, 

with FFSHCs. According to the ED, an ED 

employee has been the chairperson of the 

MWFSHC for the past five years. In 

addition, ED stated that it has provided 

physical facilities for hosting meetings, and 

has provided administrative services for 

program presentation, and personnel to 

assist in the planning and facilitation of 

Council programs.

Ergonomic Safety Program

ED reported that it continues to address 

ergonomic issues through ergonomic 

evaluation of employees’ workstations, and 

by increasing employee knowledge about 

ergonomics, through its reference 

publications, such as Creating a Healthy 

Workstation Environment: Workstation 

Ergonomics Made Easy.

Psychosocial Risk Factors

Regarding its efforts to reduce the effects 

psychosocial risk factors have on its 

employees, ED reported that it has 

completed a fitness center restoration project 

of the on-site fitness center in the 

headquarters building. In addition, the 

Department indicated that it has completed 

many of its FY 2011 wellness program 

implementation goals, including: the 2011 

ED Health Fair, 2011 Health Education 

Seminars, and collaborating with FOH to

promote health seminars and workshops 

throughout its headquarters and many 

regional locations.

Telework

ED indicated that it supports the telework 

initiative through both “fixed,” and “as 

needed” employee agreements.

Occupational Exposure 

Limits

It reported that it had no occupational

exposure issues in 2011.

Accomplishments 

Among the accomplishments ED reported 

for FY 2011, it stated that it:
Page 75 

President’s Report

 Enhanced its safety and health 

committee capabilities and 

responsibilities through training and 

awareness programs designed to raise 

the current skills and knowledge levels 

to a more operationally proficient 

safety, health, and emergency 

preparedness level. The Department 

reported it continued to provide 

support and assistance to many 

taskforces, steering committees, and 

focus groups, including, but not 

restricted to, the MWFSHC, C Street 

Working Group, Joint Federal 

Committee Emergency Management 

Subcommittee, and the Interagency 

Working Group on Emergency 

Preparedness.

 Continued to expand its CPR, AED, 

and basic fire-aid programs through 

equipment replacement, supplies 

replenishment, and staff certification 

training.

 Purchased additional emergency gokits for staff, as well as established a 

regular procurement process for the 

continued availability of these kits for 

all current and future staff.

 Assisted (through product sharing and 

research practices partnerships with 

other federal agencies who share 

combined facility space with ED) in 

acquisition of provisions; and 

participated in joint training efforts to 

assure all facility occupants have an 

equally safe, secure, and prepared 

workplace environment.

Goals 

ED reported that it is committed to 

providing its employees with a high level of 

health and environmental safety services 

including safety inspections, health 

screening, and fitness programs. According 

to ED, during FY 2012, it plans to:

 Institute, qualify, and implement the 

Federal Chauffeur’s Driver Safety 

Program, which it co-sponsors with 

GSA, other federal agencies within the 

DC Metropolitan Area, and the Ford 

Motor Company Corporation. 

 Enhance its safety and health 

committee capabilities and 

responsibilities.

 Continue and expand the CPR, AED, 

and basic fire-aid programs.

 Enhance the OEPs, and occupant 

emergency organizations process.
Page 76 

President’s Report

Department of Energy

Statistics 

The Department of Energy’s employment 

rolls decreased by 505 (3%) to 16,145

employees in FY 2011. Its total injury and 

illness cases increased by 5.3% to 260; and 

its TCR increased from 1.48 to 1.61 (8.8%). 

DOE’s lost-time cases decreased by 14.6%

to 76; and its LTCR decreased from 0.53 to

0.47 (11.3%). According to DOE, there 

were no civilian fatalities during FY 2011.

DOE’s workers’ compensation costs 

increased by 0.5% to $9,394,370 during the 

CBY.

Overseas Employees

DOE reported that, during FY 2011, 23 of 

its 16,145 federal employees were assigned 

to OCONUS locations, indicating that these 

individuals worked under the umbrella of 

the host organization’s OSH plan. No 

injuries were reported by these employees.

OSH Initiatives 

Motor Vehicle

The Department reported seven employee 

motor vehicle-related injuries in FY 2011, 

with five drivers and two passengers injured. 

It indicated that its Department-wide record 

collection systems do not provide 

information to distinguish between federal 

employee and contractor employee MVAs, 

adding that there is no requirement for 

collecting data on seatbelt usage or 

distracted driving. DOE noted that its

Federal Employee Occupational Safety and 

Health (FEOSH) program’s computer-based 

training addresses the challenges associated 

with the use of cell phones and other handheld devices, text messaging, and other 

forms of distracted driving. It indicated that 

the training cites distracted driving research 

and campaigns by other federal entities, and 

includes the EO, which bans texting while 

driving, and an interactive module that 

simulates texting while driving to challenge 

conventional thinking that a driver can 

successfully conduct multiple tasks 

simultaneously.

Integrating OSH & 

Emergency Response

DOE indicated that its COOP plan addresses

mission critical functions by incorporating

procedures to secure sensitive material 

movements involving transportation of 

nuclear materials, upgrading the security of 

all facilities to the extent required in a given 

emergency, and ensuring the safety and 

health of employees during a COOP event. 

It added that its COOP plan includes 

procedures for tracking employees’

locations and welfare, and provides for 

minimum staffing to support essential 

functions. Furthermore, DOE reported that 

it incorporates training, drills, and exercises 

to ensure employees choose the appropriate 

response to possible emergency situations.

DOE reported that it has identified some 

challenges associated with integrating these 

programs, to include: the potential for 

disease transmission with employees 

traveling internationally and the large 

number of foreign visitors to DOE facilities, 

developing a strategy for addressing the loss 

of critical OSH personnel due to staff 

attrition, addressing the need to support 

employees’ family members during COOP 

activities, and enhancing training for safety 

and health considerations.
Page 77 

President’s Report

Agency Specific OSH 

Resources 

According to DOE, there were no major 

changes to its OSH resources during FY 

2011. However, it reported that shortfalls 

are beginning to be seen as budgets decline 

and retirement rates increase. It reported 

that there is no Department-wide strategy 

geared specifically to determining the 

necessary OSH staffing and skill mix needed 

to support FEOSH. DOE stated that it 

recognizes the need to maintain qualified 

staff in these positions, and indicated that 

the revisions to DOE policy, Federal 

Technical Capability, are key steps in 

meeting this challenge.

Employee Support 

DOE reported that it uses multiple platforms 

to ensure that all employees are made aware 

of its health and safety programs as 

efficiently as possible, indicating that it 

provides mandatory annual refresher OSH 

training to all current employees and 

resident support contractors. DOE added 

that new hire orientation training includes 

safety and health program information. It 

stated that its computer-based annual 

training topics included the workers’ 

compensation claims process for managers 

and supervisors, understanding human error 

and its effects on workplace accidents and 

injuries, distracted driving, and an overview 

of the POWER Initiative. In addition to the 

training offered through DHHS, DOE 

training centers and field sites provide sitespecific training. It stated that its operating 

contractors provide OSH training to all 

workers on DOE sites.

Other OSH Support 

Activities 

Field Federal Safety and 

Health Council & Other 

Social Networking

According to DOE, it continues to support 

FFSHCs and share OSH resources by 

hosting meetings, holding FFSHC officer 

positions, providing training, and arranging 

for guest speakers. DOE stated that it 

encourages staff participation in professional 

meetings and conferences, from internal 

workshops, such as its annual Integrated 

Safety Management Conference, to external 

professional forums, such as ASSE and the 

State Governors’ Annual Safety 

Conferences. DOE indicated that its sites 

are beginning to use social networking and 

collaborative tools to promote real-time 

sharing of health and safety information.

Ergonomic Safety Program

Although DOE reported that it does not have 

a DOE-wide ergonomics policy, it stated 

that ergonomics issues are handled by each 

site and prioritized according to the severity 

of the actual or potential injury. It indicated 

that some sites have reported challenges in 

promptly making ergonomic corrections 

following assessments. It added that, at the 

Departmental level, the Office of Health, 

Safety and Security provides ergonomic 

information services to help address

employee MSDs.

Psychosocial Risk Factors

According to DOE, all of its employees have 

access to mental health assessments and 

intervention programs for psychosocial risk 

factors through its Office of Human Capital 

Management EAP.
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President’s Report

Telework

DOE stated that it encourages its department 

heads to aggressively support telework, 

adding that it has established Departmentwide participation goals for federal 

employees covering all types of 

flexiplace/telework arrangements.

Occupational Exposure 

Limits

DOE indicated that it complies with the 

most protective requirements of OSHA and 

ACGIH.

Accomplishments 

DOE reported that it developed, tested, and 

launched a motor vehicle safety awareness 

module, which is currently available to 

employees through its Online Learning 

Center. It reported the completion of a 

multi-phased approach instituting building 

design improvements, citing that it 

coordinated efforts with GSA to achieve 

LEED9certification; completed fire safety 

upgrades – a five year, $14 million project; 

eliminate water leaks (e.g., installed new 

roof on a building); and established safety 

criteria for new “hotel/shared” office spaces.

Goals 

DOE reported that, during FY 2012, it plans 

to:

 Continue to strive to reduce injury and 

illness rates in its high hazard 

operations.

 Examine and identify the OSH skill 

mix needed to support the federal 

workforce.

 Focus on establishing a standardized 

ergonomic program.

 Enhance reporting systems for motor 

vehicle safety data collection, and 

efforts to determine OSH support 

needs in the face of declining 

resources.

9 Leadership in Energy and Environmental Design (LEED) is an internationally-recognized green building 

certification.
Page 79 

President’s Report

Statistics 

The Department of Health and Human 

Services’ employment rolls increased by

3,322 (4%) to 85,451 employees in FY 

2011. Its total injury and illness cases 

decreased by 0.64% to 1,081; and its TCR 

decreased from 1.32 to 1.27 (3.8%). 

DHHS’s lost-time cases decreased by 8.4 %

to 505; and its LTCR decreased from 0.67

to 0.59 (11.9%). According to DHHS, there 

were no civilian fatalities during FY 2011.

DHHS’s workers’ compensation costs 

increased by 4.4% to $26,155,235 during 

the CBY.

Overseas Employees

DHHS reported that approximately 330 

civilian employees were permanently 

stationed overseas, the majority of whom are 

Centers for Disease Control and Prevention

(CDC) employees (305 employees), with the 

remaining employees being assigned to the 

Food and Drug Administration (FDA) (16 

employees), the National Institues of Health

(NIH) (five employees), and the Substance 

Abuse and Mental Health Services 

Administration (one employee). In the case 

of CDC, DHHS reported that its 

Coordinating Office for Global Health

works closely with State to provide safety 

training, with topics ranging from hazardous 

waste management to laboratory safety. It 

added that other OPDIVs require periodic 

contact with OCONUS employees, and are 

informed regarding their injury and illness 

experience.

OSH Initiatives 

Motor Vehicle

According to the DHHS, its employees were 

involved in 61 MVAs during FY 2011, a 

13% increase from FY 2010 (54 MVAs in 

FY 2010), while the number of MVAs

resulting in personal injury decreased by 

53% (13 in FY 2011). According to DHHS, 

it provides guidance on MVA prevention 

and seatbelt use in its Safety and Health

Manual, and its Logistics Manual.

Integrating OSH &

Emergency Response

DHHS reported that it ensures that OSH 

considerations are integrated in emergency 

and/or disaster response and COOP 

planning. It added that its safety and health 

offices work with security offices, program 

offices, other federal agencies, and other 

building tenants; and participate in the 

planning, development, implementation, and 

evaluation of building emergency 

management and COOP plans.

Agency Specific OSH 

Resources 

According to the DHHS, its safety resources 

are managed and funded at the OPDIV 

level; resource strength is dictated by the 

OPDIV’s mission-associated risk level or 

recognized hazards. DHHS stated that the 

Departmental program is managed by the 

Chief of Occupational Safety and Health, 

and that the Office of the Secretary Safety 

Program Manager provides oversight for OS 

Staff Division (STAFFDIV) and smaller 

OPDIV elements in the National Capitol 

Region and the ten Regional Offices.
Page 80 

President’s Report

Employee Support 

It reported that its OPDIVs presently include 

an orientation to the safety program as part 

of their new employee briefings, and every

employee in a high risk occupation must 

meet at least DHHS-mandated safety 

training requirements. It added that “basic”

employee safety training is not standardized 

or accessible Department-wide. According 

to the DHHS, it will address this issue in 

2012 with a revised policy requiring training 

for all of its employees; and offering online 

and live classes, accessible to all of its

OPDIVs.

Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

DHHS reported that it actively participates 

in several FFSHCs, and will explore other 

opportunities to partner with other FFSHCs 

in the future. DHHS also reported that its 

Intranet site is available to all employees, 

and that many OPDIVs make significant use 

of local Intranets rather than social media. It 

added that it is focused on creating Intranet 

tools that reduce DHHS employee search 

time for specific safety information and 

simultaneously provide greater and more 

relevant content.

Ergonomics Safety Program

None reported.

Psychosocial Risk Factors

DHHS reported that psychosocial risk 

factors are addressed though OPDIVs’ 

EAPs, security offices, human resources 

departments, and wellness programs. It

explained that specific requests for services 

vary by OPDIV, and all its employees are 

required to complete Alternative Dispute 

Resolution training.

Telework

It reported that it has invested significant 

time in telework and flexible workplace 

arrangements as it strives to meet 

increasingly stringent utilization rates for 

federal workspace. It reported that 

standards for safety assessments of 

alternative worksites or the investigation of 

injuries, illness, or property damage at 

alternate worksites has yet to be articulated 

in official DHHS policy.

Occupational Exposure 

Limits

It reported that it uses established OELs

governing the hazards encountered, and does 

not develop in-house OELs.

Accomplishments 

DHHS reported that, during FY 2011, it 

conducted a review of its safety program, 

which lead to targeted safety training and 

the development of a Managers and 

Supervisors Safety Awareness course. It 

added that it emphasized safety training 

across the Department through quarterly 

OPDIV safety council meetings, with 

training topics ranging from accident 

investigation, to working with power tools, 

to training on CPR/AED. It reported some 

of its other accomplishments as:

 It implemented the Safety and Health 

Information Management System, a 

tracking system, to manage the 

decentralized OPDIV injury and 

illness management systems, adding 

that it worked with the DOL’s OWCP

to pilot SHIMS at the FDA.

 Its OPDIVs conducted new employee 

briefings that contained an 

introduction to the local safety 
Page 81 

President’s Report

program, hazard recognition and 

reporting, and the OEP.

 It developed and enhanced emergency 

action plans and training focused on 

natural disasters (as driven by the 2011 

Virginia earthquake and Hurricane 

Irene).

 The Indian Health Service completed a 

draft of the Safe Patient Handling and 

Moving policy, adding that, in FY 

2012, it will work to enact the draft as 

official agency policy.

 The NIH increased its training rate for 

maintenance staff, accomplishing 80% 

and 90% success rates for 27 of NIH’s

31 maintenance groups.

Goals 

According to DHHS, during FY 2012, it will

grow a culture of safety through:

 Training classes and the placement of 

one collateral duty safety officer in 

each STAFFDIV and OPDIV located 

in the National Capitol Region.

 An update to its safety policy as 

identified in the DHHS Safety 

Program Manual.

 Research into and selection of a 

standard reporting system to either 

replace all of its dissimilar systems or 

allow communication between them.
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President’s Report

Statistics 

The Department of Homeland Security’s

employment rolls increased by 8,856 (4.7%)

to 195,653 employees in FY 2011. Its total 

injury and illness cases decreased by 3% to 

11,089; and its TCR decreased from 6.12 to

5.67 (7.4%). DHS’s lost-time cases 

increased by 0.1% to 4,729; and its LTCR 

decreased from 2.53 to 2.42 (4.4%). 

According to DHS, there were four civilian 

fatalities during FY 2011.

DHS’s workers’ compensation costs 

increased by 3.7% to $166,513,774 during 

the CBY.

Overseas Employees

The Department stipulated that, due to 

security restrictions, it could only provide 

general information regarding foreign 

deployed personnel. DHS reported that 

during FY 2011, there were more than 1,300 

employees, but less than 1% of the DHS 

workforce, in foreign countries. It added 

that when employees are outside the U.S., 

they are required to comply with their 

component’s OSH program. According to 

DHS, local OSH support for deployed 

personnel is provided under the Department 

of State International Cooperative 

Administrative Support Services (ICASS); 

unresolved ICASS issues are referred to the 

DHS component OSH Manager or the 

Department’s Safety and Health Office.

According to DHS, the approximately 490 

CBP employees who are assigned to 

passenger pre-clearance facilities, primarily 

in Canada and the Caribbean, are covered 

solely by CBP’s OSH program.

OSH Initiatives 

Motor Vehicle 

DHS reported that its employees drove more 

than 698 million miles in FY 2011, a 14.8% 

increase over FY 2010, and were involved 

in 2,079 MVAs, with 435 producing 

personal injury. DHS reported this as a 

0.2% increase in total MVAs, and a 7.7% 

increase in personal injury accidents over 

FY 2010. However, DHS added that when 

considered as proportional to miles driven, 

there was a 12.6% decrease in total 

accidents, and a 6.2% decrease in personal 

injury accidents per mile. According to 

DHS, CBP experienced the greatest number 

of total and personal injury accidents: 714 

and 382, respectively; Federal Emergency 

Management Agency employees had 697 

MVAs, but only 37 produced personal 

injury. Despite the increase in raw numbers, 

DHS indicated that if the CBP accidents 

were compared to miles driven, this would 

account for a 28.5% decrease in total 

accidents, and a 7.2% decrease in personal 

injury accidents per mile. According to the 

Department, this interpretation was a major 

contributor to its reported 12.6% decrease in 

total accidents, and 6.2% decrease in 

personal injury accidents per mile.

With regard to seatbelts, DHS reported that 

seatbelt use is mandatory and texting is 

banned, adding that this requirement is 

captured in policies and manuals, and has 

been promoted by component senior 

management. However, DHS reported that 

there is no standardized method to track 

seatbelt use or distracted driving incidents. 

It reported that it implemented all

requirements of EO 13513 during FY 2010, 
Page 83 

President’s Report

and continued to ensure procedures were 

followed in FY 2011. Furthermore, all DHS 

components offer driver training, and the 

NSC Defensive Driving Course is available 

to all employees.

Integrating OSH &

Emergency Response

According to DHS, preparedness and 

emergency response are essential

Departmental missions, and COOP training 

and personal emergency preparedness are 

mandatory training for all DHS employees, 

regardless of their roles in emergency 

response. It reported that OSH is an integral 

part of these activities, and works with 

emergency planners taking the lead on 

equipping employees with appropriate PPE

and providing information on the anticipated 

hazards for responders. It indicated that 

OSH personnel are also participants on 

emergency response COOP teams 

throughout the Department, and participate 

in the development and implementation of

OEPs. For major disasters, DHS 

specifically identified the FEMA Disaster 

Safety Officer cadre as providing OSH 

support to responders from DHS, other 

agencies, and non-governmental 

organizations.

DHS reported that its Office of Health 

Affairs holds primary responsibility for 

pandemic influenza planning and response. 

It indicated that, at the component level, 

pandemic influenza planning is more 

commonly found in emergency planning or 

operational human resources areas, such as 

benefits, leave, or accountability. OSH 

programs throughout the Department 

support OSHA or the component 

organization by providing technical 

assistance, and serving as an information 

conduit for OSHA guidance and policies. 

DHS reported a FEMA Disaster Safety 

Officer was present at 82 of the 96 major 

disasters declared in FY 2011.

Agency Specific OSH 

Resources 

According to DHS, its resource changes 

were limited to personnel additions; the TSA

hired two health physicists, and the U.S. 

Secret Service hired an industrial hygienist, 

who will provide in-house expertise that was 

previously supplied by contractors or other 

agencies.

Employee Support 

DHS reported that it supplied over 170 

different types of safety classes in FY 2011. 

It indicated that training included existing 

and newly hired employees, managers, OSH 

personnel, and OSH committee members on 

such issues as radiation awareness, 

checkpoint safety, shipyard safety, and 

disaster safety. It stated that it supports 

training for OSH professional certification 

and certification maintenance.

Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

DHS indicated that it encourages

participation in FFSHCs, adding that its

components provide employees time and

administrative resources to support FFSHC 

work.

It stipulated that DHS-IT security policy 

does not permit the use of social networking 

to communicate with employees, and that 

social networking is only authorized for 

limited use in communicating with the 

public.
Page 84 

President’s Report

Ergonomic Safety Program

DHS reported that it closely monitors 

ergonomic issues, particularly lifting

practices. It indicated that ergonomic 

assessments are a routine activity and part of 

program evaluations and inspections, and 

are included in a JHA. DHS added that it 

also uses expertise from outside the 

Department, such as NIOSH.

Psychosocial Risk Factors

According to the Department, it devotes 

extensive resources to workplace 

psychosocial factors, and these efforts are 

led by work life, employee assistance, and

medical organizations. OSH programs are

involved by providing technical support and 

referring employees to the appropriate 

organization for assistance. Existing 

programs are well-developed, particularly 

for employee resilience and wellness, and

are supported and promoted by the DHS 

Secretary and senior management.

Telework

DHS stated that it implemented a policy 

establishing the minimum requirements of a 

telework program in FY 2007. It further 

indicated that its components may 

implement more restrictive programs; 

however, they must comply with the 

Departmental policy and instructions.

Occupational Exposure 

Limits

DHS reported that its components are free to 

apply other OELs that are more restrictive

than the OSHA PELs, adding that the DHS 

Safety and Health Manual is being revised 

to reflect the use of these OELs, such as the 

ACGIH 2011 TLVs, biological exposure 

indices, and the NIOSH Pocket Guide to 

Chemical Hazards.

Accomplishments 

DHS reported that, during FY 2011, it:

 Decreased occupational injuries and 

illnesses, as evidenced by a reduction 

in its TCR, LTCR, and lost work days.

 Continued accomplishments related to 

program administration and

standardization, including the analyses 

of tasks, inspections, hazard-specific 

training, and implementation of 

mitigation strategies.

 Provided extensive training targeting 

DHS-specific issues, such as law 

enforcement training, baggage 

handling, and baggage inspection.

 Sponsored the development of an 

Occupational Safety and Health Body 

of Knowledge Manual that contains a 

detailed description of its OSH 

operations.

Goals 

According to the DHS, its overarching goal 

for FY 2012 is to continue to reduce injuries 

and illness. It stated that it will accomplish 

this though sustainable management, 

optimizing OSH performance and 

effectiveness, ensuring accountability, 

investing in OSH personnel, ensuring the 

effective use of resources, and providing 

advocacy and oversight.
Page 85 

President’s Report

Statistics 

The Department of Housing and Urban 

Development’s employment rolls increased

by 26 (0.3%) to 9,768 employees in FY 

2011. Its total injury and illness cases 

increased by 3.5% to 90; and its TCR 

increased from 0.89 to 0.92 (3.4%). HUD’s 

lost-time cases increased by 9.1% to 48; and 

its LTCR increased from 0.45 to 0.49

(8.9%). According to HUD, there were no

civilian fatalities during FY 2011.

HUD’s workers’ compensation costs 

increased by 8.2% to $8,373,104 during the 

CBY.

Overseas Employees

According to HUD, it did not have any 

federal civilian employees working 

OCONUS during FY 2011.

OSH Initiatives 

Motor Vehicle

HUD reported that during FY 2011 its 

employees were not involved in any MVAs. 

Although it explained that it does not have a 

mechanism to track employee seatbelt use, it 

noted that it has a strong policy, as stated in 

the HUD Administrative Services 

Handbook, requiring seatbelt use whenever 

employees drive on official business. It 

added that it requires its field employees to 

sign the Driver Responsibility document, 

which mandates seatbelt use.

HUD stated that it supports EO 13043

through several mechanisms: emphasizing 

Drive Safely to Work Week, and DOT’s 

seatbelt initiative through announcements on 

the HUD Webpage. It reported that it has 

instructed employees to refrain from texting 

while driving, and encourages employees to 

use public transportation, flextime, and 

alternative worksites whenever practical and 

feasible.

Integrating OSH & 

Emergency Response

According to HUD, it performs routine 

physical security and safety assessments on 

its COOP facilities. During actual events, 

the Department reported that it briefs staff

and includes OSH information in the 

briefings. Also, HUD explained that it 

requires COOP members to sign-in and 

attend a detailed facility and area briefing 

prior to commencing their COOP activities. 

It indicated that non-essential personnel 

receive instructions and notification 

regarding when it is safe to return to their 

place of duty.

Agency Specific OSH 

Resources 

HUD reported no changes in its OSH 

resources in FY 2011.

Employee Support 

HUD reported that it encourages employees 

to take advantage of opportunities to 

develop healthful personal habits and reduce 

health risk factors through multiple venues, 

including: informative seminars, health fairs, 

workshops, committee meetings, security 

awareness training, and safety inspections 

designed to improve the overall 

effectiveness of its programs. HUD stated 
Page 86 

President’s Report

that its employees are encouraged to 

participate in all safety organizations 

available, and to take part in the many 

training opportunities afforded to them 

through safety bulletins, safety and health 

committee meetings, and the Safety and 

Health Webpage.

Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

HUD reported that its field personnel were 

not involved in FFSHCs during FY 2011. 

Even so, it stressed that it does allow time 

off for participation and strongly encourages 

future involvement.

Ergonomic Safety Program

HUD reported that its Reasonable 

Accommodations Program, a proactive 

safety program, promotes ergonomics and 

healthy work style improvements to 

decrease the frequency and severity of 

computer-related repetitive motion injuries.

Psychosocial Risk Factors

According to HUD, it provides all of its 

employees and their immediate family 

members with private and confidential 

services through its EAP, adding that 

employees have EAP access through self-, 

management-, or union-referral.

Telework

HUD stated that it encourages telework to 

the maximum extent possible.

Occupational Exposure Limits

HUD reported that it uses NIOSH’s RELs.

Accomplishments 

HUD reported that during FY 2010 it:

 Managed the Hazard Communication 

Program.

 Operated an effective environmental 

control program.

 Provided reasonable accommodations 

to handicapped employees.

 Conducted semi-annual safety and 

health inspections.

 Provided training on safety and health 

topics.

 Continued its proactive campaign to 

practice fire drills and SIP activities.

Goals 

According to HUD, during FY 2012, it plans 

to:

 Continue its Hazard Communication 

Program, and its program of educating 

employees on safety and health matters 

using cost-effective methods.

 Operate an effective environmental 

control program, monitoring IAQ, 

water quality, and noise.

 Identify and provide reasonable 

accommodations to handicapped 

employees.

 Conduct semi-annual safety and health 

inspections, and bi-monthly safety and 

health committee meetings.

 Continue dissemination of OSH 

information on the departmental 

webpage, monthly committee 

meetings, and semi-annual safety and 

health inspections.

 Recognize safety excellence through 

local awards.

 Continue a proactive campaign to 

practice fire drills and SIP.
Page 87 

President’s Report

Statistics 

The Department of the Interior’s

employment rolls decreased by 1,640 (2%)

to 80,156 employees in FY 2011. Its total 

injury and illness cases decreased by 4.4%

to 4,218; and its TCR decreased from 5.39

to 5.26 (2.4%). The DOI’s lost-time cases 

decreased by 5.1% to 1,482; and its LTCR 

decreased from 1.91 to 1.85 (3.1%). 

According to the DOI, there were six

civilian fatalities during FY 2011.

DOI’s workers’ compensation costs 

increased by 1.3% to $59,824,674 during 

the CBY.

Overseas Employees

In FY 2011, DOI reported that it had 774 

employees who worked OCONUS at DOI 

sites. Subagencies manage and assure safety 

and health programs are implemented and 

congruent with their safety and health 

policy. DOI noted that its OCONUS

locations appoint collateral duty safety 

officers (CDSOs) to manage their respective 

safety and health programs, and these 

subagencies frequently communicate with 

CDSOs to ensure safety and health programs 

are actively managed.

OSH Initiatives 

Motor Vehicle

DOI reported that it complies with EO 

13513 and 13043. It stated that its 

employees are educated through a variety of 

sources to include defensive driver training 

courses and safe driving awareness 

campaigns about the dangers of cellular 

phone use and text messaging while driving. 

The Department emphasized that its policy 

for motor vehicle operations mandates its 

subagencies to establish requirements for the 

safe operation of motor vehicles.

Integrating OSH & 

Emergency Response

It reported that its OSH office works closely 

with all subagency and office Emergency 

Management (EM) divisions to assist in 

development of COOP directives, OEPs, 

and other disaster plans. Specific examples 

of the Office’s involvement include 

reviewing emergency management policies, 

and attending emergency management 

meetings. DOI also reported that its 

Occupational Safety and Health Council

performs EM directive reviews and makes 

OSH recommendations to the DASHO 

Council for senior-level action.

Agency Specific OSH 

Resources 

The Department did not identify any 

changes in its OSH resources.

Employee Support 

DOI stated that it is in the process of 

developing three brief online OSH courses 

that will be both mandatory for all 

employees, and meet the requirements of 29 

CFR 1960, Subpart H, adding that its 

subagencies and offices identify mandatory 

and non-mandatory employee OSH training,

determine the training frequency and 

duration based on their respective needs, and 

provide volunteers with safety training and 

PPE.
Page 88 

President’s Report

Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

According to the DOI, its OSH staff 

frequently attended FACOSH and the 

Maritime Advisory Committee for 

Occupational Safety and Health meetings. It 

stated that although it has not focused on 

participation in FFSHC activities outside the 

local commuting area, it encourages 

employees in DOI regional offices to 

actively participate in FFSHC activities, and 

encourages employees at remote sites to 

partner with other federal, state, or local 

entities to share OSH training and 

educational resources.

Acknowledging that social networking is a 

relatively new phenomenon, DOI stated that 

its policy and use of these sites is limited 

throughout its OSH community. Even so, it 

spotlighted the USGS as having developed 

policy, and use of social networking to 

promote higher standards of science, 

inclusive of safety and health.

Ergonomic Safety Program

DOI reported that its inspection and 

abatement program incorporates the 

assessment of work-related factors that may 

pose a risk of MSDs, and its subagencies 

evaluate identified ergonomic risk factors 

and develop recommendations to mitigate 

employee risk. It added that its employees 

are educated about the most common MSDs, 

their signs and symptoms, and the 

importance of early reporting.

Psychosocial Risk Factors

DOI reported that it does not have specific 

OSH programs to deal with psychosocial 

risk factors. However, it reported that its 

OSH program managers work closely with 

its Office of Human Resources (OHR) and 

administrators of employee programs 

targeted to address psychosocial risks. It 

stated that its OHR maintains policies and 

procedures to address instances, such as 

workplace stress, bullying, harassment, and 

workplace violence.

Telework

DOI reported that it encourages a robust 

telework program, under which all eligible 

employees may be authorized to telework as 

outlined in Departmental policy. DOI added 

that it recognizes that alternate work 

locations may present risks to employee 

safety and health, and it has incorporated 

safety procedures into its established policy. 

It stated that it has created a Telework 

Handbook that is used as a guide to 

implement its telework program. The 

Telework Handbook sets procedures and 

guidance for bureaus and offices to develop 

their own programs. The policy and 

procedure set forth in the Departmental 

manual and the Telework Handbook are 

based upon public laws and regulations 

issued by GSA, and the Offices of 

Management and Budget, and Personnel 

Management.

Occupational Exposure 

Limits

DOI stated that it evaluates the current state 

of the science for the exposure agent and 

then selects an appropriate OEL for the 

protection of its employees. When 

controlling exposures, it reported that it 

takes into account the available OELs, but 

primarily relies on PELs, TLVs, and RELs. 

It identified noise as the most prevalent 

Departmental exposure for which it uses the 

OSHA PEL. It stated that it considers other 

OELs for other exposure agents, and 

generally controls exposure to the TLV. 
Page 89 

President’s Report

With agents such as radon, it reported it uses

the current Nuclear Regulatory Commission 

standards.

Accomplishments 

According to the DOI, many of its FY 2011 

accomplishments address concerns raised by 

the 2008 DOI Inspector General’s audit 

report, Health and Safety Concerns at 

Department of the Interior’s Facilities. For 

example:

 It evaluated five of its subagencies as 

part of its OSH evaluation program.

 Four DOI subagencies conducted 

multiple bureau evaluations, including 

the Bureau of Land Management, Fish 

and Wildlife Service, Office of Surface 

Mining, and the USGS.

 All of its subagencies reported 

improving the safety and health 

training provided to employees.

 The Bureau of Ocean Energy 

Management, Regulation and 

Enforcement established functional 

safety committees in 70% of its 

locations.

 The Office of the Secretary – National 

Business Center (OS/NBC) continued 

a four-year reduction trend for 

OS/NBC recordable TCR and LTCR 

for FY 2011, exceeding DOI’s annual 

3% reduction goal.

 USGS reduced total injury and illness 

case rates by 1% below the FY 2009 

baseline.

Goals 

DOI reported that it has established 

proactive FY 2012 goals to further enhance 

its OSH programs, including:

 Enhancing the role of leadership in 

promoting a culture of safety.

 Reducing its TCR and LTCR by 4% 

annually, commensurate with the 

POWER Initiative.

 Improving the OSH program’s 

effectiveness through increased 

management awareness and employee 

involvement. 
Page 90 

President’s Report

Statistics 

The Department of Justice’s employment 

rolls increased by 3,624 (3.1%) to 118,923

employees in FY 2011. Its total injury and 

illness cases decreased by 1.9% to 4,788;

and its TCR decreased from 4.23 to 4.03

(4.7%). The DOJ’s lost-time cases 

increased by 1.2% to 2,664; and its LTCR 

decreased from 2.28 to 2.24 (1.8%). 

According to the DOJ, there were five

civilian fatalities during FY 2011.

DOJ’s workers’ compensation costs 

increased by 5% to $109,850,467 during the 

CBY.

Overseas Employees

DOJ reported that it had approximately 

1,284 employees deployed overseas fulltime, and approximately 300 employees 

deployed on temporary duty. The majority

fell under State Department and embassy 

safety programs. DOJ stated that its 

employees routinely receive health 

assessments and exams prior to deployment.

OSH Initiatives 

Motor Vehicle

DOJ reported that its employees were 

involved in 2,558 MVAs in FY 2011, a 26% 

increase from FY 2010’s 2,035 incidents. 

DOJ attributes the increase to more reliable 

reporting from the field.

It stated that it issued a policy and 

procedures bulletin requiring compliance 

with EO 13513. DOJ also reported that it 

performs annual seatbelt use observational 

surveys at various locations within the 

Department, and at locations with significant 

parking facilities. A review of the surveys 

revealed a high degree of compliance with 

seatbelt use.

Integrating OSH & 

Emergency Response

According to DOJ, the various security 

staffs have primary responsibility for 

emergency response. It added that its safety

and health personnel provide input to COOP, 

pandemic influenza, and SIP plans; and 

participate in emergency drills.

Agency Specific OSH 

Resources 

In general, according to DOJ, most of its 

subagencies have reduced manpower, 

budget, or both. As an example, it stated 

that the USMS has decreased staffing levels 

by 20%, and that the Bureau of Alcohol, 

Tobacco and Firearms (ATF) and the Drug 

Enforcement Administration (DEA) have 

reduced funding levels for safety support 

services. As other examples, DOJ noted that 

the Bureau of Prisons restructured its 

program and established an Occupational 

and Employee Health Branch at a national 

level; and the FBI increased its funding 

resources by 20%, and used those funding 

resources to supplement staff deficiencies 

through contracting.

Employee Support 

DOJ reported that it provides a wide variety 

of OSH training to management, employees,

and CDSOs; and that its OSH personnel 

attend professional development 

conferences and training classes.
Page 91 

President’s Report

Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

According to DOJ, most of its DC-area 

subagencies’ OSH personnel regularly 

participate in the MWFSHC. It also 

reported that the BOP alone has over 40 

OSH personnel involved in various FFSHCs 

nationally. The Department noted that its 

subagencies strongly encourage their OSH 

personnel and CDSOs to attend their local 

FFSHC meetings and serve as officers and 

hosts to the councils. It stated that most 

bureaus, due to security reasons, do not 

promote social networking at this time. 

However, DOJ did report that its Intranet 

sites are available to its employees to 

promote safety programs.

Ergonomic Safety Program

DOJ reported that most of its subagencies 

address ergonomic issues on a case-by-case 

basis either by using internal resources, or 

by supplementing the resources using FOH 

staff to evaluate and provide 

recommendations. It added that the DEA 

provides ergonomic information and 

assistance to its employees via its Intranet.

Psychosocial Risk Factors

DOJ reported that, although most

subagencies’ safety programs do not focus 

on psychosocial risk factors, each subagency 

uses other organizations to address these

issues, such as health/medical units, Offices 

of EEO, and EAPs.

Telework

DOJ reported that each subagency has a 

telework policy/program managed outside of 

the safety programs.

Occupational Exposure 

Limits

According to the DOJ, all of its subagencies 

use OSHA PELs as the legal limits, and use 

ACGIH TLVs as appropriate, with the 

exception of BOP, which only uses PELs 

and RELs; DEA additionally uses RELs.

Accomplishments 

According to DOJ, its 2011 

accomplishments can be best divided into 

four categories: Program 

Development/Improvements, 

Studies/Evaluations, Inspections, and 

Training. DOJ reported that its OSH Order

has been revised and released as a policy, 

and that:

 USMS conducted comprehensive 

indoor firing range evaluations.

 DEA conducted a two-year study on 

the collection of marijuana evidence 

and potential health hazards from 

mold.

 The FBI conducted JHAs on five high 

hazard occupations.

 ATF conducted over 20 Field 

Division/Field Office and 

Headquarters workplace safety and 

health inspections, and initiated a 

workers’ compensation case review.

 DOJ trained nearly 14,000 of its 

employees on a variety of safety and 

health topics.

Goals 

DOJ reported that, during FY 2012, it plans 

to:

 Obtain funding to increase safety and 

health training availability.

 Increase personnel resources.

 Continue upgrade of online safety and 

health training and Internet resources.
Page 92 

President’s Report

 Continue and enhance inspection and 

evaluation programs.

 Continue to lower MVA rates.

 Continue indoor firing range safety 

and health evaluations.

 Upgrade and enhance CPR/AED 

programs.
Page 93 

President’s Report

Statistics 

The Department of Labor’s employment 

rolls increased by 877 (5.3%) to 17,360

employees in FY 2011. Its total injury and 

illness cases decreased by 13.1% to 278;

and its TCR decreased from 1.94 to 1.6 

(17.5%). The DOL’s lost-time cases 

decreased by 20.1% to 119; and its LTCR 

decreased from 0.9 to 0.69 (23.3%). 

According to the DOL, there were no

civilian fatalities during FY 2011.

DOL’s workers’ compensation costs 

increased by 1.7% to $21,018,576 during 

the CBY.

Overseas Employees

According to DOL, its Wage and Hour 

Division (WHD) had seven employees 

working overseas: five in Guam, and two in 

Saipan. DOL reported that these employees 

were covered under its Office of the 

Assistant Secretary for Administration and 

Management (OASAM) regional OSH 

program.

OSH Initiatives 

Motor Vehicle

DOL reported that it experienced a small 

decrease in the number of MVAs reported, 

from 462 in FY 2010 to 434 in FY 2011, 

adding that government vehicle operators 

were at fault in 82.2% of the fleet vehicle 

accidents and 12.5% of the non-fleet 

accidents. The number of MVAs resulting 

in personal injury increased from 28 in FY 

2010 to 32 in FY 2011. Property damage 

costs associated with the fleet vehicle 

accidents increased to an estimated 

$1,000,000 from an estimated $900,000 in 

FY 2010.

It reported that it promoted compliance with 

EOs 13043 and 13513 through outreach and 

education efforts such as safety talks;

videos; online and classroom training;

posting traffic injury statistics; physical and 

email distribution of informational materials 

and the EO; and posting the EO inside 

vehicles, vehicle logbooks, or on custody 

papers. According to DOL, provisions of 

the EOs have also been incorporated into 

DOL operating procedures, such as the DOL 

Manual Series and/or into agency directives,

such as the Mine Safety and Health 

Administration’s (MSHA’s) Administrative 

Policies and Procedures Manual.

Integrating OSH &

Emergency Response

DOL reported that it has integrated

employee OSH strategies into all emergency 

plans, and explained that it incorporated 

FEMA and DOL Emergency Management 

Center guidelines into its COOP plan. With 

regard to specific activities, DOL explained

that it:

 Conducts evacuation and SIP drills on 

a periodic basis and makes training 

available to all employees.

 Provides additional training to floor 

wardens and zone monitors.

 Continually updates OEPs.

 Includes safety and health and 

emergency preparedness briefings for 

all new employee and manager 

orientations.

 Introduced Crowd Manager training at 

its National Office.
Page 94 

President’s Report

 Revised several DOL subagencies’ 

OEPs, to include earthquake 

preparedness and emergency response 

procedures following the August 2011 

Mineral Springs, VA earthquake.

 Installed 140 new evacuation chairs in 

its Headquarters building, and began 

training employees on their use.

DOL’s subagencies identified the following 

challenges in completing and implementing 

emergency and/or disaster and pandemic 

plans: unknown variables, such as natural, 

man-made, and other unforeseeable 

incidents and disasters; budgetary 

restrictions; mobilizing commitment in the 

absence of a looming emergency; 

communications; and training, exercises, 

and drills.

Agency Specific OSH 

Resources 

According to DOL, overall staffing for 

internal OSH programs consists of a 

combination of full time safety and health 

professionals, and part time CDSOs who 

spend from 10% to 50% of their time in 

support of the internal OSH programs. DOL 

added that the staff supporting the internal 

OSH programs increased from a full time 

equivalent of 30 OSH staff in FY 2010 to 49

staff in FY 2011; most of the staffing 

additions were a result of realigning existing 

staff to the new OSH duties. According to 

the Department:

 DOL experienced decreases in travel 

budgets for some OASAM regional 

OSH managers so more agency selfinspections of workplaces were 

conducted with monitoring by 

OASAM.

 The MSHA Office of Employee Safety 

and Health was merged with the 

Medical Review Unit.

 MSHA, the Office of Federal Contract 

Compliance Programs (OFCCP), the 

Office of Labor-Management 

Standards, and WHD increased the 

number of CDSOs.

 The OASAM National Office hired an 

industrial hygienist.

 OSHA assigned approximately 24 

regional employees to manage the 

implementation of the OSHA Safety & 

Health Management System (SHMS).

Employee Support 

DOL indicated that in FY 2011, an 

estimated 24,380 DOL training completions 

were reported on a variety of topical areas, 

including online combined COOP 

awareness/pandemic and seasonal influenza 

training, defensive driving, instructor-led 

hazardous waste operations and emergency 

response, electrical hazards/safe work 

practices, and emergency preparedness 

training. According to DOL, most 

subagencies provided some form of safety 

training for new employees using a variety 

of teaching strategies with more information 

available via video or online.

Certified Committee 

DOL reported that it has the Department of 

Labor Safety and Health Committee

(Departmental Level), National Office 

Committee (Establishment Level), and Field 

Safety and Health Committee (Regional 

Level).

Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

DOL indicated that several subagencies 

reported participating in FFSHCs: MSHA, 
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President’s Report

OSHA, OASAM, and WHD. It added that 

its agencies staffed with safety and health 

professionals, such as MSHA, OSHA, and 

OASAM, show greater levels of 

participation. The agencies reported that 

employees attended meetings, served as 

council members, and sometimes served as 

Chair for their local FFSHCs. DOL reported 

that its employees have provided technical 

expertise, support, and presentations. DOL 

also stated that it encourages staff 

participation in professional associations and 

involvement in safety and health seminars, 

forums, and other activities to promote 

learning and sharing of information. 

However, it indicated that it does not use 

social networking to support its internal 

OSH programs.

Ergonomic Safety Program

DOL reported that it recognizes ergonomic 

hazards through annual workplace 

inspections, employee reports, and tracking 

of injuries and illnesses. Ergonomic hazards 

are addressed through assessments, training, 

and guidance. It reported that its Office of 

Worker Safety and Health sponsors an 

Ergonomic Assistance Room, where 

adjustable seating and other types of 

workstation equipment are on display, and 

provides ergonomic assessments and 

guidance to DOL National Office 

employees; OASAM regional safety and 

health managers provide ergonomic 

assessments and guidance to DOL 

employees in their regions.

Psychosocial Risk Factors

It explained that it offers an array of services 

to minimize psychosocial risk factors that 

affect workers in their daily lives and assists 

them with balancing the demands of their 

work, personal, family lives. It detailed 

programs such as an EAP, Health and 

Wellness, Financial Support, Life Care,

Workplace Flexibilities, and Workplace 

Violence Prevention. It reported that it 

provides information on the EAP services 

through outreach and training; and provided 

training on various issues, such as stress 

management, time management, effective 

communication, diversity, and RTW. Most 

of its subagencies reported working closely 

with programs, such as DOL’s Central 

Office for Assistive Services and 

Technology, to provide equipment to 

accommodate employees with disabilities.

Telework

DOL reported that it administers its telework 

program in accordance with Public Law 

106-346, Public Law 111-292, and 

applicable statutes and regulations. DOL 

detailed its program as contained in its 

Departmental Personnel Regulation Chapter 

611 Telework, indicating that most 

subagencies have incorporated safety 

guidelines into their policies, such as the 

home-office self-inspection guidelines and 

checklist provided on LaborNet.

Occupational Exposure 

Limits

DOL indicated that OELs are primarily 

applicable to MSHA and OSHA. 

Furthermore, it is possible that some 

inspections conducted by WHD, the Office 

of Inspector General, and OFCCP would 

also place these employees in a situation at 

an inspection site where OELs would apply.

Accomplishments 

DOL reported that its FY 2011 

accomplishments included:

 Initiating the POWER Initiative.

 Conducting annual Department-wide 

safety and health inspections.

 Holding annual Safety Day events at 

its National and Regional Offices.
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President’s Report

 Developing Safety and Health Grams, 

and distributing them electronically 

nationwide to increase awareness of 

various safety and health issues and 

hazards.

 Providing monthly injury and illness 

statistics to its regions and agencies.

 Holding quarterly Field Federal Safety 

and Health Committee meetings.

 Introducing Crowd Manager training

at its National Office.

 Drafting four safety training modules 

for supervisor and manager safety 

training.

 Improving documentation of safety 

training by agencies.

Goals 

During FY 2012, DOL plans to:

 Reduce the TCR to 1.59 or less.

 Reduce the LTCR to 1.00 or less.

 Maintain a timely filing rate of CA-1’s 

and CA-2’s at 95% or higher.

 Reduce the LPDR rate to 26.2 or less.

 Increase the timely filing rate of CA7’s to 88% or higher.

 Increase the RTW rate after serious 

injury or illness to 85.1% or higher.
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President’s Report

Statistics 

Overall, the Department of the Navy’s

(Navy’s) employment rolls increased by

5,026 (2.6%) to 200,471 employees in FY 

2011. Its total injury and illness cases 

increased by 1% to 5,149 and its TCR 

decreased from 2.61 to 2.57 (1.5%). The 

Navy’s lost-time cases decreased by a single 

case to 2,667 and its LTCR decreased from

1.37 to 1.33 (2.9%). According to the Navy, 

there were three civilian fatalities during FY 

2011.

During the CBY, the Navy’s workers’ 

compensation costs increased by 1% to 

$236,471,479.

Separate from the Navy, the U.S. Marine 

Corps’ (USMC’s) employment rolls 

decreased by 266 (1.3%) to 19,774

employees in FY 2011. Its total injury and 

illness cases increased by 3.3% to 779 and 

its TCR increased from 3.76 to 3.94 (4.8%). 

The USMC’ lost-time cases decreased by

5% to 495 and its LTCR decreased from 2.6

to 2.5 (3.9%). According to the Corps, there 

were no civilian fatalities during FY 2011.

The USMC’s workers’ compensation costs 

decreased by 4.7% to $22,271,602 during 

the CBY.

Overseas Employees

According to the Navy, 5,707 civilians 

worked overseas in FY 2011, most of whom 

worked on Navy and USMC installations. 

The Navy added that all overseas employees 

are afforded the same level of oversight and 

protection, and must comply with the same 

Department OSH policies and programs as 

their stateside counterparts. The Navy 

reported that it provides requisite oversight 

for overseas OSH compliance.

OSH Initiatives 

Motor Vehicle

The Navy reported experiencing 124 civilian 

on-duty MVAs during FY 2011, adding that, 

for employees involved in MVAs, there was 

a 122% increase in the number of 

employees wearing seatbelts, while the 

percentage of employees who did not wear 

seatbelts declined 81% from FY 2010. The 

Navy added that in FY 2011 there was a 

28% decrease in motor-vehicle-related 

injuries, which may partially reflect 

improved driving behaviors such as wearing 

seatbelts. According to the Navy, it 

experienced one motor vehicle-related 

fatality involving a civilian security guard.

The Navy reported that its traffic safety 

policies clearly define requirements for 

seatbelt use and prohibition of hand-held 

cell phone use while driving on official duty 

and on Navy and USMC installations. The 

Navy and USMC conduct targeted driver 

safety campaigns and programs to increase 

seatbelt use and reduce distracted driving, 

which are reinforced through checkpoints 

and other law enforcement activities. The 

Navy explained that observational seatbelt 

surveys indicate Navy usage at 94% and 

USMC at 98%. According to the Navy, 

there were no civilian on-duty motor vehicle 

mishap reports indicating distracted driving 

as a cause of any mishap in either FY 2010 

or FY 2011.
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President’s Report

Integrating OSH & 

Emergency Response

The Navy acknowledged that safety is an 

essential emergency response priority, and 

that when COOP plans are developed, 

reviewed, exercised, or executed for an 

actual response, its safety staff provide 

critical input and guidance to emergency 

response program managers and incident 

commanders. It added that the Navy’s 

Commander, Navy Installations Command 

Fire and Emergency Services (F&ES) 

Program is also implementing a model first 

responder OSH and wellness program to 

reduce F&ES personnel injuries and 

illnesses. The Navy identified the webbased Navy Family Accountability and 

Assessment System as an aid to determine

the status of employees and family members 

during emergency events.

Agency Specific OSH 

Resources 

The Navy stated that its OSH manpower 

increased collectively by 1.45% in FY 2011. 

Currently, the Department cannot determine

whether this increase improved its OSH 

performance.

Employee Support 

According to the Navy, it provides extensive 

OSH training opportunities for all personnel. 

It indicated that training for non-supervisory 

personnel includes process-specific safety 

and health training appropriate to the work 

performed by the employee and specialized 

to the individual's worksite. It also noted 

that regions or activities provide training to 

all new personnel as close to the time of

assuming their responsibilities as possible.

Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

Both the Navy and the USMC strongly 

encourage membership and participation in 

FFSHCs and meetings, which vary from 

location to location and in level of 

involvement, with nearly half of major 

command OSH personnel represented or 

participating in FFSHCs nationwide to some 

extent.

In addition to the Navy using Twitter, it 

indicated that both the Navy and the USMC 

safety programs use Facebook to 

communicate safety and health messaging in 

real time.

Ergonomic Safety Program

The Navy reported that it focuses on 

ergonomics as a significant emphasis area, 

adding that both services’ policies address 

responsibilities, workplace inspections, 

evaluations, engineering controls, training, 

physical risk factors, ergonomics 

considerations for shift workers, and 

computer workstation checklists. It added 

that policy is supported by numerous 

ergonomics-related programs and initiatives.

Psychosocial Risk Factors

The Navy reported that psychosocial risk 

factors, including workplace stress, violence 

and harassment, are dealt with under the 

purview of Human Relations, EEO, and/or 

Security, depending on the local 

organization. All personnel are briefed 

regarding the availability of EAP resources, 

and these resources are available to all 

personnel.
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President’s Report

Telework

Both the Navy and the USMC reported 

supporting civilian teleworking.

Occupational Exposure 

Limits

The Navy stated that it has a policy that 

provides for the establishment of Navydeveloped standards in the absence of an 

OSHA PEL, but indicated that it has not 

developed any Department-approved OELs.

Accomplishments 

In FY 2011, the Navy reported that both 

services focused on 15 emphasis areas, with 

a total of 80 individual initiatives, of which 

63% are either fully complete, near 

complete, or in fully functioning status with 

efforts ongoing. The Navy reported these 

accomplishments as falling within several 

categories, including ergonomics; fall 

protection; noise control/hearing 

conservation; PPE; safety in acquisition;

emergency and information management 

systems; mishap prevention and hazard 

abatement; emerging technology and energy 

initiatives; leadership and management;

occupational health and industrial hygiene;

and OSH staffing. Accomplishments

include:

 Implemented abatement projects and 

ergonomics site assessments with 

abatement options.

 Published a guidance document.

 Performed ergonomics assessments of 

industrial work, providing alternatives 

to abate risk factors.

 Partnered with the DoD Ergonomics 

Work Group to develop processes and 

abatement alternatives, and published 

news items, such as the work group’s 

ErgoNews.

 Provided seven training sessions of 

Navy Ergonomics Program course.

 Presented at conferences, such as the 

Navy Occupational Safety and Health 

Professional Development Conference, 

Rotary-Wing Aircraft Seating Forum.

 Provided specialty training to SeaBees 

on ergonomics in construction.

 Received DoD EWG Best Practice 

Award for Navy: Anchored 

Ladder/Watertight Fixture Repair.

 Integrated fall protection requirements 

into all Navy acquisition project 

designs, including the completed 

revision of Final Navy Fall Protection 

Guide for Ashore Facilities.

 Integrated mathematical noise control 

models into all existing and future ship 

design.

Goals 

The Navy expressed that its FY 2012 

enterprise-wide goals included the 

development and implementation of an 

overarching Department of the Navy Risk 

Management Information System;

promulgation of overarching Secretary of 

the Navy Safety Program policy that reflects 

a program more focused on process, data,

and safety management systems; and 

continuation of FY 2011 initiatives, with an 

additional 13 initiatives added under the 

established emphasis areas.
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President’s Report

Statistics 

The Department of State’s employment rolls 

increased by 2,788 (7.6%) to 39,550

employees in FY 2011. Its total injury and 

illness cases increased by 7% to 399 and its 

TCR remained UNCHANGED at 1.01. 

State’s lost-time cases increased by 5.3% to 

180 and its LTCR decreased from 0.47 to 

0.46 (2.1%). According to State, there were

three civilian fatalities during FY 2011.

State’s workers’ compensation costs 

increased by 12% to $7,816,746 during the 

CBY.

Overseas Employees

During FY 2011, State reported that it had a 

total of 53,423 overseas employees, 

including Foreign Service, civil service, and 

locally employed staff. Most, if not all,

OCONUS employees were physically 

located at a facility, such as an embassy or 

consulate. In addition to covering all such 

facilities, State’s safety and health program 

also focuses on all work activities conducted 

remotely and all residences provided for 

employees.

OSH Initiatives 

Motor Vehicle

According to State, its employees were 

involved in 354 MVAs worldwide, a 

decrease of 0.84% from FY 2010. It added 

that of these, 52 resulted in personal injuries,

and that all the MVAs resulting in injuries 

occurred overseas. State reported that it 

requires all of its employees to wear 

seatbelts. State’s domestic Fleet 

Management Office reinforces seatbelt use 

by use of stickers in the vehicles and/or 

verbally when vehicles are signed out, and 

communicates the use of seatbelts to 

remotely located vehicle custodians as part 

of regular motor vehicle safety tips. 

Internationally, State reported that its 

Diplomatic Security Fleet Standard 

Operation Procedures and Motor Vehicle 

Safety Management Program (MVSMP) 

specifically require the use of seatbelts by 

all drivers, and for overseas posts mandates 

the use of seatbelts in all official vehicles by 

all occupants and all personal vehicles being 

used for official business; at overseas posts 

with event data recorders, drivers and 

passengers are subject to progressive 

discipline if observed not wearing seatbelts.

Regarding distracted driving, State reported 

that its policy has been distributed 

electronically to all employees through the 

use of Department Notices. It added that 

new employee orientation training includes 

information about the policy and provides 

answers to frequently asked questions; 

procedures are in place defining disciplinary 

measures to be taken against individuals 

who violate internal policies; and 

appropriate compliance measures are 

incorporated into all new contracts, grants,

and cooperative agreements. It reported that 

its overseas MVSMP incorporates EO

13513, but has long exceeded this basic 

texting ban by banning (1) all hand-held cell 

phone use, and (2) nearly all hands-free-use 

– an exception allows for true hands free 

devices to be used in an emergency.
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President’s Report

Integrating OSH & 

Emergency Response

State reported that its Office of Emergency 

Management and Domestic Environmental 

and Safety Division collaborated on its

domestic emergency preparedness program. 

State noted that DESD is involved in the 

review and approval of the Department’s 

emergency action plan, as well as the 

proposed templates used to create bureau 

and facility EAPs. Additionally, it reported 

that DESD’s lead industrial hygienist is the 

designated safety officer on its domestic 

incident management team.

State reported that the primary focus of its 

efforts overseas is to assist posts in returning 

to a functional and productive status as soon 

as possible after natural disasters or terrorist 

events. State noted that the COOP plan 

element seeks to assure that its OBO can 

remain functional so that critical support to 

posts is not interrupted, and delineated the 

plan’s three objectives: to help ensure safety 

of personnel; reduce impact of an 

emergency on resources, facilities, and 

mission; and facilitate continuation of 

critical functions. According to State, its 

OBO plan is linked to the Domestic 

Emergency Action Plan.

Agency Specific OSH 

Resources 

It reported that its significant OSH changes 

were an increase in its overseas 

DriveCamTM event data recorder program 

for controlling MVAs overseas, as well as 

additional funding for OSH personnel to 

attend regional safety and health training.

Employee Support 

According to State, it offered over 35 

different OSH training courses directed 

toward its domestic and overseas personnel, 

existing and new hires, management and 

staff personnel, and contractors. State 

reported that its training efforts extend to 

professional development for internal safety 

and health staff, many of whom are certified 

industrial hygienists and/or certified safety 

professionals.

Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

State reported that its OSH staffs participate 

in the MWFSHC meetings, and its personnel 

participated in two FACOSH 

subcommittees. It reported that it does not 

use social networking sites to promote 

workplace safety and health.

Ergonomic Safety Program

According to State, its ergonomics program 

is designed to assist supervisors and 

employees in recognizing and addressing 

ergonomic hazards by providing web-based 

ergonomic assessment tools and training, 

performing workplace evaluations, 

incorporating ergonomic consideration in 

facility designs and renovations, and 

identifying and providing solutions to 

ergonomic exposures and hazards.

Psychosocial Risk Factors 

State reported that its Human Resource and 

Medical Mental Health Services

organizations handle psychosocial risk 

factors, adding that its OSH offices support 

these efforts upon request via workplace 

evaluations and incident investigations.

Telework

State reported that it provides guidance 

regarding telework options through its 

Office of Employee Relations, Bureau of 

Human Resources.
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President’s Report

Occupational Exposure 

Limits

State reported that it uses OSHA PELs for 

occupational exposure to chemicals, unless 

there is an ACGIH TLV that is lower than 

the PEL, in which case, the TLV becomes 

its exposure standard. It added that if 

neither a PEL nor a TLV exists, then it uses 

the NIOSH REL.

Accomplishments 

State’s FY 2011 key accomplishments 

include:

 Improving the implementation of cell 

phone use policy by 94%, compared to 

87% in FY 2010.

 Completing an exposure/hazard 

assessment of a domestic classified 

waste destruction area.

 Recertifying its Kentucky Consular 

Center as an OSHA VPP Star Facility.

 Upgrading the fall protection system

(FPS) at Headquarters, to include 

design of special carts to transport 

portable FPSs that can be deployed to 

any rooftop building location.

 Developing a new electric safety 

program, and initiating new electrical 

safety training.

 Conducting safety, health, and 

environmental assessments at 71 

overseas posts.

 Completing the final production 

version of its electronic Mishap 

Reporting System for overseas posts.

 Accomplishing design reviews and 

abating 25 design deficiencies for new 

overseas construction and renovation

projects.

Goals 

State reported that, in FY 2012, it will:

 Develop a comprehensive Health and 

Safety Training Program for domestic 

facilities personnel.

 Finalize its domestic electrical safety 

program.

 Finalize a domestic environmental 

safety and health services contract.

 Continue expanding Smith System 

driver training and DriveCamTM to 

additional overseas posts; and install 

and implement the DriveCamTM event 

data recorder system at two additional 

overseas posts with the highest number 

of motor vehicle fatalities.

 Train at least 2,500 overseas personnel 

in occupational and residential safety 

and health.

 Roll out its electronic mishap reporting 

system to 50 additional overseas posts.
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President’s Report

Statistics 

The Department of Transportation’s

employment rolls increased by 169 (0.3%)

to 57,988 employees in FY 2011. Its total 

injury and illness cases decreased by 1.1%

to 900; and its TCR decreased from 1.57 to

1.55 (1.3%). DOT’s lost-time cases 

decreased by 10.2% to 491; and its LTCR 

decreased from 0.95 to 0.85 (10.5%). 

According to DOT, there were no civilian 

fatalities during FY 2011.

DOT’s workers’ compensation costs 

decreased by 0.2% to $97,457,192 during 

the CBY.

Overseas Employees

DOT reported that it had 73 employees 

OCONUS, of which 88% were from the 

FAA. It stated that all employees work with 

embassies or consulates, explaining that

employees receive OSH briefings prior to 

deployment.

OSH Initiatives 

Motor Vehicle

According to DOT, it experienced 41 

employee work-related injuries due to

MVAs in FY 2011, compared to 34 in FY 

2010. According to DOT, it mandates the 

use of seatbelts, and its annual seatbelt 

survey at its headquarters demonstrated a 

usage rate of 90%. Regarding distracted 

driving, DOT reported that, in support of 

EOs 13043 and 13513, it has issued internal 

orders prohibiting texting and using 

electronic equipment while driving any 

vehicle. It also stated that it had hosted 

several forums and demonstrations to show 

the consequences of distracted driving.

Integrating OSH & Emergency 

Response 

According to DOT, OSH is an essential 

function of its COOP plan. It added that its 

subagencies have safety as essential 

functions, and the safety and health of DOT 

employees is integral to sustaining the 

nation’s transportation systems during a 

crisis.

Agency Specific OSH 

Resources 

Overall, in FY 2011 DOT reported a 

reduction in resources, causing some 

activities to be delayed and priorities shifted. 

It reported that its overall OSH budget 

experienced a net decrease of over $7 

million, primarily reflected in a $10 million 

reduction in FAA air traffic control tower 

upgrades. However, it dedicated additional 

resources to complete a Department-wide 

OSH program evaluation.

Employee Support 

According to DOT, its Time for Safety

campaign, a new training program designed 

to better educate and prepare its workforce, 

reached 2,450 headquarters employees 

through over 70 safety briefings. DOT 

added that the campaign involved all of its 

subagencies and regional field offices, and 

that 3,832 headquarters employees 

completed a newly developed computerbased safety orientation training module. In 

addition, it stated that the FAA and the 

Federal Railroad Administration (FRA) 

established additional computer-based 
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President’s Report

training portals that go beyond the one 

shared across DOT.

Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

DOT reported that its OSH managers 

participate in local and regional emergency 

preparedness work groups, OSH committees 

and attend annual professional development 

conferences. According to DOT, it and its 

subagencies use in-house and other 

electronic social media platforms, such as 

Facebook and YouTube, to promote 

employee safety and health, and 

transportation safety efforts; to publicize the 

dangers of distracted driving; and to 

announce new safety policy statements

across the Department.

Ergonomic Safety Program

DOT reported that it has a decentralized 

approach to office ergonomics issues and 

that its subagencies conduct assessments and 

assist employees with ergonomic issues. 

DOT added that its OSH professionals 

conducted over 100 ergonomic workstation 

assessments at FAA Headquarters in FY 

2011.

Psychosocial Risk Factors

According to the DOT, its employees have 

access to an EAP, and some subagencies use 

mandatory training regarding wellness, 

workplace violence, and stress.

Telework

DOT reported that all of its subagencies 

allow telework and flexible work schedules.

Occupational Exposure 

Limits

Since most DOT employees work in 

controlled office environments, DOT

reported that it has not developed custom 

OELs for workplace chemical hazards. 

Rather, DOT stated that it uses OSHA PELs 

as minimum regulatory standards. Some 

DOT employees work outdoors in more 

hazardous environments. Therefore, more 

stringent standards could be used that offer a 

better level of protection for those 

employees.

Accomplishments 

According to DOT, FY 2011 was an 

outstanding year for its safety and health 

efforts, indicating that it devoted more effort 

to safety, with a greater emphasis on training 

employees for emergency preparedness and 

workplace safety. Among its major 

accomplishments, it reported several 

Department-wide and subagency activities:

 The Time for Safety campaign, which 

encompassed training of senior 

officials, safety briefings for 

employees and contractors, practice 

evacuation drills, and recruitment of 

emergency wardens.

 The first ever DOT-wide safety and 

health program evaluation, which 

created a customized evaluation tool, 

and provided each subagency with a 

summary report of findings.

 FRA continued its evaluation of the 

safety and health risks of its field 

inspectors.

 FAA trained 28,402 air traffic control 

employees, held the first air traffic 

safety day, and completed inspections 

of 100% of all manned workplaces and 

97% of unmanned facilities. Hazard 

abatement compliance was 88%.
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President’s Report

 FAA’s aviation safety operations 

developed a strategic safety plan that 

included establishment of field safety 

committees, and safety training for all 

personnel.

 FAA trained over 7,000 volunteer 

responders in 106 facilities in its 

public access AED programs.

 The St. Lawrence Seaway 

Development Corporation (SLSDC) 

completed a state-of-the-art training 

program in OSHA’s crane standard, 

scaffolding certification, and 

horizontal lifeline systems.

Goals 

DOT reported that its FY 2012 goals will 

focus on strengthening its OSH program, 

with specific goals including:

 Developing annual OSH goals, other 

than those issued through the POWER 

Initiative.

 Developing an implementation plan 

for achieving annual safety and health 

goals.

Among reported subagency goals:

 FAA’s air traffic organization will 

focus on increasing communication, 

taking ownership of safety, improving 

budget processes, and expanding 

collaboration between management 

and labor.

 SLSDC will hire an additional safety 

officer.

 The Federal Highway Administration 

will further reduce injury and illness 

cases while increasing employee 

awareness of safety issues.

 The FRA will establish a computerbased training records database.
Page 106 

President’s Report

Statistics 

The Department of Treasury’s (Treasury’s)

employment rolls increased by 1,858 (1.6%)

to 118,233 employees in FY 2011. Its total 

injury and illness cases decreased by 8.9%

to 1,222; and its TCR decreased from 1.15

to 1.03 (10.4%). The Treasury’s lost-time

cases decreased by 4.1% to 758; and its 

LTCR decreased from 0.68 to 0.64 (5.9%). 

According to the Treasury, there were no

civilian fatalities during FY 2011.

The Treasury’s workers’ compensation costs 

increased by 2.8% to $54,377,230 during 

the CBY.

Overseas Employees

Treasury reported that it had 69 employees 

stationed overseas in FY 2011, all stationed 

at embassies and military installations where 

they were covered under either State (60

employees) or DoD (9 employees) safety 

and health programs.

OSH Initiatives 

Motor Vehicle

According to the Treasury, the number of 

MVAs increased by 19% from FY 2010 to 

FY 2011. Furthermore, it noted a 49% 

decrease from FY 2009 to FY 2010, 

reporting an overall 40% decrease in MVAs

from FY 2009 to FY 2011.

According to the Treasury, it is in 

compliance with EOs 13513 and 13043 in 

that it prohibits the use of all electronic 

devices while driving, requires all 

employees to wear seatbelts when operating 

or riding in any vehicle used for government 

business, and requires employee driving 

safety training.

Integrating OSH &

Emergency Response

According to the Treasury, it incorporates 

OSH considerations into the many facets of 

emergency response planning. For example:

 It completed a number of emergency 

preparedness projects at the 

Department and bureau levels.

 Its Treasury Safety and Health Council

coordinated and implemented a 

Department-wide data call for detailed 

information on Treasury’s health units.

 Treasury Headquarters - Office of 

Environment, Health and Safety 

developed, and the Office of 

Emergency Programs provided, a 

report detailing the Department’s 

health unit locations, contact 

information, and staff resources. The 

data and locational information was 

entered into the Treasury’s Emergency 

Preparedness E-TEAM data base and 

global information system, thereby 

streamlining communications and 

maximizing medical support resources 

nationwide.

Agency Specific OSH 

Resources 

Treasury reported that its OSH budget was 

consistent with that of FY 2010.

Employee Support 

Treasury stated that it provides OSH training 

for safety staff, CDSOs, and general duty 

staff, and participates in a variety of 

comprehensive environment, health, and 
Page 107 

President’s Report

safety training programs. It added that 

employees who work with, or in the vicinity 

of, hazards, are provided specialized tradespecific OSH training, the frequency of 

which varies in accordance with regulatory 

requirements and standard industry best 

practices.

Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

According to the Treasury, it continued to 

support involvement in FFSHCs to 

supplement the work of the Treasury Safety 

and Health Council, and that several 

Departmental offices and bureaus were

involved in the MWFSHC.

Ergonomic Safety Program

According to the Treasury, it recognizes the 

value that ergonomic programs and 

evaluations can provide in the mitigation of 

MSDs. Treasury indicated that its

Departmental offices and bureaus maintain 

ergonomic programs that provide ergonomic 

assessments and resources to employees; 

staff experiencing ergonomic related 

discomfort or medical issues can request 

ergonomic evaluations and are provided 

reasonable accommodations, as appropriate.

Psychosocial Risk Factors

The Treasury reported that its OHR and 

EEO Office are the primary resources and 

support in terms of work adjustments related 

to cases involving psychosocial risk factors.

Telework

The Treasury reported that it has 

implemented a telework policy that allows 

employees to work remotely from settings 

other than their primary duty stations.

Occupational Exposure 

Limits

Treasury reported that it uses OSHA PELs, 

NIOSH RELs, and ACGIH TLVs in 

determining OELs for the use of hazardous 

chemicals in the workplace.

Accomplishments 

According to the Treasury, it was the only 

Executive Branch Department to achieve the 

POWER Initiative’s six metric based goals.

Goals 

Treasury reported that, during FY 2012, it 

plans to:

 Surpass the established POWER 

Initiative goals by instituting stretch 

goals in these tracked metric areas.

 Implement Treasury safety and health 

sub-committees and task forces to 

address traumatic injuries, as well as 

slips, trips, and falls.

 Update the current SHIMS system in 

anticipation that the new tool will 

provide for higher-level data analysis 

and reporting capabilities, allowing for 

more thorough data trending.

 Work at identifying and establishing 

standards for Treasury-specific safety 

programs and practices in the areas of 

ergonomics, compliance assurance, 

and OSH training.

 Focus on identifying and consolidating 

standard program requirements for 

application throughout the Treasury.

 Ensure its OSH programs and practices 

become more consistent throughout 

the Treasury.

 Track the number of MVAs and, if the 

recent upward trend continues, further 

evaluate driving safety.
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President’s Report

Statistics 

The Department of Veterans Affairs’

employment rolls increased by 10,243 

(3.4%) to 314,802 employees in FY 2011. 

Its total injury and illness cases decreased

by 3.1% to 11,038; and its TCR decreased

from 3.74 to 3.51 (6.2%). The VA lost-time

cases decreased by 0.7% to 5,143; and its 

LTCR decreased from 1.7 to 1.63 (4.1%). 

According to the VA, there were three

civilian fatalities during FY 2011.

The VA’s workers’ compensation costs 

increased by 2.2% to $186,254,136 during 

the CBY.

Overseas Employees

The VA reported that it had 46 civilian 

employees stationed OCONUS, and that 

they all received OSH education and 

training prior to deployment.

OSH Initiatives 

Motor Vehicle

The VA reported that it experienced an 

estimated 10% increase in the overall size of 

the VA-owned and GSA-leased fleet. It 

stated that, during FY 2011, its employees 

were involved in 342 MVAs, a decrease of 

27.2% from the 470 reported in FY 2010. 

According to the VA, using seatbelts is 

mandatory while on official business; the 

requirement to use seatbelts is also being 

expanded to cover the operation of powered

industrial vehicles, such as industrial lift 

trucks and low-speed electric vehicles. 

Anyone operating heavy construction 

equipment equipped with seatbelts must use 

them.

Integrating OSH &

Emergency Response

According to the VA, its COOP readiness is 

ensured by a continuum of national-level 

exercises and subagency-level training, 

exercises, and activations. The Veterans 

Administration Integrated Operations Center 

serves as the 24/7 point of contact for all 

operations, security, and emergency 

preparedness concerns. The VA Emergency 

Preparedness Team, comprised of 

representatives from the Under Secretaries, 

Assistant Secretaries, and other key 

officials, meets weekly to discuss current 

events and their effect on the VA.

The Veterans Health Administration

reported that it provided training to medical 

center personnel, including FEMA-certified 

first receivers’ decontamination train-thetrainer course and OSHA-mandated first 

responder awareness and operations-level 

training. In addition, VHA indicated that it 

allocated $677,000 to medical centers for 

the purchase of decontamination systems, 

PPE, and response team supplies in support 

of first receiver decontamination program 

activities.

The National Cemetery Administration 

(NCA) reported that its Emergency 

Preparedness Plan (EPP) includes the 

following OSH elements: hazardous 

substance response, disease/epidemic 

response, fire prevention plan, emergency 

action plan, workplace violence incidents,

and interment operations during natural 

disasters.

The Veterans Benefits Administration 

(VBA) reported that all of its EPPs and 
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President’s Report

exercises are completed and thoroughly 

coordinated with a myriad of other agencies, 

including: DHS, GSA, Federal Protective 

Service, Internal Revenue Service, USMS, 

federal courts, state and national Veterans 

Service Organizations, and commercial 

contractors. VBA added that all employees, 

service representatives, and staff are 

provided a “pocket size” evacuation plan 

and emergency assistance phone listing to 

make each more knowledgeable and better 

prepared in the event of an actual 

emergency.

Agency Specific OSH 

Resources 

The VA reported that the Administrations 

under the VA umbrella manage their own 

resources.

Employee Support 

The VA reported that its Talent 

Management System provides web-based 

OSH training to existing VA employees and 

new hires. Its Administrations and staff 

offices provide detailed, specific training to 

employees and contractors and assess the 

impacts and effectiveness of the training. 

VHA’s Employee Education System 

supports site-based training via satellite 

broadcast, specialized web-based initiatives, 

independent study programs, workshops, 

and lectures to emphasize employee skill 

and understanding in hazard recognition, 

standard procedures, best practices, and 

emerging issues. The NCA uses various 

training methods, based on the audience, to 

provide OSH training to its employees.

Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

According to the VA, its DASHO is a 

management representative to FACOSH,

and it distributes pertinent FACOSH 

meeting information Department-wide. It 

also reported that VHA safety and health 

professionals currently chair three active 

FFSHCs.

Ergonomic Safety Program

The VA reported that it follows OSHA’s 

voluntary guidelines to reduce and prevent 

workplace MSDs.

Psychosocial Risk Factors

The VA reported that it provides a 

workplace violence prevention program, 

including workplace violence risk 

assessments; and employee education and 

training on ways to protect employees, 

veterans, and visitors from violence-based 

injuries.

Telework

The VA reported that it implemented a 

telework program.

Occupational Exposure 

Limits

According to the VA, all of its 

Administrations use OSHA PELs, and 

ACGIH TLVs.

Accomplishments 

The VA contracted with the NSC to conduct 

a first-ever All Employee Safety Perception 

Survey. The VA stated that the survey 

focused on employees’ perceptions of safety 

practices and concerns about the workplace; 
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President’s Report

the survey established reliable leading 

indicators and baseline benchmarks. In 

addition, the VA reported that action plans 

have been implemented to address the 

lower-scoring components, and progress is 

being tracked through VA Safety Steering 

Committee. It also reported conducting 

annual workplace evaluations at all VHA 

facilities and identifying and abating 

deficiencies (along with evaluations of 

safety and health compliance programs). It 

reported that the NCA revised and published

an OSH Directive.

Goals 

As a Department, the VA reported that,

during FY 2012, it plans to improve and 

enhance existing safety program 

management by launching a Safety 

Awareness Campaign. It indicated that the 

VA Safety Steering Committee will monitor

its Administrations’ proposed FY 2012 

goals:

 The VHA will charter a VHA Central 

Office Safety and Health Leadership 

Committee to enhance program 

development, data collection, and 

technical assistance.

 The NCA will complete a series of 

OSH handbooks and develop an OSH 

Awareness Program.
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President’s Report

Statistics 

The Environmental Protection Agency’s 

employment rolls decreased by 95 (0.5%) to 

18,740 employees in FY 2011. Its total 

injury and illness cases increased by 1% to 

116; and its TCR increased from 0.61 to 

0.62 (1.6%). The EPA’s lost-time cases 

decreased by 19% to 51; and its LTCR 

decreased from 0.33 to 0.27 (18.2%). 

According to the EPA, there were no 

civilian fatalities during FY 201.

EPA’s workers’ compensation costs 

increased by 2% to $4,298,094 during the 

CBY.

Overseas Employees

According to EPA, in FY 2011, 116 

employees traveled abroad to attend 

conferences or offer technical assistance to 

foreign programs, with four employees 

residing on State posts. EPA reported that it 

provided immunizations, advised employees 

to review travel warnings, provided contact 

information for the local embassies, and 

distributed information from the WHO and 

the CDC.

OSH Initiatives 

Motor Vehicle

EPA indicated a 31% decrease in the 

number of MVAs occurring between FY 

2010 and FY 2011, dropping from 54 to 37 

incidents. EPA reported all that of the 

employees involved were wearing seatbelts, 

and none of the MVAs were attributed to 

distracted driving, which EPA indicated is a 

testament to its commitment to support EOs 

13043 and 13513. EPA stated that it

highlights both requirements in its Motor 

Vehicle Operator Responsibilities Form and 

Motor Vehicle Safety Program Guideline, 

the latter of which will be finalized in FY 

2012, adding that EPA locations routinely 

remind employees about the requirements of 

both EOs. In addition, it indicated that 440 

employees were provided online NSC driver 

safety training in FY 2011.

Integrating OSH & 

Emergency Response

According to EPA, its local Safety, Health 

and Environmental Management Program

managers ensure that OSH programs are 

established to protect its emergency 

responders; each EPA region has a health 

and safety program contact who serves as a 

liaison between emergency responders and 

SHEMP managers. EPA added that its OSH 

workgroup wrote EPA’s Emergency 

Responder Health and Safety Manual; 

obtained respirators certified for use in 

chemical, biological, radiological, and 

nuclear environments; continued working on 

developing a standardized respirator fit 

testing protocol and a fatigue management 

program; and released Guidelines for 

Personal Protective Equipment Ensemble 

Selection. According to EPA, its Medical 

Countermeasure Workgroup outlined option 

plans for establishing pre-event antibiotic 

prescriptions and caches for missionessential personnel.

According to EPA, it understands the 

importance of preparing employees for 

emergencies that could occur at an EPA 

facility and noted that its SHEMP managers 

are typically involved with disaster 

preparedness activities. It also reported that 
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President’s Report

its locations maintain OEPs and COOP 

plans, and that it addressed pandemic 

influenza preparedness in the 2009 Interim 

Final Pandemic Guidance, which includes a 

section on workplace safety and health 

considerations. EPA indicated that SHEMP 

managers are key players in the emergency 

and disaster readiness planning process, and 

that it identifies safety and health as an 

essential function that must be addressed 

upon COOP activation.

Agency Specific OSH 

Resources 

In FY 2011, EPA indicated that while 58% 

of its locations reported no change in OSH 

resources, 24% reported an increase, and 

18% reported a decrease in OSH resources.

EPA specifically reported that one location 

received funds to upgrade its toxic, 

combustible, and ventilation alarm system, 

and eight locations gained additional OSH 

staffing support, either through new hires or 

staffing redistributions. It contrasted this 

with two locations that lost staff members 

who had been providing OSH support, one 

location that was forced to reduce contract 

support at its health unit and fitness center, 

and other locations that reported a lack of 

travel funds. EPA added that it began 

coordinating and streamlining audit 

schedules between multiple divisions to 

more effectively leverage resources.

Employee Support 

EPA stated that many of its working 

locations provide OSH training to 

contractors and volunteers on OSH topics 

such as OEPs, chemical hygiene, and 

hazardous waste management. It 

emphasized that, in January 2011, it released 

its revised OSH training policy and 

implementation requirements. According to 

EPA, these new policies clarified that:

 All employees, regardless of position, 

must receive safety and health training 

within the first three months of 

employment,

 Supervisors and SHEMP managers 

must collaborate to ensure that 

employees receive other job-specific 

OSH training, and

 The on-the-job hazards dictate the 

specific set of OSH courses that an 

employee must take.

Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

According to EPA, in FY 2011,

representatives from 14 of the 21 EPA 

locations participated in council activities; it 

also indicated that about 84% of EPA 

locations encouraged their OSH personnel to 

participate in other professional safety and 

health development opportunities. 

Currently, it reported that it does not use 

social media to promote workplace safety 

and health.

Ergonomics Safety Program

EPA reported that many of its locations 

perform ergonomic assessments to identify 

existing ergonomic hazards in the 

workplace. Additionally, to prevent 

problems, EPA reported that it has replaced 

older office equipment, and that it trains 

employees on the proper use of equipment 

and furniture. According to EPA, 1,293 

employees were offered ergonomics 

training.

Psychosocial Risk Factors

EPA reported that, during FY 2011 it 

changed the way work is organized;

redesigned work areas; offered confidential 
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President’s Report

counseling to employees; established 

conflict resolution procedures; modified 

working time/schedule arrangements; and 

provided psychosocial risk-specific training 

to employees. It reported that it documented 

incidents involving potential workplace 

violence, bullying, and harassment, and took

action to address and defuse situations, by 

providing counseling, relocating employees, 

assisting with conflict resolution, or taking 

disciplinary action.

Telework

According to EPA, its flexiplace policy

requires teleworking employees to comply 

with appropriate health and safety 

regulations, and complete an Employee SelfCertification Safety Checklist. It added that

its policy includes a section on workers’ 

compensation.

Occupational Exposure 

Limits

EPA identified that it uses a variety of 

OELs, including OSHA PELs, NIOSH 

RELs, and ACGIH TLVs. It added that it 

uses one-half of the most conservative 

applicable regulation or standard to 

determine an acceptable OEL and that if an 

agent does not have an OEL, it relies on 

SHEMP managers’ professional judgment to 

determine whether the potential for harmful 

exposure exists.

Accomplishments 

Among the many OSH-related 

accomplishments it reported for FY 2011, 

EPA reported that it:

 Reduced MVAs, and its LTCR and 

LPDR.

 Strengthened its OSH training 

program.

 Took action to protect its emergency 

responders; prepare for emergencies 

and disasters; and strengthen policies 

that address workplace violence, 

including bullying, and harassment.

 Supported agency-wide SHMS 

implementation by developing a 12-

step implementation plan, providing 

SHMS implementation guidance, and 

completing the SHMS Agency-wide 

Hazard Risk Assessment Results 

Evaluation Report.

 Implemented an agency-wide fitness 

challenge, and formed a workgroup to 

identify minimum health and wellness 

components and best practices that all 

EPA locations should offer.

 Completed facility-based selfassessments for all locations.

 Updated its Diving Safety Manual, 

released implementation guidance for 

its occupational medical surveillance 

program, and finalized its Dilute 

Solution Hygiene Plan to address new 

detection capabilities for dilute 

solutions of chemical warfare agents.

Goals 

EPA identified the following as its major 

goals for FY 2012 and beyond:

 Meet targets assigned under the 

POWER Initiative.

 Implement an agency-wide SHMS.

 Standardize health and wellness 

programs.

 Continue conducting SHEM 

evaluations and address audit findings.

 Revise EPA Order 1440.1, defining the 

scope and authority of its SHEMP.

 Revise and reissue its psychosocial 

risk policy to include bullying, and 

separate but specific anti-harassment 

procedures.

 Ensure all employees enrolled in its

occupational medical surveillance 

program warrant inclusion.
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President’s Report

 Reduce the impact of workers’ 

compensation claims on the agency.

 Strengthen job requirements and 

qualifications for OSH personnel.

 Establish an agency-wide database to 

track employees’ OSH training 

requirements and medical readiness 

data.

 Address emerging hazards.
Page 115 

President’s Report

Statistics 

The General Services Administration’s

employment rolls decreased by 7 (0.1%) to 

12,820 employees in FY 2011. Its total 

injury and illness cases decreased by 20.7%

to 111; and its TCR decreased from 1.09 to 

0.87 (20.2 %). GSA’s lost-time cases 

decreased by 22.5% to 62; and its LTCR 

decreased from 0.62 to 0.48 (22.6%). 

According to GSA, there were no civilian 

fatalities during FY 2011.

GSA’s workers’ compensation costs 

increased by 0.2% to $13,703,101 during 

the CBY.

Overseas Employees

According to GSA, it had 18 employees 

working OCONUS during FY 2011, and 

indicated these deployed employees were 

given appropriate medical examinations and 

vaccinations. It reported that it ensures the

OSH of its overseas employees through its 

online university, and safety offices of host 

agencies, such as the DoD.

OSH Initiatives 

Motor Vehicle

According to GSA, it experienced 97 MVAs

in FY 2011, a 5.8% decrease from 103 in 

FY 2010. In FY 2011, three MVAs resulted 

in personal injury, a decrease from five in 

FY 2010.

GSA reported that it continued to offer a 

four-hour online defensive driving course 

based on training created by the NSC. GSA 

stated that it requires and promotes seatbelt 

use and prohibits texting while driving.

Integrating OSH & 

Emergency Response

GSA reported that, organizationally, it has 

aligned OSH and emergency management

functions in the same divisions, both at 

headquarters and in the regions, thereby 

facilitating cross-communication and 

ensuring OSH considerations are included in 

emergency planning and operations.

GSA provided examples, including:

 At the building level, GSA maintains

Fire Prevention Plans and OEPs, and 

conducts appropriate 

communication/training and drills for 

all building occupants.

 According to GSA, its regional safety 

and health offices are an integral part 

of its COOP plans, indicating that its 

safety, health, and fire protection 

specialists report to COOP sites to 

provide technical expertise to Senior 

Executive Response Teams.

 According to GSA, it is the 

primary/coordinating agency 

supporting FEMA in the Logistics 

Management and Resource Emergency 

Support Function #7. It indicated that 

its employees who deploy during 

disasters are provided site-specific 

safety and health training by FEMA.

Agency Specific OSH 

Resources 

GSA reported a regional loss of OSH 

personnel in FY 2011: six regions were

authorized approximately one OSH FTE; 

two have more than one FTE; two have less 

than one FTE; and one region has no OSH 
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President’s Report

staff. It also indicated that industrial 

hygiene positions in the regions have 

declined as well, leaving several regions 

without in-house OSH resources. It added 

that its headquarters’ OSH function 

identified the need for a national industrial 

hygiene position as a staffing priority. To 

compensate for these gaps, it reported that 

its regional offices have used the services of 

FOH.

Employee Support 

GSA reported that its OSH training 

responsibility is decentralized and resides 

with each region, further indicating that its

NCR services GSA Headquarters 

employees. It stated that, in addition to the 

four GSA Online University courses offered 

to employees, it offers other online OSHrelated courses, such as IAQ; pandemic 

influenza; mold management; OEPs; Federal 

Employees’ Compensation Act (FECA)

(supervisory module); and environmental, 

safety, and health considerations for 

projects. New hires are provided initial 

OSH training through the new employee 

orientation program, but GSA clarified that 

it does not train contractors.

Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

According to GSA, its eleven regional 

offices participate to a varying degree in 

council activities.

Ergonomic Safety Program

GSA reported developing a formal 

ergonomic program as an FY 2012 goal.

Psychosocial Risk Factors

According to the GSA, its OSH program 

does not significantly address these issues.

Telework

GSA reported that it has a well-established 

telework program that integrates OSH 

considerations, and is being expanded to 

include all work away from the traditional 

establishment, i.e. "mobile work."

Occupational Exposure 

Limits

GSA stated that it generally uses the ACGIH 

TLVs instead of OSHA PELs when the 

TLVs are more stringent. For IAQ

applications, GSA reported that it considers 

advisory organizations, such as the WHO, 

when establishing agency limits.

Accomplishments 

GSA reported that during FY 2011 it 

developed a self-evaluation protocol, and 

relocated the OSH program within the 

Security and Safety Risk Management 

Division.

Goals 

According to GSA, during future years it 

intends to:

 Partner with the GSA Workers' 

Compensation Office.

 Assist with RTW evaluations.

 Develop online training programs for 

top management, supervisors, and 

employees, to include specific national 

online training modules to address the 

29 CFR 1960 requirements.

 Adopt the DOL’s "eComp" system.

 Develop an ergonomic program.

 Promote participation in FFSHCs.
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President’s Report

Statistics 

The National Aeronautics and Space 

Administration’s employment rolls 

increased by 4 (0.02%) to 18,696 employees 

in FY 2011. Its total injury and illness cases 

increased by 24.68% to 96; and its TCR 

increased from 0.41to 0.51 (24.4%). 

NASA’s lost-time cases decreased by 5.4%

to 35; and its LTCR decreased from 0.2 to 

0.19 (5%). According to NASA, there were

no civilian fatalities during FY 2011.

NASA’s workers’ compensation costs 

increased by 4.3% to $5,800,744 during the 

CBY.

Overseas Employees

NASA reported that eleven employees 

worked on assignment OCONUS, with three 

under State, and the others at a NASA 

overseas post. It stated that its Moscow 

NASA Clinic is available for four 

employees; and an interagency agreement 

between NASA and State gives its other

employees at overseas posts the right of 

access to State medical facilities. It reported 

that all deploying employees attend overseas 

safety and awareness training before 

deployment, and that distance learning is 

available from any location. It reported that 

it does not provide direct safety oversight at 

overseas locations, but does provide medical 

evacuations; overseas hosts are expected to 

provide safety and health measures at local 

standards.

OSH Initiatives 

Motor Vehicle

According to NASA, its employees

(including contractors and guests) were 

involved in 282 MVAs, during FY 2011, of 

which two resulted in injuries. It reported

that it mandates seatbelts and that none of its 

security records indicate that the employees 

involved in the MVAs were not in 

compliance with the seatbelt requirement. 

NASA also noted that it bans texting while 

driving and uses a variety of methods to 

deter distracted driving, such as electronic 

signs to display warnings; video clips;

driving safety seminars; focused 

enforcement programs; and safety day 

presentations.

Integrating OSH &

Emergency Response

NASA stated that the safety and health of 

employees has been integrated into the 

emergency management and response plans 

through the Emergency Notification System, 

Family Support Planning, Telework 

Program, Business Impact Analysis, and 

Business Continuity Plans, indicating that its 

success is due to close, continuous 

collaboration with the emergency response 

community, and continuous improvement 

through assessments of exercises, tests, and 

real-world responses.

Agency Specific OSH 

Resources 

According to NASA, budget constraints 

have affected its OSH resources, including 
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President’s Report

loss of up to 30% of its safety and health 

staff at one Center. Agency-wide, it 

reported a 20% reduction in its travel 

budget, which may affect professional safety 

and health certifications.

Employee Support 

According to NASA, it uses a variety of 

training methods such as video broadcasts, 

classrooms, and seminars, along with 

specific training activities for OSH 

professionals. It offers approximately 1,000 

options in the environmental, medical and 

health, safety, and mission assurance subject 

areas. It reported that it encourages 

professional development and continuing 

education for its OSH professionals, and 

active participation in FFSHCs.

Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

According to NASA, its employees 

contribute to the development of its safety 

and health policies through active 

participation in multiple national and local 

OSH committees, including FACOSH subcommittees, inter-agency safety and health 

programs, and the Central Florida Safety 

and Health Council. It stated that its safety 

community uses the NSC Knowledge Now, a

social networking platform, to identify, 

capture, and transfer explicit and tacit 

knowledge inside of a virtual web-based 

workspace.

Ergonomic Safety Program

NASA indicated that it has an established 

policy to prevent MSDs in the workplace, 

and that the policy requires its Centers to 

implement written ergonomics programs to 

ensure safe job tasks, equipment design, and 

worker duties, consistent with current 

professional guidance from organizations 

such as OSHA and NIOSH. It and the Ames 

Research Center provide training and 

information to the staff to assist employees 

in the self-identification and resolution of 

ergonomic issues.

Psychosocial Risk Factors

NASA indicated that its Policy on 

Prevention of and Response to Workplace 

Violence addresses psychosocial risk factors, 

adding that its employees are provided EAP 

services, which are available 24/7 to all civil 

service employees and their immediate 

family members, and to contractors at 

certain Centers. It addresses issues such as 

alcohol and substance abuse, addictive 

behaviors, stress management, anger 

management, work conflict, performance 

and attendance issues, marital and family 

concerns, relationships, financial issues, 

eldercare, and bereavement. It stated that its 

EAP clinicians provide counseling, 

assistance, guidance, education, and 

awareness in the areas of workplace 

violence, threat assessments, stress 

management, and emergency management 

support, and provide a briefing on the status 

of the workforce twice a year to Center 

directors or their designees.

Telework

NASA indicated that it has an established 

telework program.

Occupational Exposure 

Limits

According to NASA, its Centers follow all 

OSHA standards, including PELs, and other 

OELs, as well as NASA-developed OELs.

Accomplishments 

NASA reported that it achieved all of its FY 

2011 goals, and continued to meet or exceed 
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President’s Report

all of the POWER Initiative goals. It stated 

that it benchmarked its safety metrics with 

other organizations; conducted three 

Institutional/Facility/Operations audits; 

completed a paper on the use of Reliability 

Analysis for Complex, Repairable SystemsU.S. Army Materiel Systems Analysis 

Activity for analysis and predictive modeling 

on slips, trips, and falls data; and made 

improvements to the Incident Reporting 

Information System. Its other reported 

accomplishments included:

 The Ames Research Center completed 

Joint Commission recertification.

 The Stennis Space Center achieved 

OSHA-VPP status, along with the 

eight current NASA VPP Star-certified 

locations. It further indicated that 

many of the Centers have completed 

recertification, and that all Centers 

continue to pursue this objective.

 Nine of the ten NASA Centers 

completed the NASA Safety Culture 

Survey.

 All NASA Centers presented best 

practices for fire safety and 

recommended policy changes and 

challenges at the Annual NASA Fire 

Protection Coordinator Meeting held 

in conjunction with the National Fire 

Protection Association Conference.

 NASA safety directors and OSH 

managers held their annual meeting.

 The Safety Center initiated new 

programs, developed knowledge 

management technologies, performed 

rigorous assessments, and advanced 

the quality of mishap investigation 

activities.

Goals 

NASA reported that its FY 2012 goals focus 

on providing rigorous safety and health 

programs necessary to support its diverse 

missions. It reported that these include:

 Moving the new Electronic Health 

Record System to six more Centers.

 Meeting or exceeding the goals of the 

POWER Initiative.

 Conducting an effective NASA-wide 

meeting with the participation of the 

NASA safety directors and OSH 

managers.

 Hosting events such as the NASA 

Occupational Health Meeting, Audits 

and Assessments Workshop (online), 

Incident Reporting Information System 

face-to-face meetings, the annual Fire 

Protection meeting, and the NASA 

Mishap Investigation Technical 

Interchange meeting and training.

 Converting its Safety Center classroom 

training into online training.

.
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President’s Report

Statistics 

The Social Security Administration’s

(SSA’s) employment rolls decreased by 69 

(0.1%) to 69,531 employees in FY 2011. Its 

total injury and illness cases decreased by

1.7% to 856; and its TCR decreased from

1.25 to 1.23 (1.6 %). SSA’s lost-time cases 

increased by 4.1% to 536; and its LTCR 

increased from 0.74 to 0.77 (4.1%). 

According to SSA, there were no civilian 

fatalities during FY 2011.

SSA’s workers’ compensation costs 

increased by 4.6% to $26,999,370 during 

the CBY.

Overseas Employees

SSA reported that it had seven employees 

working OCONUS as Regional Federal 

Benefit Officers. It indicated that none of 

these employees experienced any 

occupational injuries or illnesses in FY 

2011.

OSH Initiatives 

Motor Vehicle

SSA reported that its employees were 

involved in 15 MVAs nationwide, but 

sustained no injuries in these accidents. It

noted that it includes seatbelt use and the 

ban on texting in its annual program 

reminders to its offices nationwide. It made 

available a new online course addressing the 

hazards of driving while distracted to its 

employees, health and safety 

representatives, union/management health

and safety committee members, and 

employees who drive.

Integrating OSH &

Emergency Response

SSA reported that it has extensive 

emergency and disaster response plans for 

all buildings and operations, thereby 

ensuring the safety of employees, 

contractors, and members of the visiting 

public during a broad range of emergencies. 

In addition, SSA reported that it has a 

COOP plan for executive, senior, and 

subordinate staffs.

Agency-Specific OSH 

Resources 

SSA reported that it provides staffing and 

funding to implement health and safety 

programs. It indicated that no significant 

additional resources were necessary during 

FY 2011.

Employee Support 

SSA reported that it provides training to all 

categories of employees in the recognition of 

environmental health and safety hazards, and 

implementation of corrective actions, with 

training available online. According to SSA, 

training topics included: prevention of slips, 

trips, and falls; hazard communication; 

asbestos awareness; IAQ; fire extinguisher 

safety; bloodborne pathogens awareness;

stress management; preventing back injury;

office safety; and distracted driving.
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Other OSH Support 

Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

According to SSA, it ensures that all its field 

facilities are aware of local councils, and 

encourages health and safety representatives 

to participate in such councils. It reported 

that it uses its website to provide extensive 

information on a wide range of OSH 

programs.

Ergonomic Safety Program

SSA reported that it augments its state-ofthe-art ergonomic furnishings with an 

online, interactive training course on 

ergonomics for all computer workstation 

users, and a variety of electronic ergonomic 

information and publications.

Psychosocial Risk Factors

According to SSA, it provides employees 

and OSH representatives with Stressbusters

and Managing Stress, online stress reduction 

and information programs. Employees can 

also obtain counseling for personal problems 

from their servicing personnel office.

Telework

SSA reported that it has developed a draft 

telework plan and will conduct risk 

assessments for telework as implementation 

progresses.

Occupational Exposure 

Limits

According to the SSA, it uses OELs to 

analyze exposure to potentially hazardous 

chemicals, and complies with OSHA PELs.

Accomplishments 

SSA reported that its noteworthy 

accomplishments included:

 Development and dissemination of an 

online course on distracted driving for 

health and safety representatives, 

union/management health and safety

committee members, and employees 

who drive.

 Completion of OSH self-assessments 

of 26 randomly selected field offices in 

selected SSA regions.

 Award of a contract to complete the 

development of an environmental 

management system.

Goals 

According to SSA, its noteworthy goals for 

FY 2012 include:

 OSH self-assessment of approximately 

25 facilities in Regions I, II, VII, and 

IX.

 Implementation of monthly conference 

calls to regional facilities personnel to 

discuss OSH issues and enhance

incident reporting procedures for all 

OSH incidents, regardless of 

recordability, such as near misses and

first aid injuries.

 Increased interaction between workers’

compensation, medical, regional, and 

OSH staffs, and the use of the 

enhanced incident data to promote 

prompt abatement of unsafe 

conditions.
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Statistics 

The Tennessee Valley Authority’s

employment rolls increased by 412 (3.4%)

to 12,554 employees FY 2011. Its total 

injury and illness cases decreased by 14.9%

to 206; and its TCR decreased from 1.99 to

1.64 (17.6%). The TVA’s lost-time cases 

decreased by 13.6% to 19; and its LTCR 

decreased from 0.18 to 0.15 (16.7%). 

According to the TVA, there were no

civilian fatalities during FY 2011.

TVA’s workers’ compensation costs 

decreased by 2.8% to $50,472,112 during 

the CBY.

Overseas Employees

TVA reported that, during FY 2011, it did 

not have any civilian employees working 

overseas.

OSH Initiatives 

Motor Vehicle

According to TVA, its employees were 

involved in 117 MVAs during FY 2011, 

indicating that this is a decrease from the 

previous year’s 245 accidents. It reported 

that its policy requires employees to use 

seatbelts and prohibits texting while driving. 

It also noted the TVA Police offer a 

defensive driving training course for 

employees and their families.

Integrating OSH & 

Emergency Response

According to TVA, its Non-Radiological 

Emergency Management is dedicated to 

ensuring that it has industry-best enabling 

and sustaining systems for emergency 

response. It also indicated that its Agency 

Emergency Response Plan provides for an 

agency-wide response to emergencies or 

threats, ranging from significant severe 

weather to security or terrorist threats.

Agency Specific OSH 

Resources 

TVA reported no changes in OSH resources 

for FY 2011.

Employee Support 

TVA reported 107,224 agency employees 

participated in 122 safety learning activities, 

for a total of 160,918.6 participant hours in 

FY 2011.

OSH Support Activities 

Field Federal Safety and 

Health Councils & Other 

Social Networking

TVA reported that it does not participate in 

FFSHC activities, nor does it use Facebook, 

Twitter, LinkedIn, or other social 

networking aids.

Ergonomic Safety Program 

TVA indicated that its ergonomic procedure 

provides guidelines to identify potential 

high-risk jobs, conduct job evaluations, and 

establish control measures; and has several 

tools to recognize and address ergonomic 

hazards, including Injury Prevention 

Training, Ergonomics Training, and the 

Accommodating Persons with Disabilities 

Procedure.

Psychosocial Risk Factors 

TVA indicated that it offers confidential 

assistance, including counseling, legal, 
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President’s Report

financial, identity theft, and work-life 

services to employees and their families to 

help address a wide range of personal 

problems. It also indicated that Live Well, 

its comprehensive wellness program,

encourages the reduction of health-risk 

behaviors, fosters healthy lifestyles, and 

contributes to the management of healthcare 

costs. It added that its Occupational Health 

Policy provides guidelines to monitor 

employees’ exposure to occupational 

hazards, and requires medical evaluations of 

employees based on job responsibilities, 

work related injuries, or changes in 

psychological/behavioral conditions.

Telework

TVA indicated that it has an established 

telework policy, which provides 

participation terms and conditions, 

eligibility criteria, participation guidelines, 

approval process, and roles and

responsibilities.

Occupational Exposure 

Limits

TVA reported that it uses OSHA PELs and

ACGIH TLVs; other OELs are used by 

contractors employed by TVA. It indicated 

that, when OSHA PELs are not available, it 

will look at the ACGIH TLV Handbook for 

applicable OELs; in those rare cases where a 

TLV is not available, it will use any 

applicable OEL. TVA further explained that 

all OELs are subject to approval through 

TVA Safety Programs, Industrial Hygiene 

Department.

Accomplishments 

TVA reported its 2011 accomplishments as:

 Reducing its Safety Manual procedures 

by 40%.

 Establishing new OSH programs and 

plans: Post-Fire Industrial Hygiene 

Response, Behavioral Based Safety 

Process, Loss Prevention, and 

Asbestos Management.

 Improving safety performance and 

reducing all injury and lost-time rates.

 Updating its leading indicators to add 

emphasis on safety performance.

 Implementing the Fossil Networking 

Group.

 Revising the structure of its Safety 

Peer Team to include additional safety 

professionals.

Goals 

TVA reported that its significant FY 2012 

goals include:

 Improving its lower tier injury 

reporting.

 Implementing an Industrial Hygiene 

Risk Assessment Program.

 Continuing the implementation of its 

Behavioral Safety Program.
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The U.S. Agency for International Development’s (USAID’s) employment rolls decreased by

1,460 (36.7%) to 2,515 in FY 2011. Its total injury and illness cases increased by 145.5% to 27

and its TCR increased from 0.28 to 1.07 (282.1%). Its lost-time cases increased by 175% to 11

and its LTCR increased from 0.1 to 0.44 (340%). According to the USAID, there were no

civilian fatalities during FY 2011.

Its workers’ compensation costs increased by 3.4% to $3,502,638 during the CBY.

The American Battle Monuments Commission’s (ABMC’s) employment rolls increased to 455

in FY 2011. Its total injury and illness and lost-time cases decreased by 100% to 0 and the 

related TCR and LTCR decreased from 5.0 to 0.0 (100%). According to the ABMC, there were

no civilian fatalities during FY 2011.

Its workers’ compensation costs decreased by 19.1% to $55,750 during the CBY.

The Armed Forces Retirement Home Board’s employment rolls increased by 17 (6.8%) to 267

in FY 2011. Its total injury and illness cases decreased by 9.1% to 20 and its TCR decreased

from 8.8 to 7.49 (14.9%). Its lost-time cases decreased by 26.7% to 11 and its LTCR decreased

from 6.0 to 4.12 (31.3%). According to the Board, there were no civilian fatalities during FY 

2011.

Its workers’ compensation costs increased by 2.5% to $809,023 during the CBY.

The Commission on Civil Rights’s (CCR’s) employment rolls decreased by 9 (17.65%) to 42 in 

FY 2011. Its total injury and illness cases, lost-time cases, and the related TCR and LTCR 

remained UNCHANGED at 0. According to the CCR, there were no civilian fatalities during FY 

2011.

Its workers’ compensation costs remained UNCHANGED at $0 for the CBY.
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The Commodity Futures Trading Commission’s employment rolls increased by 12 (1.8%) to 679

in FY 2011. Its total injury and illness cases decreased by 50% to 1 and its TCR decreased from 

0.3 to 0.15 (50%). Its lost-time cases decreased by 100% to 0 and its LTCR decreased from 

0.15 to 0.0 (100%). According to the CFTC, there were no civilian fatalities during FY 2011.

Its workers’ compensation costs increased by 4,721.7% to $70,976 during the CBY.

The Consumer Product Safety Commission’s employment rolls increased by 32 (6.2%) to 551 in 

FY 2011. Its total injury and illness cases increased by 500% to 6 and its TCR increased from 

0.19 to 1.09 (473.7%). Its lost-time cases increased by 100% to 2 and its LTCR increased from 

0.19 to 0.36 (89.5%). According to the CPSC, there were no civilian fatalities during FY 2011.

Its workers’ compensation costs decreased by 1.7% to $157,397 during the CBY.

The Corporation for National and Community Service’s (CNCS’) employment rolls decreased

by 18 (2.94%) to 594 in FY 2011. Its total injury and illness cases remained UNCHANGED at 3

and its TCR increased from 0.49 to 0.51 (4.1%). Its lost-time cases decreased by 100% to 0 and 

its LTCR decreased from 0.33 to 0.0 (100%). According to the CNCS, there were no civilian 

fatalities during FY 2011.

Its workers’ compensation costs increased by 2% to $1,130,219 during the CBY.

The Equal Employment Opportunity Commission’s employment rolls increased by 137 (5.7%)

to 2,561 in FY 2011. Its total injury and illness cases decreased by 6.7% to 28 and its TCR 

decreased from 1.24 to 1.09 (12.1%). Its lost-time cases increased by 15.4% to 15 and its LTCR 

increased from 0.54 to 0.59 (9.3%). According to the EEOC, there were no civilian fatalities 

during FY 2011.

Its workers’ compensation costs decreased by 2.9% to $1,412,427 during the CBY.
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The Export/Import Bank of the United States (EIB’s) employment rolls decreased by 3 (0.8%) to 

396 in FY 2011. Its total injury and illness cases increased from 0 to 1 and its TCR increased

from 0 to 0.25. EIB’s lost-time cases and LTCR remained UNCHANGED at 0. According to the 

Bank, there were no civilian fatalities during FY 2011.

Its workers’ compensation costs increased from $0 to $1,984 during the CBY.

The Farm Credit Administration’s employment rolls increased by 17 (6.2%) to 290 in FY 2011. 

Its total injury and illness cases decreased by 50% to 1 and its TCR decreased from 0.73 to 0.34

(53.4%). Its lost-time cases decreased by 100% to 0 and its LTCR decreased from 0.37 to 0.0 

(100%). According to the FCA, there were no civilian fatalities during FY 2011.

Its workers’ compensation costs increased by 2.4% to $118,076 during the CBY.

The Federal Communications Commission’s employment rolls decreased by 25 (1.4%) to 1,818

in FY 2011. Its total injury and illness cases decreased by 9.1% to 10 and its TCR decreased

from 0.6 to 0.55 (8.3%). Its lost-time cases decreased by 20% to 8 and its LTCR decreased from 

0.54 to 0.44 (18.5%). According to the FCC, there were no civilian fatalities during FY 2011.

Its workers’ compensation costs decreased by 50.4% to $138,694 during the CBY.

The Federal Deposit Insurance Corporation’s (FDIC’s) employment rolls increased by 850 

(11.3%) to 8,396 in FY 2011. Its total injury and illness cases increased by 11.8% to 38 and its 

TCR remained UNCHANGED at 0.45. Its lost-time cases increased by 18.5% to 32 and its 

LTCR increased from 0.36 to 0.38 (5.6%) . According to the FDIC, there were no civilian 

fatalities during FY 2011.

Its workers’ compensation costs increased by 16.6% to $2,040,018 during the CBY.

The Federal Election Commission’s (FEC’s) employment rolls decreased by 10 (2.8%) to 351 in 

FY 2011. Its total injury and illness cases increased from 0 to 6 and its TCR increased from 0 to
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President’s Report

1.71. Its lost-time cases increased from 0 to 2 and its LTCR increased from 0 to 0.57. 

According to the FEC, there were no civilian fatalities during FY 2011.

Its workers’ compensation costs increased from $0 to $133 during the CBY.

The Federal Energy Regulatory Commission’s employment rolls increased by 18 (1.2%) to 

1,489 in FY 2011. Its total injury and illness cases decreased by 37.5% to 10 and its TCR 

decreased from 0.011 to 0.007. Its lost-time cases and the associated LTCR remained 

UNCHANGED at 0. According to the FERC, there were no civilian fatalities during FY 2011.

Its workers’ compensation costs increased by 33.3% to $286,409 during the CBY.

The Federal Housing Finance Board’s (FHFB’s) employment rolls increased by 39 (8.7%) to 

489 in FY 2011. Its total injury and illness cases increased by 100% to 4 and its TCR increased

from 0.44 to 0.82 (86.4%). Its lost-time cases increased by 200% to 3 and its LTCR increased

from 0.22 to 0.61 (177.3%). According to the FHFB, there were no civilian fatalities during FY 

2011.

Its workers’ compensation costs increased from $0 to $1,206 during the CBY.

The Federal Labor Relations Authority’s (FLRA’s) employment rolls decreased by 3 (2.1%) to 

139 in FY 2011. Its total injury and illness cases, lost-time cases, and the related TCR and 

LTCR remained UNCHANGED at 0. According to the FLRA, there were no civilian fatalities 

during FY 2011.

Its workers’ compensation costs decreased by 1.3% to $100,680 during the CBY.

The Federal Maritime Commission’s employment rolls decreased by 4 (3%) to 128 in FY 2011. 

Its total injury and illness cases decreased by 100% to 0 and its TCR decreased from 1.52 to 0.0 

(100%). Its lost-time cases decreased by 100% to 0 and its LTCR decreased from 1.52 to 0.0

(100%). According to the FMC, there were no civilian fatalities during FY 2011.

Its workers’ compensation costs decreased by 92.3% to $124 during the CBY.
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The Federal Mediation and Conciliation Service’s (FMCS’) employment rolls decreased by 2 

(1%) to 242 in FY 2011. Its total injury and illness cases increased by 200% to 3 and its TCR 

increased from 0.41 to 1.24 (202.4%). Its lost-time cases increased from 0 to 1 and its LTCR 

increased from 0 to 0.41. According to the FMCS, there were no civilian fatalities during FY 

2011.

Its workers’ compensation costs decreased by 16.1% to $336,316 during the CBY.

The Federal Reserve System Board of Governors’ employment rolls remained UNCHANGED at 

1,873 in FY 2011. Its total injury and illness cases decreased by 14.3% to 18 and its TCR 

decreased from 1.12 to 0.96 (14.3%). Its lost-time cases decreased by 28.6% to 15 and its 

LTCR decreased from 1.12 to 0.8 (28.6%). According to the FRB, there were no civilian 

fatalities during FY 2011.

Its workers’ compensation costs increased by 17.7% to $554,589 during the CBY.

The Federal Trade Commission’s employment rolls decreased by 91 (7.5%) to 1,131 in FY 

2011. Its total injury and illness cases decreased by 33.3% to 2 and its TCR decreased from

0.25 to 0.18 (28%). Its lost-time cases remained UNCHANGED at 2 and its LTCR increased

from 0.16 to 0.18 (12.5%). According to the FTC, there were no civilian fatalities during FY 

2011.

Its workers’ compensation costs increased by 3.5% to $161,199 during the CBY.

The U.S. Holocaust Memorial Museum’s employment rolls increased by 2 (1.1%) to 187 in FY 

2011. Its total injury and illness and lost-time cases decreased by 66.7% to 1 and its TCR and 

LTCR decreased from 1.62 to 0.53 (67.3%). According to the USHMM, there were no civilian 

fatalities during FY 2011.

Its workers’ compensation costs increased by 521.8% to $658 during the CBY.
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The International Boundary and Water Commission’s employment rolls increased by 22 (8.3%)

to 286 in FY 2011. Its total injury and illness cases decreased by 8.7% to 21 and its TCR 

decreased from 8.71to 7.34 (15.7%). Its lost-time cases increased by 21.4% to 17 and its LTCR 

increased from 5.3 to 5.94 (12.1%). According to the IBWC, there were no civilian fatalities 

during FY 2011.

Its workers’ compensation costs increased by 0.2% to $392,877 during the CBY.

The International Broadcasting Bureau’s (IBB’s) employment rolls increased by 202 (11.5%) to 

1,954 in FY 2011. Its total injury and illness cases increased by 23.1% to 16 and its TCR 

increased from 0.74 to 0.82 (10.8%). Its lost-time cases increased by 83.3% to 11 and its LTCR 

increased from 0.34 to 0.56 (64.7%). According to the IBB, there were no civilian fatalities 

during FY 2011.

Its workers’ compensation costs decreased by 13.8% to $588,661 during the CBY.

The International Trade Commission’s (ITC’s) employment rolls decreased by 34 (7.8%) to 404

in FY 2011. Its total injury and illness cases, lost-time cases, and the related TCR and LTCR 

remained UNCHANGED at 0. According to the ITC, there were no civilian fatalities during FY 

2011.

Its workers’ compensation costs decreased by 83.4% to $3,567 during the CBY.

The Merit Systems Protection Board’s (MSPB’s) employment rolls increased by 8 (3.8%) to 220

in FY 2011. Its total injury and illness cases increased from 0 to 2 and its TCR increased from 

0.0 to 0.91. Its lost-time cases increased from 0 to 1 and its LTCR increased from 0.0 to 0.45. 

According to the MSPB, there were no civilian fatalities during FY 2011.

Its workers’ compensation costs decreased by 35.9% to $40,660 during the CBY.
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The National Archives and Records Administration’s employment rolls decreased by 34 (0.9%)

to 3,565 in FY 2011. Its total injury and illness cases increased by 2% to 104 and its TCR 

increased from 2.83 to 2.92 (3.2%). Its lost-time cases decreased by 9% to 61 and its LTCR 

decreased from 1.86 to 1.71 (8.1%). According to NARA, there were no civilian fatalities 

during FY 2011.

Its workers’ compensation costs increased by 13% to $1,045,554 during the CBY.

The National Credit Union Administration’s employment rolls increased by 83 (8%) to 1,124 in 

FY 2011. Its total injury and illness cases decreased by 14.3% to 6 and its TCR decreased from 

0.67 to 0.53 (20.9%). Its lost-time cases decreased by 20% to 4 and its LTCR decreased from 

0.48 to 0.36 (25%). According to the NCUA, there were no civilian fatalities during FY 2011.

Its workers’ compensation costs decreased by 6.6% to $191,635 during the CBY.

The National Endowment for the Arts’ employment rolls increased by 1 (0.6%) to 168 in FY 

2011. Its total injury and illness cases decreased by 40% to 3 and its TCR decreased from 2.99

to 1.79 (40.1%). Its lost-time cases decreased by 33.3% to 2 and its LTCR decreased from 1.8

to 1.19 (33.9%). According to the NEA, there were no civilian fatalities during FY 2011.

Its workers’ compensation costs increased by 4931% to $2,767 during the CBY.

The National Endowment for the Humanities’s employment rolls increased by 10 (6.3%) to 168

in FY 2011. Its total injury and illness and lost-time cases decreased by 100% to 0 and its TCR 

and LTCR decreased from 0.63 to 0.0 (100%). According to the NEH, there were no civilian 

fatalities during FY 2011.

Its workers’ compensation costs increased by 13.9% to $21,215 during the CBY.
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The National Labor Relations Board’s employment rolls increased by 22 (1.3%) to 1,723 in FY 

2011. Its total injury and illness cases decreased by 22.2% to 7 and its TCR decreased from 

0.53 to 0.41 (22.6%). Its lost-time cases remained UNCHANGED at 5 and its LTCR remained 

UNCHANGED at 0.29. According to the NLRB, there were no civilian fatalities during FY 

2011.

Its workers’ compensation costs increased by 4.2% to $251,428 during the CBY.

The National Mediation Board’s (NMB’s) employment rolls increased by 4 (8.9%) to 49 in FY 

2011. Its total injury and illness cases, lost-time cases, and the related TCR and LTCR remained 

UNCHANGED at 0. According to the NMB, there were no civilian fatalities during FY 2011.

Its workers’ compensation costs remained UNCHANGED at $0 for the CBY.

The National Science Foundation’s employment rolls decreased by 51 (3.3%) to 1,476

employees in FY 2011. Its total injury and illness cases increased by 75% to 7 and its TCR 

increased from 0.26 to 0.47 (80.8%). Its lost-time cases increased by 133.3% to 7 and its LTCR 

increased from 0.2 to 0.47 (135%). According to the NSF, there were no civilian fatalities 

during FY 2011.

Its workers’ compensation costs increased by 3% to $152,160 during the CBY.

The National Transportation Safety Board’s employment rolls increased by 4 (1%) to 396 in FY 

2011. Its total injury and illness cases increased by 33.3% to 4 and its TCR increased from 0.77

to 1.01 (31.2%). Its lost-time cases and LTCR remained UNCHANGED at 0. According to the 

NTSB, there were no civilian fatalities during FY 2011.

Its workers’ compensation costs increased by 1.7% to $599,786 during the CBY.

The Nuclear Regulatory Commission’s employment rolls decreased by 56 (1.3%) to 4,178 in FY 

2011. Its total injury and illness cases increased by 30% to 26 and its TCR increased from 0.47
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to 0.62 (31.9%). Its lost-time cases increased by 50% to 15 and its LTCR increased from 0.24 to 

0.36 (50%). According to the NRC, there were no civilian fatalities during FY 2011.

Its workers’ compensation costs increased by 8.2% to $776,364 during the CBY.

The Occupational Safety and Health Review Commission’s (OSHRC’s) employment rolls 

decreased by 3 (4.8%) to 59 in FY 2011. Its total injury and illness cases, lost-time cases, and 

the related TCR and LTCR remained UNCHANGED at 0. According to the OSHRC, there were

no civilian fatalities during FY 2011.

Its workers’ compensation costs remained UNCHANGED at $0 for the CBY.

The Office of Navajo and Hopi Indian Relocation’s employment rolls decreased by 1 (2.2%) to 

44 in FY 2011. Its total injury and illness and lost-time cases remained UNCHANGED at 1 and 

its TCR and LTCR increased from 2.22 to 2.27 (2.3%). According to the Office, there were no

civilian fatalities during FY 2011.

Its workers’ compensation costs increased by 17931% to $18,031 during the CBY.

The Office of Personnel Management’s (OPM’s) employment rolls decreased by 26 (0.4%) to 

6,005 in FY 2011. Its total injury and illness cases decreased by 6.3% to 60 and its TCR 

decreased from 1.06 to 1.00 (5.7%). Its lost-time cases decreased by 33.3% to 28 and its LTCR 

decreased from 0.7 to 0.47 (32.9%). According to OPM, there were no civilian fatalities during 

FY 2011.

Its workers’ compensation costs increased by 7.2% to $2,276,661 during the CBY.

The Overseas Private Investment Corporation’s employment rolls decreased by 34 (14.3%) to 

204 in FY 2011. Its total injury and illness and lost-time cases increased from 0 to 1 and its 

TCR and LTCR increased from 0 to 0.49. According to the OPIC, there were no civilian 

fatalities during FY 2011.

Its workers’ compensation costs remained UNCHANGED at $0 for the CBY.
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The Peace Corps’ (Corps’) employment rolls increased by 164 (17.6%) to 1,096 in FY 2011. Its 

total injury and illness cases decreased by 50% to 2 and its TCR decreased from 0.43 to 0.18

(58.1%). Its lost-time cases decreased by 50% to 1 and its LTCR decreased from 0.21 to 0.09

(57.1%). According to the Corps, there were no civilian fatalities during FY 2011.

Its workers’ compensation costs decreased by 3.8% to $13,052,017 during the CBY.

The Pension Benefit Guaranty Corporation’s employment rolls increased by 40 (4.3%) to 979 in 

FY 2011. Its total injury and illness cases decreased by 100% to 0 and its TCR decreased from 

0.11 to 0 (100%). Its lost-time cases and LTCR remained UNCHANGED at 0. According to the 

PBGC, there were no civilian fatalities during FY 2011.

Its workers’ compensation costs decreased by 38% to $50,124 during the CBY.

The Postal Regulatory Commission’s (PRC’s) employment rolls remained UNCHANGED at 52

in FY 2011. Its total injury and illness cases, lost-time cases, and the related TCR and LTCR 

remained UNCHANGED at 0. According to the PRC, there were no civilian fatalities during FY 

2011.

Its workers’ compensation costs remained UNCHANGED at $0 for the CBY.

The Presidio Trust’s (Presidio’s) employment rolls decreased by 4 (1.1%) to 346 in FY 2011. Its 

total injury and illness cases decreased by 39% to 25 and its TCR decreased from 11.71 to 7.23

(38.3%). Its lost-time cases decreased by 54.5% to 10 and its LTCR decreased from 6.29 to

2.89 (54.1%). According to the Presidio, there were no civilian fatalities during FY 2011.

Its workers’ compensation costs decreased by 1.5% to $478,017 during the CBY.

The Railroad Retirement Board’s employment rolls increased by 13 (1.3%) to 987 in FY 2011. 

Its total injury and illness cases decreased by 33.3% to 4 and its TCR decreased from 0.62 to 

0.41 (33.9%). Its lost-time cases remained UNCHANGED at 4 and its LTCR remained 

UNCHANGED at 0.41. According to the RRB, there were no civilian fatalities during FY 2011.
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Its workers’ compensation costs increased by 67% to $364,987 during the CBY.

The Securities and Exchange Commission’s (SEC’s) employment rolls decreased by 7 (0.2%) to 

3,972 in FY 2011. Its total injury and illness cases remained UNCHANGED at 9 and its TCR 

remained UNCHANGED at 0.23. Its lost-time cases decreased by 16.7% to 5 and its LTCR 

decreased from 0.15 to 0.13 (13.3%). According to the SEC, there were no civilian fatalities 

during FY 2011.

Its workers’ compensation costs decreased by 22.2% to $671,616 during the CBY.

The Selective Service System’s (SSS’s) employment rolls decreased by 13 (7.4%) to 163 in FY 

2011. Its total injury and illness cases increased by 133.3% to 7 and its TCR increased from 1.7 

to 4.29 (152.4%). Its lost-time cases increased by 300% to 4 and its LTCR increased from 0.57

to 2.45 (329.8%). According to the SSS, there were no civilian fatalities during FY 2011.

Its workers’ compensation costs decreased by 4.4% to $220,619 during the CBY.

The Small Business Administration’s (SBA’s) employment rolls decreased by 184 (4.4%) to 

4,037 in FY 2011. Its total injury and illness cases decreased by 18.4% to 40 and its TCR 

decreased from 1.16to 0.99 (14.7%). Its lost-time cases decreased by 26.1% to 17 and its LTCR 

decreased from 0.54 to 0.42 (22.2%). According to the SBA, there were no civilian fatalities 

during FY 2011.

Its workers’ compensation costs decreased by 2.2% to $2,384,165 during the CBY.

The Smithsonian Institution’s employment rolls decreased by 922 (18.4%) to 4,088 in FY 2011. 

Its total injury and illness cases increased by 5.6% to 150 and its TCR increased from 2.83 to

3.67 (29.7%). Its lost-time cases increased by 10.5% to 95 and its LTCR increased from 1.72 to

2.32 (34.9%). According to the SI, there were no civilian fatalities during FY 2011.

Its workers’ compensation costs decreased by 3.4% to $4,668,442 during the CBY.
Page 136 

President’s Report

Statistics 

The following Agencies, Boards, 

Commissions, Committees, Councils, 

Foundations, and Offices all have 100 or 

fewer full-time federal civilian employees:

 Committee for Purchase from People 

Who Are Blind or Severely Disabled 

(31 employees).

 Federal Mine Safety and Health 

Review Commission (48 employees).

 Harry S. Truman Scholarship 

Foundation (4 employees).

 Institute of Museum and Library 

Services (65 employees).

 Inter-American Foundation (45 

employees).

 James Madison Foundation (4 

employees).

 Marine Mammal Commission (14 

employees).

 Morris K. Udall Foundation (42 

employees).

 National Capital Planning Commission 

(44 employees).

 National Council on Disability (11 

employees).

 National Mediation Board (49 

employees).

 Nuclear Waste Technical Review 

Board (13 employees).

 Occupational Safety and Health 

Review Commission (59 employees).

 Office of Government Ethics (73

employees).

 Office of Navajo and Hopi Indian 

Relocation (40 employees).

 Postal Regulatory Commission (69 

employees).

 Retirement Thrift Investment Board 

(98 employees).

 Social Security Advisory Board (7 

employees).

 U.S. African Development Foundation 

(30 employees).

 U.S. Chemical Safety and Hazard 

Investigation Board (43 employees).

 U.S. Commission on Civil Rights (35 

employees).

 U.S. Commission of Fine Arts (11 

employees).

 U.S. Nuclear Waste Technical Review 

Board (13 employees).

 U.S. Trade and Development Agency 

(45 employees).

 Vietnam Education Foundation (5 

employees).

None of these organizations reported any 

work related injuries or illnesses, and 

recorded no workers’ compensation 

expenditures.

OSH Initiatives 

Motor Vehicle/Seatbelt

Safety

The majority of these agencies indicated that 

their primary work is performed in an office 

environment. They noted that their 

employees are aware of the EOs on seatbelt 

use, motor vehicle safety, distracted driving, 

and the use of portable electronic devices. 

They reported that policies have been 

developed and that this information is 

provided to employees through multiple 

venues, including web-based training, 

posters, car decals, and vehicle placards. 

None reported any employee involvement in 

MVAs. A sampling of specific efforts 

includes:
Page 137 

President’s Report

 The Committee for Purchase From 

People Who Are Blind or Severely 

Disabled indicated that, although it 

does not have government vehicles, its 

workforce is aware of the local laws 

requiring the use of seatbelts as well as 

the prohibition against using electronic 

devices for texting while driving, 

particularly while on official business.

 The Federal Mine Safety and Health 

Review Commission indicated it 

requires its employees to use seatbelts 

at all times, and to refrain from texting 

on government-issued BlackBerrys.

 The Harry S. Truman Scholarship 

Foundation indicated that its DASHO 

monitors for distracted driving any 

time a vehicle is driven on behalf of 

the Foundation. It indicated it had 

100% seatbelt usage and no distracted 

driving incidents during FY 2011.

Integrating OSH and 

Emergency Response

Agencies reported efforts to integrate OSH

with emergency response. A sampling of 

their specific efforts includes:

 The Committee for Purchase from 

People Who Are Blind or Severely 

Disabled reported that its program is 

tested regularly and proved quite 

useful following the earthquake of 

August 2011.

 The Federal Mine Safety and Health 

Review Commission indicated it has 

taken multiple preventive measures to 

help employees avoid contracting 

influenza, including distributing

information regarding schedules and 

availability of flu vaccine, providing 

sanitizer dispensers in elevator areas, 

and providing personal hand sanitizers 

to all employees and contractors.

 The Institute of Museum and Library 

Services developed an emergency and 

disaster plan, as well as a COOP plan, 

which it provides to all employees.

 The Inter-American Foundation has 

subscribed to and posts the safety 

newsletters Compliance Alert, 

Supervisors Safety Bulletin and Injury 

Prevention and Cost Control Alert on 

its bulletin boards and on displays in 

the employees’ lunch rooms.

 The Marine Mammal Commission 

purchased an AED, and has contracted 

with the American Red Cross (ARC) 

to train staff on CPR/AED.

 The Postal Regulatory Commission 

held an operational capability exercise 

to test its ability to use IT systems and 

business processes from a remote 

location in preparation for a pandemic 

or other emergency.

Employee Support 

Most of the micro-agencies reported some 

form of OSH-related employee support 

activities. They reportedly provided a 

variety of training opportunities, from 

ergonomic issues to various types of 

emergency response and preparedness. A 

sampling of specific employee support 

activities includes:

 According to the Inter-American 

Foundation, 18 out of a total staff of 45 

employees attended the annual training 

with the ARC and received 

certification in Adult CPR/First Aid.

 The National Capital Planning 

Commission indicated it has an interagency agreement with FOH to 

provide ergonomics consultation 

services.

 The U.S. Commission on Civil Rights 

indicated its ergonomics initiative was 

successful.
Page 138 

President’s Report

Accomplishments 

The majority of the micro agencies report 

ongoing proactive ergonomics and 

accommodation programs. Many of them 

have generous, flexible scheduling with 

telecommuting opportunities. A sampling of 

agency-specific accomplishments included:

 The Harry S. Truman Scholarship 

Foundation, recognizing the 

connection between high quality health 

and workplace accident and illness 

prevention, has embarked on a staffled program to increase the health and 

fitness of each employee.

 The National Capital Planning 

Commission has an inter-agency 

agreement with DoD which allows it 

to participate in the 

Computer/Electronic Accommodations 

Program that provides assistive 

technology, devices, and services to 

employees with disabilities or who 

have requested reasonable 

accommodations.

 The U.S. Commission of Fine Arts 

provided briefings and materials to its 

entire staff on what to do in the event 

of an emergency or natural disaster, 

including the handling of suspicious 

materials.

 The Vietnam Education Foundation 

indicated that it has recently designed 

a new staff handbook which 

incorporates OSH aspects.

Goals 

All of the agencies confirm a commitment to 

maintaining a safe and healthy work 

environment and continuing their pattern of 

avoiding workplace injuries and illnesses. 

Among specific agency goals:

 The Chemical Safety and Hazard 

Investigation Board plans to complete 

its training program modules. 

 The Federal Mine Safety and Health 

Review Commission plans to 

implement a COOP plan in FY 2012 

and provide training on safety 

awareness to all employees.

 According to the Inter-American 

Foundation, its Emergency Response 

Coordinator will attend OSHA’s 

FEDWEEK 2012 training, and other 

safety and health meetings and 

seminars that are given in the DC 

metropolitan area.

 The Nuclear Waste Technical Review 

Board plans to conduct at least two 

COOP exercises to ensure its 

employees are familiar with the 

procedures and essential functions.

 The Office of Government Ethics will 

provide reference materials to all staff 

on key factors relating to maintaining a 

healthy and safe workplace.
Page 139 

President’s Report
Page 140 

Occupational Safety and Health Administration

OSHA Construction Industry Information and Assistance

OSHA Website - www.osha.gov

Laws, Regulations and Interpretations

Laws & Regulations (29 CFR)

Safety and Health Management Systems eTool

Safety and Health Topics, Technical Links

OSHA Office of Federal Agency Programs

200 Constitution Avenue, N.W., Rm. N3622

Washington, DC 20210

(202) 693-2122

(202) 693-1685 FAX

OSHA’s Field Operations Manual, Chapter 13, Section VII Agency Technical Assistance 

Request http://www.osha.gov/OshDoc/Directive_pdf/CPL_02-00-150.pdf

OSHA Compliance Assistance eTools and Electronic Products

OSHA Regional and Area Offices (map with links)

OSHA Standards

OSHA’s Cooperative Programs

OSH-related Statistics and Data

OSHA Office of Whistleblowers Protection Programs - http://www.whistleblowers.gov/

National Institute for Occupational Safety and Health 

NIOSH Health Hazard Evaluations

NIOSH Pocket Guide to Chemical Hazards

NIOSH Chemicals Page

NIOSH Safety and Prevention Topics

American Society of Safety Engineers 

American Society of Safety Engineers

Customer Service

1800 E Oakton St.

Des Plaines, IL 60018

Phone: 847-699-2929 (8:30 - 5:00 Central Time)

Fax: 847-768-3434 (24 Hours)

E-mail: customerservice@asse.org

American Industrial Hygiene Association

American Industrial Hygiene Association

2700 Prosperity Ave., Suite 250

Fairfax, VA 22031

Phone: 703-849-8888

Fax: 703-207-3561
Page 141 

E-mail: infonet@aiha.org

American Conference of Governmental Industrial Hygienists

ACGIH

1330 Kemper Meadow Drive

Cincinnati, Ohio 45240

Customers/Members Phone: 513-742-2020

Administrative Phone: 513-742-6163

Fax: 513-742-3355

E-mail: mail@acgih.org

U.S. Bureau of Labor Statistics

BLS Injuries, Illnesses, and Fatalities Program

Material Safety Data Sheets (MSDSs) and Related Information1

MSDS Online Library

MSDS Solutions

MSDSs Online

MSDS Exchange

Free MSDSs

 

1 A search on the Web for “Free MSDS” returned nearly 300,000 links and we have listed a few as a 

service to federal agencies. However, providing the link does not imply OSHA endorsement of the 

website, nor does it imply that any given site is “better than,” or “preferred” to any other site.
Page 142 
Page 143 

Federal Reserve System Board of Governors

In FY 2011 the Board’s injury/illness rate remained very low, at 0.65 per 100 employees, 

compared to 0.89 in FY 2010. The total chargeback for FY 2011 was $554,589.49 compared to 

$471,023.13 in FY 2010. The Board provided training sessions for a wide array of employees 

including law enforcement officers, facility services employees, and representatives of the Safety 

and Emergency Preparedness Office, including floor wardens. Training sessions included 

OSHA-mandated courses, such as hazard communication, hearing conservation, respiratory 

protection, and bloodborne pathogens, as well as emergency preparedness courses on topics,

such as hazardous materials awareness, explosives awareness, biological and chemical agents, 

and weapons of mass destruction. The Board’s Facility Services and Law Enforcement staff 

received a wide variety of training designed according to the risks associated with their jobs. In 

addition, the Board has increased its preparedness and response capabilities through the use of 

trained floor wardens, who are located throughout the facilities and provide assistance during 

evacuations. The Board communicates emergency preparedness information to the entire 

employee population through articles, e-mails, policies, and programs.

Statistics

The leading causes of injuries at the Board were sprains, trips, and slips. The Board continues to 

take safety measures, including posting signs in areas that may have a potential for injury if the 

employee is not careful (e.g., speed bumps in the garage and major construction areas in and 

around the building). The Board also provided office safety, ergonomics, and hazard awareness 

training. The Board experienced no fatalities or catastrophic accidents.

Overseas Employees

The Board does not have overseas employees.

OSH Initiatives and Requirements

Motor Vehicle

The Board did not experience any MVAs in FY 2011. Board drivers insist that all passengers 

buckle their seatbelts before departure. Board drivers are prohibited from texting or using cell 

phones while driving.

Integrating OSH and Emergency Response

The Board makes every attempt to protect its employees, contractors, vendors, and - to the extent 

possible - family members. The Board’s Emergency Preparedness Website is available to all 

employees with information such as evacuation assembly area maps, safe haven locations, 

employee responsibilities, and a detailed OEP. In addition, the Board distributes information 

from DHHS, the ARC, and the DC government on pandemic planning, and it provided pocketsized desk reference guides (with specific information on the Board’s emergency plans) for 

employee use before, during, and after an emergency. Employees are provided with emergency 

supply packs, which contain useful equipment such as a first aid kit, a blanket, a poncho, water, 

hand sanitizer, and a disposable dust mask. The Board continues to provide free seasonal 

influenza shots, and to communicate emerging threat information to employees.
Page 144 

Agency Specific OSH Resources

The Board does not have any additional resources allocated to its OSH program for FY 2011.

Employee Support

All Board staff and contractors working for the Board have access to the Board’s intranet and the 

Emergency Preparedness Website where articles and training documents are posted. 

Specifically, Facilities and Law Enforcement staff receive training pertaining to their work areas 

and associated risks. The Board holds Lunch & Learn programs to educate staff on health risks 

associated with medical issues, and we also sponsor joint health/fitness education programs with 

the Board’s fitness specialist. The Safety and Emergency Preparedness Bureau briefs employees 

who are interested in becoming floor wardens or wish to learn more about the Board’s 

emergency plans. These informational sessions provide an opportunity to present new 

information as well as field questions from employees.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

The OSH and emergency preparedness manager or the safety specialist attends council 

meetings. The safety manager and safety specialist attend industrial hygiene or safety 

conferences. The emergency preparedness specialist attends hazardous materials 

response and awareness conferences.

The Board places a high importance on actively participating in interagency working 

groups and attending training and interpersonal networking within the D.C. metropolitan 

area. The Board does not currently participate in social networking or interactive media.

 Ergonomic Safety Program

The Board has made a substantial investment in our ergonomic program by developing 

in-house training guides and pamphlets, and by conducting more than 130 work station 

assessments. In addition, workplace ergonomic concerns are addressed during annual 

and biannual hazard assessment inspections.

 Psychosocial Risk Factors

The Board does not currently have any safety programs addressing psychosocial risk 

factors among the employee population. However, the OHR hosts a variety of employee 

assistance efforts.

 Telework

The Board has a comprehensive telework policy, under which employees may ask to 

telework. Each employee approved for a regular telework schedule must sign a 

telecommuting agreement form, which addresses technology arrangements, equipment 

and supplies, workplace safety, and injury compensation concerns related to working 

from home.
Page 145 

 Occupational Exposure Limits

The Board uses the OSHA PELs for routine operations. Under special circumstances, the 

Board may utilize the ACGIH TLVs or the NIOSH RELs, specifically if no clear 

guidance is provided by OSHA.

Accomplishments and Goals

The Board maintains an aggressive workplace evaluation program covering all Board facility 

operations. The Board briefs the facilities management staff, shop supervisors, and employees 

on workplace findings. Quarterly meetings are held with Facility Services management and 

supervisors to ensure all parties are aware of pending safety and emergency preparedness issues. 

In addition to the workplace evaluations, aggressive efforts have been made to improve training 

and ensure all employees receive safety training specifically tailored to their needs. Over the 

past year, more than 750 online training courses have been completed.
Page 146 

Central Intelligence Agency

Statistics

The number of injury and illness cases, case rates, and chargeback costs are classified. This 

agency has no significant trends or major causes or sources of fatalities and lost-time disabilities 

which occurred FY 2011.

Agency occupational lost-time rates have remained relatively steady over the last few years, in 

spite of recent world events, and agency operations and activities. However, in FY 2011 this 

agency did have a decrease of 6% for the LTCR. Major causes or sources of fatalities and losttime disabilities in our agency are known.

Overseas Employees

Not reported.

OSH Initiatives

The goal of our OSH program is to identify and mitigate OSH hazards. Consequently, we strive 

to provide a safe and healthful workplace for our employees and locations both domestic and 

abroad.

This Agency plans on continuing our proactive OSH programs. Based upon our programs, selfevaluations and measured results, this agency currently meets the President’s FY performance 

criteria previously set for FED 2000 TCRs for target reductions in accordance with the 

President’s Safety, Health, and Return-to-Employment (SHARE) initiative.

We continue to evaluate and assess our OSH program in order to ensure effective 

implementation for domestic and field activities.

Motor Vehicle

Not reported.

Integrating OSH and Emergency Response

Not reported.

Agency Specific OSH Resources

Not reported.

Employee Support

Not reported.

Other OSH Support Activities

Conduct agency-wide comprehensive inspection activities, evaluate the effectiveness of OSH

requirements in the work environment, assess compliance, develop changes and modifications to 

a broad range of highly technical and classified work processes and equipment operations.
Page 147 

 Field Federal Safety and Health Councils & Other Social Networking

Not reported.

 Ergonomic Safety Program

Not reported.

 Psychosocial Risk Factors

Not reported.

 Telework

Not reported.

 Occupoational Exposure Limits

Not reported.

Accomplishments and Goals

Continue to strive to reduce injury and illness rates in high hazard operations. Sustain maximum 

OSH program support in this period of competing and diminishing resources.
Page 148 

Committee for Purchase from People Who Are Blind or 

Severely Disabled

Statistics

None reported.

Overseas Employees

None reported.

OSH Initiatives

Motor Vehicle

The Agency does not have government vehicles. The workforce is aware of the local laws 

requiring the use of seatbelts as well as the prohibition against using electronic devices for 

texting while driving, particularly while on official business.

Integrating OSH and Emergency Response

The Agency makes aggressive use of telework capability in times of inclement weather or cases 

where an employee may have been exposed to infectious diseases. As a small agency, our office 

has continued to make use of our telework program to enable efficient functioning during all 

emergencies to include potential pandemic outbreaks and disasters. Our program is exercised 

regularly and proved quite useful following the earthquake of August 2011.

Agency Specific OSH Resources

No changes reported.

Employee Support

The agency shares OSH information at monthly All Hands meetings when appropriate. A 

mandatory element in the performance plan for all managers and supervisors is providing a safe 

work environment for all employees with an ongoing focus on safety and health issues.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

None.

 Ergonomic Safety Program

Employees work directly with the agency property manager and CIO to address 

ergonomic issues that may impact them in an office setting.

 Psychosocial Risk Factors

The agency periodically reviews services available to the workforce through EAP.

 Telework

Yes.
Page 149 

 Occupational Exposure Limits

No.

Accomplishments

Goals for FY 2011 were to continue to promote OSH among our employees. The agency did not 

experience any lost-time to injury during this FY.

Goals

Our annual goals are to maintain a workplace free of hazards and to continue to experience 

minimal lost-time. We will continue to promote OSH among the employees in our regularly 

scheduled All Hands meetings as appropriate. As we experienced no lost-time in FY 2011, that 

success rate will be the standard we wish to adhere to in FY 2012.
Page 150 

Commodity Futures Trading Commission

Statistics

The CFTC experienced no lost-time injury and/or illness cases in FY2011. The CFTC 

experienced no fatal or catastrophic accident cases in FY 2011.

Overseas Employees

There were no overseas employees in FY2011.

OSH Initiatives

Motor Vehicle

The CFTC leases two vehicles for official business only during normal business hours (8 AM – 5

PM). The only authorized operators for these vehicles are contract drivers who are trained and 

certified to operate these vehicles. The CFTC's policy clearly outlines the proper use of the 

motor vehicles, who can request vehicle service, and the restrictions and limitations that apply to 

travelers using the agency's vehicles. The CFTC encourages and enforces 100% compliance of 

seatbelt usage. There were no MVAs involving these two automobiles in 2011. In FY 2011, an 

agency-wide communication was sent to all CFTC employees reminding them of the dangers of 

distracted driving. The communication provided the following guidance:

 Be familiar with the requirements of the EO for Federal Leadership on Reducing Text 

Messaging While Driving.

 Prepare for compliance by planning to not be reachable while driving.

 Turn cell phones off or to silent/vibrate mode before starting the car.

 Pull over to a safe place if a call must be made or received while on the road.

 Consider modifying your voice mail greeting to indicate that you are unavailable to 

answer calls or return messages while driving.

 Inform clients, associates and business partners of the EO as an explanation of why calls 

may not be returned immediately.

 Remind co-workers and colleagues of the EO requirements if they do not appear to be 

compliant.

Integrating OSH and Emergency Response

CFTC's OEP provides procedural guidance on managing fire evacuations, power outages, bomb 

threats, hazardous materials spills and releases, weather related events, SIP, and first response to 

medical emergencies, etc.

The CFTC has integrated OSH into its OEP: our OEP also includes the establishment of "Safety 

Teams" whose responsibility is to coordinate all emergency responses and facility evacuations 

safely, distribute copies of the OEP to all employees, distribute SIP supplies, and maintain 

communications throughout all emergency events.

While the CFTC is in the continuous process of maintaining and updating its OEP and COOP 

plans, it also is in the process of developing:
Page 151 

 Mission Essential Personnel Family Planning and Deployment Guide - geared to staff 

who would be part of the emergency relocation group.

 Family Readiness Guide.

 Workplace Violence policy.

The CFTC's goal is to fully integrate and incorporate the safety and health of its employees into 

these new plans, guides and policies.

In FY 2011, the CFTC hired a full-time COOP manager who will work closely with CFTC’s 

Safety Officer in incorporating the safety and health of employees into the COOP plan. This 

new resource will improve the overall planning of our OSHA and COOP programs.

Agency Specific OSH Resources

Other than the arrival of the COOP manager in FY 2011, there have been no other changes in the 

resources dedicated to OSH program within the CFTC.

Employee Support

The focus on training this year was on violence in the workplace, and harassment. Harassment 

training was conducted once this year to all of our supervisors and managers. Violence in the 

Workplace training was conducted once at our Chicago Regional Office, and in an agency-wide 

communication.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

The CFTC does not currently participate in the FFSHCs. However, the CFTC regularly 

attends FACOSH meetings held every year. In FY 2011, the CFTC attended the 

meetings held on October 21, 2010 and June 7, 2011 at the DOL’s Frances Perkins 

Building.

CFTC policy prohibits the use of social networking on its IT infrastructure. Access to 

personal email sites through the Commission’s network is prohibited.

 Ergonomic Safety Program

CFTC is in the process of renovating and expanding its facilities throughout the country 

in response to changes in the laws governing our operations. The design of these projects 

is typically at least LEED-certified and up to the LEED gold standard in some cases.

While not specifically targeted at ergonomics, lighting, temperature and humidity control, 

fresh air, and many other factors that impact the health of our employees are considered.

As part of this renovation process, new furniture has been selected that specifically 

addresses ergonomic issues. The most important single piece of furniture in an office 

environment is the task chair. CFTC is using excellent ergonomic chairs from a few 

manufacturers in conjunction with high-quality keyboard trays, mouse tablets and foot 

rockers/supports to enhance employee comfort and reduce the risk of repetitive motion 

and posture-related injuries. As these new items come into service, employees are 
Page 152 

provided with the appropriate manuals and references as well as hands-on instruction in 

their proper use.

Meeting room chairs are another important tool in the ergonomic milieu, especially given 

the large number of internal and public meetings that are a routine part of our daily 

operation. CFTC replaces obsolete or worn-out meeting room chairs and equips new 

meeting spaces with modern ergonomic designs. Of course, we must strike a balance 

between budget and the number of units we need to deploy, but overall results have been 

excellent, with very few complaints.

Furniture that is no longer serviceable is taken off-line as soon as possible and replaced 

with more modern types with ergonomic features appropriate for their use. CFTC’s 

logistics and support staff is continually staying abreast of developments in this field and 

actively researching and testing new products as they come into the marketplace.

 Psychosocial Risk Factors

CFTC employees are provided free access to confidential counseling services through our 

EAP. The CFTC also has a longstanding alternative dispute resolution program to 

provide mediation services to all employees upon request.

 Telework

The CFTC telework program requires that teleworking employees provide a safe working 

environment for telework as part of the telework agreement and includes a checklist 

outlining the necessary characteristics. The safety certification checklist is discussed in 

training and employees are required to complete and sign the checklist for each telework 

location before beginning telework at that site.

 Occupational Exposure Limits

As stated above, all CFTC employees perform administrative functions only, and are 

located in leased office space. CFTC employees have no exposure to hazardous 

chemicals.

Accomplishments

The CFTC regularly attends FACOSH meetings held every year. In FY 2011, the CFTC 

attended the meetings held on October 21, 2010 and June 7, 2011 at the DOL Headquarters 

Building, in Washington, DC.

The CFTC’s Safety Representative attended the Department of Labor’s 3-day “Federal Safety 

and Health Training” event held in Chicago in August of 2011. Topics offered included:

 Office Ergonomics

 Office Environment Safety and Health

 Record Keeping

 Fire Protection

 Safety and Health Program Management Systems

 Electrical
Page 153 

 Distracted Driving

 Pandemic Influenza Planning

The CFTC is in the process of taking those lessons learned in this training and applying them to 

its OSHA program in FY 2012.

In FY 2011, the CFTC also continued to monitor its facility and operations in order to quickly 

alleviate possibly hazardous situations. The CFTC continued to meet goals, strive for excellence 

and maintain a safe workplace. With approximately 669 federal employees, the CFTC 

experienced no injuries or accidents in FY 2011.

Goals

In FY 2012, the CFTC plans to continue the process of maintaining and updating its OEP and 

COOP plans. The CFTC will also develop: Mission Essential Personnel Family Planning and 

Deployment Guide - geared to staff who would be part of the emergency relocation group, 

Family Readiness Guide, Work Place Violence policy.

CFTC's FY 2012 goals include the full integration and incorporation of the safety and health of 

its employees into these new plans, guides and policies.
Page 154 

Consumer Product Safety Commission

Statistics

The Commission’s employment rolls decreased by 26 employees during FY 2011 compared to 

FY 2010. There was one injury cases reported. The overall total workers’ compensation cost for 

FY 2011 is $157,398 compared to $160,095 in FY 2010 a decrease of $2,697. The performance 

trends reflect a decrease in the medical cost @ $3,796, a slight decrease in the non-fatal injury 

cost $1,130 and a slight increase in the fatal injury cost @ $2,227. In CBY 2011, the 

Commission’s workers’ compensation costs decreased by $2,697 compared to FY 2010. The FY

2011 total Continuation of Pay (COP) cost decreased by $2,697. The total chargeback and total 

COP costs decreased from $160,095.93 in FY 2010 to $57,397.41 in FY 2011.

Overseas Employees

The agency currently has two employee's working overseas in China at the U.S. Embassy in 

Beijing. They are housed in a State Department building and follow the OSHA program 

implemented by the State Department.

OSH Initiatives

Motor Vehicle

All employees who operate government vehicles are required to attend annual vehicle safety 

training. Employees are reminded each time they sign out a government vehicle to buckle-upfor-safety, no cell phone use and no texting. The agency had eight MVAs in FY 2011, none with 

injuries.

Integrating OSH and Emergency Response

We do not have a pandemic flu program in place at this time.

Agency Specific OSH Resources

No changes reported.

Employee Support

Agency provides training for staff on as needed bases and provides appropriate safety gear for 

staff. The CPSC OSH program is effective. During FY 2011 the number of workplace incidents 

remained low.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

No.

 Ergonomic Safety Program

Agency provides ergonomic chairs to all employees. Ergonomic keyboard trays are 

supplied upon request. Ergonomic assessments are provided upon request.

 Psychosocial Risk Factors

No.
Page 155 

 Telework

Yes.

Accomplishments

Accomplishments for FY 2011 include annual influenza shots, and upgrading ergonomic chairs, 

computer keyboards and keyboard trays.

Goals

CPSC’s FY 2012 OSH initiatives are safety training for our warehouse and laboratory sciences 

staff. Our goal is to:

 Provide safety training for its entire laboratory sciences staff that performs product 

testing.

 Provide safety training for its entire warehouse staff in operating forklifts and machinery 

and proper lifting techniques to prevent back injuries.
Page 156 

Court Services and Offender Supervision Agency

Statistics

In FY 2011, the number of total injury and illness cases for CSOSA was seven, and PSA 

reported three. The LTCR for CSOSA was 0.23%, and PSA reported their LTCR as 0.79%. The 

total worker’s compensation chargeback costs for CSOSA totaled $33,662.52 of which 

$12,567.02 was for CSOSA employees and $21,095 was for PSA employees. For CSOSA, the 

cause of the injuries were reported as slips, trips or falls; and, all but one of the injuries occurred 

while the employees were out of the office doing field work. PSA also reported their injuries as 

slips, trips or falls that occurred outside of the office; however one employee reportedly injured 

his back in the office while lifting a box of supplies. CSOSA’s building management team 

performs regular facility inspections to identify potential hazards and they interview the injured 

person and any witnesses in an effort to identify possible causes and identify measures needed to 

prevents future injuries.

CSOSA did not experience any occurrences of fatal or catastrophic incidents; as a result, no

investigations were conducted.

Overseas Employees

CSOSA did not have any employees overseas in FY 2011.

OSH Initiatives

Motor Vehicle

CSOSA employees reported a total of 13 MVAs in FY 2011. PSA employees did not experience 

any MVAs. CSOSA implemented and enforced the following policies to promote the mandatory 

use of seatbelts by all drivers. These policies have been in place since FY 2004 and are updated 

and revised periodically in accordance with applicable laws and mandates:

 Policy Statement 5401, Use of Agency Vehicles

 Policy Statement 5402, Use of Privately Owned Vehicles

 Policy Statement 5403, Contractor Use of Privately-Owned Vehicles

All CSOSA motor vehicles have visual signage and audible warnings to ensure employees use

their seatbelts. CSOSA is updating Policy #5401, and 5402 to include the following statement 

concerning distracted driving:

“The use of cell phones for calls or text messaging while driving Agency vehicles is 

prohibited. Employees must pull over and stop driving to initiate and complete a call or 

text.”

This statement was added to Policy 5403 during its last update in May 2011.

Integrating OSH and Emergency Response

CSOSA incorporates the safety and health of its employees into its emergency response and 

COOP plans and training. During the month of September, CSOSA observes National 

Preparedness Month by educating all employees through a number related activities, i.e. daily 
Page 157 

Preparedness Tips and the Emergency Preparedness Fair. Preparedness Tips are relayed to staff 

via e-mail and posters that emphasizes the individual’s personal role in preparedness and

emergency response. The National Preparedness month activities and the Preparedness Fair are 

annual events that are hosted by our COOP and the Office of Security staff. This annual event is 

open to both CSOSA and PSA employees. Challenges include ensuring all key details are 

provided and time management in planning, coordinating and implementing the agency’s COOP

plan.

Agency Specific OSH Resources

CSOSA did not provide additional OSH resources and there were no significant changes in OSH 

resources allocated in the FY 2011 internal operating plans.

Employee Support

CSOSA provides the following safety and health training for all employees and newly hired 

employees:

 Hostage avoidance training (annual training for all employees)

 Blood borne pathogen training (annual training – mandatory for positions identified 

as at risk)

 Defensive driving (new hires only)

 Physical security overview (orientation for new hires only)

 Stress management (open to all employees – 1 day training )

 Drug free work place (orientation for new hires only)

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

CSOSA employees did not participate in any FFSHCs or other social networking. 

CSOSA is a small agency with all of its facilities located within DC, it would not be cost 

effective to use social networking communities to promote, improve and build higher 

standards of workplace safety and health.

 Ergonomic Safety Program

Special requests for reasonable accommodation are filed by employees through the 

CSOSA’s Office of EEO. Special request for furniture and non-computer equipment are 

handled by the Office of Facilities Management who conducts an ergonomic review and 

assessment; and makes recommendations to meet a specific requirement. All requests for 

computer related items or equipment are handled by the Office of IT. The EEO office is 

responsible for obtaining the necessary equipment through available government 

ergonomic supply programs.

 Psychosocial Risk Factors

Psychosocial risk factors are addressed by the CSOSA, Office of EEO, Diversity and 

Special Programs. In FY 2011, EEO responded to the following: workplace stress, 

bullying, and harassment. The following tools were used to address psychosocial risk 

factors: confidential counseling; a change to working time/schedule arrangements.
Page 158 

 Telework

CSOSA’s telework program serves as a recruitment and retention tool, it allows 

participants to strike a balance between work-life and home-life demands, ease 

commuting problems, and improve productivity and employee morale. The Telework 

Agreement, Policy Statement 610.6 addresses policy, guidance and it contains a checklist 

for risk assessment.

 Occupational Exposure Limits

CSOSA does not handle or use any hazardous chemicals. PSA’s safety officer in their 

Toxicology Lab oversees the chemical hygiene plan. This plan involves periodic 

orientation, uniform application, and adherence to good laboratory practices and 

guidelines documented in the material safety data sheet (MSDS). Appropriate protective 

equipment, gear, and clothing are used during normal and routine work in the lab to limit 

chemical exposure. Chemical handling and protection against potential incidental 

exposure is in accordance with MSDS guidelines. Chemicals are used on a micro-scale 

in the laboratory and are handled in certified chemical hoods. Secure chemical storage 

units are used in accordance with guidelines on MSDS sheets accompanying each 

chemical for long term storage and the lab has proper ventilation to limit chemical fumes.

CSOSA Accomplishments

 CSOSA Fleet Management policies were updated; and all new employees received defensive 

driver training.

 Implemented the use of a New Fleet Management Software to automate the vehicle checkout process. This system requires employees to acknowledge various safety policies.

 Updated all policies concerning the use of agency and privately-owned vehicles to include 

language and information concerning distracted driving.

 Continue with daily and quarterly facility inspections in an effort to reduce the number of 

reported injury and illnesses.

PSA Accomplishment

Provided assistance to an employee who was injured in an incident outside of the work place; 

since the incident occurred outside of the workplace the employee was not ineligible for FECA. 

However, PSA was able to assist this employee by providing reasonable accommodations that 

included a reassignment and the employee was successful returned to work.

CSOSA Goals

 Implement COOP Training Programs

 Continue to strengthen the Fleet Management Program.

PSA Goals

 Coordinate with the OWCP to make accommodations available to injured federal employees 

who sustain serious workplace injuries or illnesses.

 Quarterly monitoring of RTW success under the POWER Initiative.
Page 159 

Defense Nuclear Facilities Safety Board

Statistics

FY 2010 FY 2011 Change

Number of Federal Civilian Employees,

Including full-time, part-time, seasonal, intermittent workers

106 111 5

Number of Federal Civilian Employees that Perform 

Emergency Response and Disaster Recovery Operations, 

including full time, part-time, seasonal, intermittent workers

0 0 N/A

Number of Supervised Contractors that Perform Emergency 

Response and Disaster Recovery Operations, including full 

time, part-time, seasonal, intermittent workers

0 0 N/A

Number of Volunteers that Perform Emergency Response 

and Disaster Recovery Operations, including full time, parttime, seasonal, intermittent workers

0 0 N/A

Total Cases Injury/Illness (number of injury/illness cases-no 

lost-time, first aid, lost-time and fatalities)

0 0 0

a. Total Injury/Illness Cases Related to Emergency Response 

and Disaster Recovery Operations (number of injury/illness 

cases-no lost-time, first aid, lost-time and fatalities)

0 0 N/A

TCR (rate of all injury/illness cases per 100 employees) 0 0.2 -0.2

Lost-time Cases (number of cases that involved days away from 

work)

0 0.2 -0.2

a. Lost-time Cases Related to Emergency Response and 

Disaster Recovery Operations (number of cases that involved 

days away from work)

0 0 N/A

LTCR (rate of only the injury/illness cases with days away from 

work per 100 employees)

0 0 N/A

Lost Work Days (number of days away from work) 0 42 -42

a. Lost Work Days Related to Emergency Response and 

Disaster Recovery Operations(number of days away from 

work)

0 0 N/A

LWDR (per 100 employees) 0 0.4 -0.4

The Board does not conduct emergency response and/or disaster recovery operations. There has 

never been an incident of a catastrophic accident or fatality at the Board. There were no contract 

workers supervised by federal employees, and no volunteers were employed by the Board in FY 

2011.

Office of Workers’ Compensation Programs Costs

CBY 2010 CBY 2011

Total Chargeback 0 0

Total COP 0 $5,892.55

Total Chargeback + COP 0 $5,892.55

Chargeback for Cases that occurred in the CBY 0 $5,892.55
Page 160 

Significant Trends and Major Causes or Sources of Lost-time Disabilities

FY 2011 Major Trends Description

Nature (i.e., sprains, 

contusions, etc.)

% of 

Total

% of 

Cost

Back injury 100 100 Sprained back

Cause of Injury (i.e., slips, 

handling tools, etc.

% of 

Total

% of 

Cost

Lifting heavy box 100 100 Lifting heavy box

OSH Initiatives

Safety, Health, and Return-to-Employment Initiative

The Board’s total injury and illness case rates were 0.2% in FY 2011. The Board’s LTCR was 

0.2% in FY 2011. Two minor injuries occurred in FY 2011, and were immediately reported. 

The Board’s current rate of lost production days due to injury and illness rate is 0.4%.

Motor Vehicle

Seven vehicles are leased off-site by the Board, and used by our technical site representatives at 

the DOE’s nuclear weapons facilities. There has never been an accident reported. The Board’s 

employees occasionally use rental automobiles when visiting the laboratories and no incidents 

were reported in FY 2011.

Agency Specific OSH Resources

There were no significant additional resources allocated to OSH programs during FY 2011. The 

Defense Nuclear Facilities Safety Board is an independent executive branch agency with 111 

employees on board as of September 30, 2011. Our offices are leased through GSA, and 

managed by REIT Management. Both our Security Specialist and Facilities Management 

Officer work with the building’s manager to perform fire drills, and oversee security, heating, 

and ventilation activities.
Page 161 

Employee Support

Types of Training Provided in FY 2011 Number 

Trained

Top management officials Radiation Worker II Refresher Training 1

Supervisors 0

Safety and health specialists Health Physics Society Midyear Topical Meeting

Health Physics Annual Meeting

2

1

Safety and health inspectors 0

Collateral duty safety and 

health personnel and 

committee members

Energy Facilities Contractors Group (EFCOG) Safety 

Basis Workshop

Safety Instrumented Systems: Design, Analysis, and 

Justification

PSA 2011 Topical Meeting of Probabilistic Analysis of 

Nuclear Safety

Nuclear Plant Safety

Nuclear Fuel Cycle Safety

Pantex Facility Safety Systems for the NES 

Community

Radiation Worker II Refresher Training

2011 DOE Integrated Safety Management Conference

Safety Basis Workshop

Nuclear Explosive Safety Technical Explosives

DOE Contractor Fire Safety Workshop

National Fire Protection Conference

Advanced Fire Dynamics Simulation and Smokeview

2

2

1

1

1

1

33

1

1

1

1

2

1

Employees and employee 

representatives

Information Management and HSPD-12 Security 

Conference

2

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

The Board was not involved with FFSHC groups in FY 2011. The majority of the 

Board’s technical staff have advanced degrees in a myriad of engineering disciplines, 

such as civil, structural, chemical, nuclear, environmental, marine, mining, fire 

protection, safety engineering, aeronautics, and national security. Memberships in 

professional and health organizations include the American Society of Civil Engineers, 

American Nuclear Society, Health Physics Society, American Institute of Chemical 

Engineers, Institute of Electrical and Electronics Engineers, American Physical Society, 

American Society of Mechanical Engineers, Earthquake Engineering and Research 

Institute, American Association of Structural Mechanics, Seismological Society of

America, and American Concrete Institute. The technical staff serves in these

organizations as advisor generals, presidents, and as committee members involving 

standards.

 Ergonomic Safety Program

Not reported.
Page 162 

 Psychosocial Risk Factors

Not reported.

 Telework

Not reported.

 Occupational Exposure Limits

Not reported.

Accomplishments

This is the fifth year that the Board has issued a report to OSHA, and we are proud to report that 

there has never been an incident of a catastrophic accident or fatality at the Board. During FY

2011, there were two minor injuries at the Board. Since the Board’s startup in 1989, only seven 

injuries have occurred. The injuries were reported immediately to the DOL. Recordkeeping is 

performed by the Board’s OHR. The Board does not conduct emergency response and disaster 

recovery operations, and have no incidents of workplace violence. The Board’s total and losttime injury and illness case rates for FY 2011 were 2%.

Goals

The Board’s total and lost-time injury and illness case rates for FY 2011 are below the 

government-wide targets as established under the SHARE Initiative.
Page 163 

Equal Employment Opportunity Commission

The U.S. Equal Employment Opportunity Commission (EEOC) is committed to providing a 

healthy and safe work environment. This FY 2011, EEOC Annual Occupational Safety and 

Health Report for Federal Employees to the Secretary of Labor provides an overview of EEOC 

accident, injury, and illness data, as well as initiatives the Agency is undertaking to continuously 

improve worker safety and health.

The Agency has been extremely active during FY 2011 beginning with a series of new and 

improved initiatives aimed squarely at training, education and awareness related to injury 

prevention and effective RTW strategies. To foster a safer workplace for our employees, the 

Agency continued to conduct agency-wide annual Safety and Security Awareness Training for 

designated safety/security representatives in Headquarters and the field. The Agency’s FY 2011 

cumulative timeliness rate was 61.3%, below the targeted rate of 65.0%.

The Agency’s Workers’ Compensation Nurse Case Management Program has proven successful 

in expediting injured employees’ safe RTW. Under this program, an injured employee is 

contacted within 48 hours after their reported injury. The nurse case manager guides the 

employee through the maze of possible medical treatments and workers’ compensation process. 

The goals of the program are to reduce costs, ensure proper medical treatment, to expedite the 

employees’ safe RTW, and to reduce the number of open cases and injured workers. Agency 

employees have returned to work on an average three days sooner than would be expected based 

on national estimated duration of disability guidelines.

Despite focused efforts to improve workplace safety, Agency employees continue to sustain 

injuries by slipping on floors or tripping over objects, resulting in falls and striking injuries. 

These injuries tend to affect multiple body parts; the most common being knees, shoulders and 

backs.

The Agency continues to conduct training intended to engage the Agency’s designated 

safety/security representatives in a coordinated effort through (1) on-site visits by OSHA to 

specific district offices chosen on the basis of the number and nature of reported injuries; (2) 

development of a formal feedback loop to the district offices on injury and illnesses; (3) 

education to increase safety prevention awareness; (4) adherence to documented timelines and 

processes for managing injuries; (5) designation of safety/security representatives who are 

responsible for advocating and enforcing safe work place practices in the Headquarters, district, 

field, area, and local offices; and (6) implementation of the Agency Safety/Security Inspection 

Checklist, intended to help identify potentially hazardous conditions and practices.

Statistics

There was a slight decrease in the total number of new injury and illness cases, from 30 new 

cases filed in FY 2010 to 28 new cases filed in FY 2011. Despite focused efforts to improve 

workplace safety, Agency employees continued to sustain injures by slipping on floors or 

tripping over objects resulting in falls and striking injuries. The most prevalent cause of injury 

and the most expensive claims for Agency employees is by far, falls from slips and trips. There 

were several stress related occupational illnesses, and one MVA reported this year.
Page 164 

The total number of cases reported in FY 2011 represents a projected increase in the TCR per 

100 employees from 1.04% in FY 2010 to 1.09% in FY 2011.

The Agency is taking a proactive approach to mitigating potential injury or illness situations 

before an employee is affected. The information on the causes of injuries/illnesses allows the 

safety and health program to provide targeted training and inspect office areas to ensure hazards 

are removed and individual ergonomic needs are reviewed and met whenever possible.

The Agency’s target for LTCR is to be below 1.0 lost-time claims. The Agency’s current LTCR 

is at 0.59. The Agency has reduced the LTCR by engaging in such initiatives as expediting 

medical assistance to the injured employee.

Other initiatives include:

 First Notice of Injury via a Toll Free Injury Reporting Hotline, available to the Agency 

Monday through Friday, 8:00 AM to 12:00 AM Eastern Time, to facilitate early reporting 

of all on-the-job injuries and illnesses;

 Early Intervention to facilitate access to appropriate care and the review of claim 

documentation, including identification of early indicators for possible controversial or 

challenge of the claim;

 Ongoing telephonic case management services provided by a registered nurse 

experienced with federal workers’ compensation and familiar with the Agency’s work 

environment and culture;

 Reporting and analysis, including monthly and annual reporting, quarterly chargeback 

review and ad hoc safety/injury analysis reports; and

 Focused RTW efforts after obtaining medical documentation supporting work abilities 

and coordination with Agency offices to offer work within the clinically documented 

abilities.

The Agency created the POWER Workgroup in FY 2011, to review current Agency safety and 

workers’ compensation information provided to employees to create media safety reminders and 

interventions to impress upon Agency employees the importance of working safely. A major 

cause of Agency injuries remains slips, trips and fall, which account for half of the 

injuries/illnesses during FY 2011. The Agency reviewed safety-specific options to decrease 

injuries and illnesses, including OSHA safety training for district offices and performing 

inspections of offices for potential hazards that needed to be addressed.

The Agency continues to contract with Managed Care Advisors to provide the Nurse Case 

Management Program. The program provides the services of a registered nurse to telephonically 

assist Agency employees who report an on-the-job injury or illness with obtaining the necessary 

medical information and care to ensure a safe and effective RTW.

EEOC experienced no fatalities among federal employees and no catastrophic events during FY 

2011.
Page 165 

Overseas Employees

EEOC does not have any overseas employees.

OSH Initiatives

Motor Vehicle

EEOC federal employees were involved in one MVA in FY 2011. This accident did not result in 

lost-time injuries. EO 13043 requires seatbelt use by federal employees on the job, including 

drivers and passengers. EEOC relies upon self-reported usage by employees when completing 

MVA reports. EO 13513 requires the banning of texting while driving a government vehicle.

The Agency has incorporated motor vehicle safety (distracted driving) into its revision of the 

Safety Order. Seatbelt use is emphasized in the annual Safety and Security Awareness Training 

Program.

Integrating OSH and Emergency Response

The Agency incorporates the safety and health of its employees into its OEP, Safety and COOP 

Orders for emergency and/or disaster response. The Agency foresees no challenges 

incorporating safety and health into its OEP, Safety and COOP Programs.

Agency Specific OSH Resources

Earlier this year, the Agency issued a letter to all employees informing them of the Agency’s 

participation in the POWER Initiative and the development of the POWER Workgroup. The 

Workgroup provided support to offices in the form of safety prevention reminders, safety 

training, workplace safety and health efforts by setting more aggressive performance targets. 

The Workgroup coordinated with designated safety representatives in the district, field, area and 

local offices on activities such as: onsite visits to inspect offices, workstations and common 

areas; determine reasons for injuries in certain offices and to develop effective strategies to 

prevent injuries.

Employee Support

EEOC conducts annual Safety and Security Awareness Training with designated Headquarters, 

field office safety/security representatives and District Resources Managers. The Agency 

currently does not conduct OSH Training for new hires; however, the Agency will be adding 

OSH training for new hires as a new initiative for FY 2012.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

The Agency designated one management and one non-management employee to serve as 

representatives of the U.S. Department of Labor, Office of the Assistant Secretary for 

Administration and Management on the Dallas/Forth Worth, Field Federal Safety and 

Health Council. The Agency does not use any type of social networking for OSH 

support.

 Ergonomic Safety Program

The Agency has an ergonomic program available to all employees who may require 

special equipment to address or prevent various ailments. Under the ergonomic program, 

for instance, an employee with carpal tunnel syndrome may request a specialized chair or 
Page 166 

wrist pad. Requests under the ergonomic program are handled by the Disability Program 

Manager.

 Psychosocial Risk Factors

The Agency does not have a program that specifically addresses psychosocial risk 

factors. The EAP is available for all Agency employees. Guidance and information is 

available and disseminated to all employees in the field and Headquarters offices.

 Telework

The Agency has a policy that teleworkers must designate a work-at-home space that is 

adequate, safe and equipped for performance of the employee’s duties. The home-based 

workspace must be approved by the supervisor. EEOC has implemented a telework 

safety checklist. The telework safety checklist was designed to assess the overall safety 

of the alternate worksite. Employees that telework are required to sign the telework 

safety checklist, certifying that the home-based workspace is free of safety and health 

hazards and unsafe conditions. Supervisors are responsible for ensuring that teleworkers 

complete the self-certification safety checklist, and that the list does not indicate a 

potentially unsafe work environment.

 Occupational Exposure Limits

The Agency does not have any hazardous chemicals; therefore there are no OELs.

Accomplishments

 Continued reduction in the LTCR from 0.54 in FY 2010 to 0.59 in FY 2011.

 Conducted annual safety and security awareness training with designated safety/security 

representatives and District resources managers in the district, field, area and local 

offices.

 Conducted workers’ compensation program workshops and training for supervisors and 

managers.

 OSHA conducted onsite training in two district offices with the highest number of onthe-job injuries and illnesses.

 Implemented the POWER Initiative to pursue more aggressive RTW efforts for Agency 

employees.

 Implemented an Agency-wide safety and health program.

 Developed POWER stretch goals to achieve greater performance.

 Conducted Headquarters fire drill and SIP exercises.

 Conducted annual training with designated Headquarters floor captains and area monitors 

on the OEP, SIP, evacuations and other safety measures.

 Implemented the Guide for Helping Injured Employees RTW for Supervisors and 

Managers.

 Implemented the Eye on Safety and the Right On Time awards that recognize district, 

field, area and local offices that have a record of filing timely notices of injury and illness 

and that have reported a specific accident-free period.

 Implemented Agency-wide safety/security checklist to help identify potentially hazardous 

conditions and practices and improve Agency office work environments.
Page 167 

 Posted OSH poster throughout Headquarters and field offices.

 Updated and implemented the Agency’s Safety Order.

 Agency’s security specialist attended OSHA CDSO Course for Other Federal Agencies 

training at the National Resource Center.

 Participation in monthly Headquarters Facility Security Committee which includes 

planning for OEP, SIP, evacuations and other safety measures.

 Participation in monthly Headquarters Public Safety Committee meetings.

Goals

 Continue to conduct annual safety and security awareness training with 100% of 

designated safety/security representatives and District resources managers in the district, 

field, area and local offices.

 Continue to conduct quarterly medical management reviews.

 Continue to conduct quarterly workers’ compensation training with district resources 

managers/district resources managers assistants, managers and supervisors.

 Continue to conduct annual training with 100% of designated headquarters floor captains 

and area monitors on OEP, SIP, evacuations and other safety measures.

 Continue participation in monthly Interagency Coordinating Council on Emergency 

Preparedness and Individuals with Disabilities Workplace Subcommittee (Headquarters 

only).

 Continue to conduct annual Headquarters fire drill and SIP exercises.

 Continue participation in monthly Headquarters Facility Security Committee which 

includes planning for OEP, SIP, evacuations and other safety measures.

 Continue participation in the Dallas/Fort Worth FFSHC.

 Continue participation in monthly Headquarters Public Safety Committee meetings.

 Develop and implement annual safety and security e-learning training for Agency 

employees.

 20% more district, field, local, and area office participation and involvement in FFSHCs.

 Conduct onsite visits to district office with the highest number of on-the-job injuries and

illnesses.

 Increase participation and involvement in the Agency’s annual safety and security 

awareness training to include 60% of Agency employees.

 Revise Agency OEP Order.

 Revise Agency security order.

 Motor Vehicle Safety Awareness- Develop training module to be incorporated into the 

orientation and annual safety/security training to improve driver safety awareness in the 

field and support the President’s EO on texting.

 Develop and implement headquarters operations manual for use in all emergencies.

 Ensure 100% of district, field, area and local offices have a current OEP (annual 

emergency drills/ SIP).

 Ensure 100% of district, field, area and local offices have a current COOP plan.

 Ensure 100% participation from district, field, area and local offices in Facility Security 

Committee meetings where applicable.

 Ensure 100% participation for district, field, area and local offices conduct annual fire 

evacuation and SIP drills.
Page 168 

 Implement Agency COOP Order.

 Develop and implement OSH training initiative for 100% of new hires.

 Develop metrics for evaluating Agency OSH program.

 Review and evaluate Agency self-evaluation program.
Page 169 

Export-Import Bank of the United States

Statistics

Zero (0) – Injuries; Zero (0) – Lost-time injury cases. In FY 2011, there were no injuries 

recorded at the Export-Import Bank of the United States (EIB) and there are not any 

employees on workers’ compensation at the present time. We are within compliance of 

OSHA standards and regulations set forth by EO 12196, and the basic program elements 

located in Part 1960, Subpart I. Zero - Fatalities at EIB in FY 2011 and zero in previous 

years. No noticeable trends in injury occurrence nor major cause or source of lost-time

injuries. Zero - Fatalities at EIB’s Regional Offices in FY 2011 and zero in previous 

years. EIB personnel are located in five commercial office settings around the country –

our headquarters here in Washington, DC, and five field offices located in New York, 

NY; Chicago, IL; Newport Beach, CA; Houston, TX; and Miami, FL.

Overseas Employees

Zero. EIB has no civilian employees working overseas in FY 2011.

 

OSH Initiatives

Motor Vehicle

Zero - Automobile accidents in FY 2011. EIB does not have a policy in place to track the 

percentage of seatbelt usage by employees or banning texting while driving. Procedures 

are being established to ensure agency compliance with EOs 13043 (requiring seatbelts), 

and 13513 (banning texting while driving).

Integrating OSH and Emergency Response

The Lafayette Building is equipped with a voice communication system, an integral part 

of the building alarm system and evacuation and SIP of the agency. Special instructions 

to building occupants are transmitted via this system. EIB has incorporated plans for 

emergency and/or disaster response, COOP, which also includes the guidance from 

FEMA regulations concerning the Pandemic Flu Planning. No change in resources 

dedicated to OSH.

Agency Specific OSH Resources

Not reported.

Employee Support

Not reported.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

EIB is committed to the necessary resources to staff and time to ensure all personnel in 

the agency are protected from injury and illness hazards by displaying information on its 

website. In addition, management visibly leads in the continuous improvement of the 

agency’s safety and health policies and ensures that all employees know, understand and 

support the policy.
Page 170 

 Ergonomic Safety Program

EIB has a multipronged approach to analyzing ergonomic hazards. The Bank provides 

reasonable accommodations to employees who request them upon assessment. The Bank 

provides employees with PPE, and the Bank’s position description includes factors that 

outline any potential risks for each position and the nature of the job.

 Psychosocial Risk Factors

During the past year, EIB has provided training regarding psychosocial risk factors. 

EIB’s building is currently under renovation. EIB provided various training regarding 

hazardous material removal including asbestos, lead and PCBs.

 Telework

EIB’s Telework policy for alternative workplace arrangements is consistent with 

provisions of the law and Federal rules and regulations in the Telework Enhancement Act 

of 2010.

EIB authorizes the use of telework programs by eligible employees in positions 

determined to be suitable for telework, and allows them to work at approved 

locations other than the official duty station without affecting other conditions of 

employment.

 Occupational Exposure Limits

EIB does not have hazardous chemicals on board, EIB is committed to the necessary 

resources to expose of any hazardous chemicals. To ensure all personnel in the agency 

are protected from injury and illness by any hazardous chemicals it is reported to 

Building Management Division it is removed from the building.

 Certified Safety and Health Committees

The EIB takes a proactive approach regarding its employees’ safety and health. The 

results of EIB building inspections and day-to-day observations are passed along to the 

GSA Building Liaison. They then seek a remedy to any perceived or actual risk.

In regional field offices, a leasing coordinator contacts the landlord in regards to followup and corrective actions needed if safety and health observations are made.

Accomplishments

EIB, in FY 2011, has maintained the awareness and continues to evaluate all 

employees working on computers to prevent work-related carpal tunnel syndrome. 

Additionally, footstools, risers for computer screens, keyboard trays, and other 

accommodations needed are provided to employees. We will continue to monitor this 

practice in FY 2012 and will evaluate any concerns and update as needed.

 Travel Program – requires following the government’s safety standards (for 

example, the presence of smoke alarms) as reflected in the Hotel and Motel 

Fire Safety Act.
Page 171 

 Vehicle Policy – requires operators and passengers to use safety belts at all 

times (EO 13043) and banning texting while driving (EO 13513).

 AED Program – trained various employees in the proper use of the AED and 

CPR. Requalification will be scheduled this upcoming FY 2012.

 Matters to be reported to the Inspector General – provides a method to report 

significant threats to the public health or safety in the programs and operations 

of the EIB.
Page 172 

Farm Credit Administration

Statistics

During FY 2011, the Farm Credit Administration (FCA) had one employee who sustained minor 

accidental injuries while traveling on the job. We continue to carry two employees on workers’

compensation at a cost of $122,563.28 for FY 2011. During FY 2011, FCA had no fatalities or 

catastrophic accidents.

Overseas Employees

FCA has no overseas employees.

OSH Initiatives

Motor Vehicle

During FY 2011, there were eight minor MVAs involving FCA employees. Agency policy 

requires all employees, drivers and passengers, using a motor vehicle for official business, 

whether it is a government- or privately-owned vehicle, to wear seatbelts at all times. FCA 

policy also bans texting while driving and also requires hands free devices for cell phone use on 

official travel and requires hands free devices for Agency cell phone use in private vehicles.

FCA periodically publishes articles in its daily newsletter to increase motor vehicle safety and 

decrease all causes of distracted driving.

Integrating OSH and Emergency Response

FCA's COOP planning methodology revolves around two main priorities: 1) Protecting the 

safety of staff, including providing guidance for family disaster planning; and 2) Protecting FCA 

assets and ensuring the continuation of services.

The Agency incorporates the safety and health of its employees into its plans for emergency 

and/or disaster response, and COOP. FCA also has provisions for Agency hall monitors in 

evacuations, SIP policies, SIP/drive away bags, and annual flu shots at no cost to employees.

Agency Specific OSH Resources

FCA continues to invest in the safety and health of its employees through its policies and 

programs. In FY 2011, there have been no substantial changes in resources dedicated to 

occupational safety and health in FCA.

Employee Support

The FCA takes a proactive approach regarding its employees' safety and health. The results of 

FCSBA inspections and day-to-day observations are passed along to the FCA's Building Liaison. 

He then seeks a remedy to any perceived or actual risk. Landlords are contacted for follow-up 

and corrective actions if safety and health observations are made in the field offices.

The FCA also funds a wellness program for all its employees. Over the last several years, the 

Agency has funded yearly physical examinations; paid for flu shots for employees, contracted 

with a service dedicated to assist employees in dealing with on-the-job stress, as well as off-the-
Page 173 

job personal challenges; and provided many pamphlets and seminars to employees on a variety 

of health issues.

The overall impact of FCA's training efforts on improving work-related safety and health is that 

our injury rate is almost nonexistent.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

Because of our size and nature of work, we are not involved in the FFSHCs or other 

support activities. Our training efforts focus on educating our employees on improving 

work-related safety and health in an office setting.

Our primary method of reaching out to employees is through Agency newsletters, 

handouts, and electronic message boards.

 Ergonomic Safety Program

The FCA takes a proactive approach regarding its employees’ ergonomic safety. The 

FCA maintains awareness and continues to evaluate all employees working on computers 

to prevent work-related carpal tunnel syndrome. We offer ergonomic assessments for 

employees through an outside consultant. Also, footstools, riser for computer screens, 

keyboard trays, and anything else needed to help their comfort zone are provided to 

employees.

 Psychosocial Risk Factors

The FCA funds a wellness program for all its employees. Over the last several years, the 

Agency has partially funded yearly physical examinations; paid for flu shots for 

employees, contracted with a service dedicated to assist employees in dealing with onthe-job stress, as well as off-the-job personal challenges; and provided many pamphlets 

and seminars to employees on a variety of health issues.

 Telework

FCA’s flexiplace (telecommuting) policies and procedures set safety and health standards 

in the home or satellite office where an employee may choose to work and calls for 

inspections of such facilities to ensure standards are met and maintained.

 Occupational Exposure Limits

Reported as not applicable.

Accomplishments

This year, FCA contributed up to $1,300 to each employee's Flexible Spending Account to be 

used for health or dependent care expenses. FCA also continued to contribute up to $400 to a 

Life Cycle Account to reimburse employees for up to $400 for certain expenses, including 

medical insurance.

The FCA maintains awareness and continues to evaluate all employees working on computers to 

prevent work-related carpal tunnel syndrome. We offer ergonomic assessments for employees 
Page 174 

through an outside consultant. Also, footstools, riser for computer screens, keyboard trays, and 

anything else needed to help their comfort zone are provided to employees.

Goals

Our goal for FY 2012 is to strive for a 100% injury-free workplace.
Page 175 

Federal Communications Commission

Statistics

FY 2009 FY 2010 FY 2011

Total Cases Injury/Illness (number of injury/illness 

cases—no lost-time, first aid, lost-time and fatalities)

4 11 8

TCR (rate of all injury/illness cases per 100 employees) 0.22 0.6 0.55

LTCR (rate of only the injury/illness cases with days 

away from work per 100 employees)

0.22 0.54 0.44

Total Chargeback + COP $158,332 $290,071 $163,694

The injuries/illnesses most frequently recorded at the Federal Communications Commission 

(FCC) were falls to the same level and striking against a stationary object. The predominant 

causal factors were employee inattention to the task. The following is a brief break down of our 

injury/illness cases:

Case 1: Employee was sitting in her office when a small plastic fan fell off her shelf, 

striking her in the head. (Nine days lost)

Case 2: Employee was moving audiovisual equipment and felt a sharp pain in his back. 

(No days lost)

Case 3: Employee filed a claim for carpal tunnel syndrome. (No days lost)

Case 4: Employee was walking down the steps, missed a step and twisted her ankle. (17 

days lost)

Case 5: Employee’s chair broke, causing her to fall to the floor. (30 day lost)

Case 6: Employee was in the break room and bumped his foot on the corner of the soda 

machine. (25 days lost)

Case 7: Employee went to sit in her chair, the chair moved and the employee fell to the 

floor. (Seven days lost)

Case 8: Employee was entering a door, when her wheeled brief case got stuck in the 

door, causing her to fall. (Two days lost)

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

The FCC experienced no MVAs in FY 2011. Although the FCC does not have a mechanism in 

place to track the percentage of seatbelt usage by employees; previous accident reports indicate 

that employees have been wearing their seatbelt at the time of the accidents. In addition, the 

FCC has a directive covering the operation of motor vehicles in accordance with EO 13043. 

This directive requires the use of seatbelts while operating a government vehicle and requires 

employees who drive as part of their duties to annually complete a driver’s safety course.
Page 176 

Integrating OSH and Emergency Response

The FCC safety and health manager is responsible for all OEPs and has a role in the 

development of the agency Pandemic and COOP plans. Collectively, the “Plans” include 

thorough procedures employees need to follow to: 1) safely evacuate their building; 2) 

participate in a SIP during their normal duty hour; and 3) handle a pandemic or COOP situation. 

In addition, the FCC has developed safety and health checklists that employees can use to better 

prepare themselves for a variety of emergency situations both at work and home.

Agency Specific OSH Resources

No changes reported.

Employee Support

The FCC is in the process of developing a mandatory online OEP training program for our 

Headquarters staff. The training program is expected to be available January 2012. In addition, 

the FCC currently offers two OSH awareness courses, which includes SIP and the FCC’s OSH 

Program online course, both of which are part of the Supervisory Certification Program.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

None in FY 2011. We are looking at the FFSHCs locations to determine whether or not 

our field offices are close enough to participate.

 Ergonomic Safety Program

The FCC has created an ergonomics guide for employees to evaluate their work areas and 

become familiar with ergonomic setup. In addition, the FCC safety and health manager 

is available upon request to perform ergonomic assessments and assist employees with 

correcting any deficiencies.

 Psychosocial Risk Factors

The FCC does not currently address psychosocial risk factors as part of the OSH 

program, nor have we been asked by employees to address these factors to date. 

However, if we receive a request from employees to address psychosocial risk factors, 

they would be dealt with initially through the Human Resource Management, EAP. The 

FCC will look into the topic and see if there are tools and/or additional programs we can 

make available to employees.

 Telework

The FCC has a telework program and encourages the use of telework for those 

projects/duties that are well-suited for completion at an alternative work site. The FCC 

Telework Program is offered as well as a means of supporting the Commission’s goal of 

enhanced employee flexibility and improved work/life balance, provided that employee 

performance and the efficiency of the FCC and its mission are not adversely impacted. 

As part of the program, employees receive a safety and health checklist which they must 

use to determine whether or not their home is safe and free of any recognized hazards or

ergonomic concerns and sign to confirm they completed the assessment.
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 Occupational Exposure Limits

PELs.

Accomplishments

The following were the FCC goals and accomplishments for FY 2011, based on the 2009 

baseline performance:

I.

 Goal 1: Total injury and illness case rates. The FCC met our goal to keep our total injury 

and illness case rates at or below 1% in FY 2011.

 Goal 2: Lost-time injury and illness case rate. The FCC met our goal to keep lost-time

injury and illness case rate at or below 1% in FY 2011.

 Goal 3: Analysis of Lost-time Injury and Illness Data: N/A.

 Goal 4: Timely filing of injury and illness claims. The FCC missed our goal to increase 

the timely filing of notices of injury and illness claims.

 Goal 5: Timely filing of wage-loss claims. The FCC did not have any wage-loss claims in 

FY 2011.

 Goal 6: Reduce the rate of lost production days due to injury and illness. The FCC met 

our goal to keep the rate of lost production days due to injury and illness at 15 or less in FY

2011.

Goals

The following are the FCC goals for FY 2012:

 Goal 1: Total injury and illness case rates. Keep total injury and illness case rates at or 

below 1% in FY 2012.

 Goal 2: Lost-time injury and illness case rate. Keep lost-time injury and illness case rate 

at or below 1% in FY 2012.

 Goal 3: Analysis of Lost-time Injury and Illness Data: N/A.

 Goal 4: Timely filing of injury and illness claims. Increase the timely filing of notices of 

injury and illness claims to at least 65% in FY 2012.

 Goal 5: Timely filing of wage-loss claims. Maintain the timely filing of wage-loss claims at 

100% in FY 2012.

 Goal 6: Reduce the rate of lost production days due to injury and illness. Maintain the 

rate of lost production days due to injury and illness at 15 or less in FY 2012.
Page 178 

Federal Deposit Insurance Corporation

In 2011, the Federal Deposit Insurance Corporation (FDIC) continued to exceed the 

requirements of the applicable OSHA regulations enabling it to achieve superior performance in 

safety and health. FDIC’s superior performance is due in large part to staff professionalism and 

diligence, and senior management support of FDIC’s safety and health programs nationwide. 

Details of FDIC’s safety and health programs and achievements are in this 2011 Annual 

Occupational Safety and Health Report to the Secretary of Labor.

In addition to a robust OSH program, FDIC has implemented a comprehensive health and 

wellness program that is administered onsite at FDIC’s headquarters buildings and regional 

locations nationwide by US Public Health Service (PHS) medical practitioners. The following is 

a sample of the various wellness services provided to FDIC employees: first aid and emergency 

triage; flu immunizations and allergy shots; health risk appraisals; lactation support services to 

enhance an early return-to-work following maternity leave; periodic screening for illness to 

improve wellness and reduce lost work time due to preventive medical care; and self-serve 

blood-pressure machines.

In order to protect the health and well-being of employees, contractors and visitors, an onsite 

team of certified industrial hygienists also from the PHS conduct indoor air and water quality 

surveys at headquarters, regional, satellite, area and field offices on a periodic and as needed 

basis in response to employee concerns. The periodic indoor air and water quality surveys are 

conducted annually at FDIC’s headquarters buildings, every three years for regional offices and 

every five years at field offices located throughout the county.

During FY 2011, FDIC conducted comprehensive indoor air and water quality testing within 

three regional offices (New York, Kansas City, and Chicago) and 19 field offices. In addition, 

comprehensive sampling for diesel exhaust, i.e. NOx, SOx, particulates, etc. was conducted at 

FDIC’s Chicago Regional Office in response to employee concerns regarding diesel exhaust 

being emitted by railroad locomotives operating underground and infiltrating FDIC leased space.

In addition, FDIC performs annual comprehensive safety audits at its owned- and leasedfacilities, which covers more than 3 million square feet of space nationwide.

As part of a comprehensive proactive ergonomics program, FDIC conducted more than 500 

ergonomic assessments and concurrent individualized ergonomic training sessions to employees 

at headquarters, regional, area, and field offices nationwide.

FDIC continued implementation of a comprehensive “all-hazards” based Pandemic Influenza 

Preparedness Plan (PIPP) to compliment the FDIC Emergency Preparedness Plan (EPP). This 

plan is being developed by FDIC’s Pandemic Flu Preparedness Task Force (a multi-divisional 

panel of managers) at the direction of senior management to specifically address pandemic flu. 

The final PIPP will support training awareness programs and involve every division within 

FDIC.
Page 179 

FDIC successfully completed U.S. Green Building Council Leadership in Energy and 

Environmental Design (LEED) certification for its Virginia Square facilities earning Silver 

Certification for the Virginia Square campus located in Arlington, VA. LEED is an 

internationally recognized “green building” certification system, providing third-party 

verification that a building(s) or community was designed and built using strategies intended to 

improve performance in energy and water conservations and improved indoor environmental 

quality. As part of the LEED certification process, FDIC utilized EPA’s IAQ-Building 

Education and Assessment Model (I-BEAM) program in combination with current FDIC IAQ

and facilities management programs.

The extremely low “lost-time case rate” (measure of injury and illness prevention) of 0.41 losttime cases per 100 employees, is significantly lower than the Federal Reserve System, 1.12, and 

the federal government as a whole, 1.68.

FDIC meets all applicable OSHA regulations, and where practicable, meets more stringent 

occupational safety and health consensus standards established by ACGIH, NFPA, NEC, etc.

The FDIC Emergency Response, and COOP plans are designed to protect its employees during 

an emergency or disaster. The plans address emergency building evacuations, shelter-in-place, 

family disaster planning, procedures for evacuating employees that are mobility impaired, and 

actions to take during specific emergency situations.

In 2011, there were zero employee fatalities and zero permanent total disabilities sustained at 

FDIC.

Statistics

Not reported.

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

The agency does not have government vehicles. The workforce is aware of the local laws 

requiring the use of seatbelts as well as the prohibition against using electronic devices for 

texting while driving, particularly while on official business.

Integrating OSH and Emergency Response

The agency makes aggressive use of telework capability in times of inclement weather or cases 

where an employee may have been exposed to infectious diseases. As a small agency, our office 

has continued to make use of our telework program to enable efficient functioning during all 

emergencies to include potential pandemic outbreaks and disasters. Our program is exercised 

regularly and proved quite useful following the earthquake of August 2011.

Agency Specific OSH Resources

No changes reported.
Page 180 

Employee Support

The agency shares safety and health information at monthly All Hands meetings when 

appropriate. A mandatory element in the performance plan for all managers and supervisors is 

providing a safe work environment for all employees with an ongoing focus on safety and health 

issues.

The agency did not uncover any unsafe or unhealthy conditions in the workplace during FY 

2011.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

None.

 Ergonomic Safety Program

Employees work directly with the agency property manager and CIO to address 

ergonomic issues that may impact them in an office setting.

 Psychosocial Risk Factors

The agency periodically reviews services available to the workforce through EAP.

 Telework

Yes.

 Occupational Exposure Limits

None.

Accomplishments

Goals for FY 2011 were to continue to promote OSH among our employees. The agency did not 

experience any lost-time to injury during this FY.

Goals

Our annual goals are to maintain a workplace free of hazards and to continue to experience 

minimal lost-time. We will continue to promote OSH among the employees in our regularly 

scheduled All Hands meetings as appropriate. As we experienced no lost-time in FY 2011, that 

success rate will be the standard we wish to adhere to in FY 2012.
Page 181 

Federal Election Commission

The Federal Election Commission (FEC) is an independent regulatory agency with exclusive 

jurisdiction for the administration, interpretation, and civil enforcement of the Federal Election 

Campaign Act of 1971, as amended (FECA). The FECA requires disclosure of campaign 

contributions and expenditures by candidates for federal office and committees supporting those 

candidates, and imposes limitations on the amount and sources of such contributions. The FEC 

also administers the federal programs that provide public funding to qualified candidates for 

President and Vice President. By ensuring that the campaign finance process is fully disclosed 

and that the rules are effectively and fairly enforced, the agency seeks to foster the electorate's 

faith in the ultimate integrity of the nation's political process. The FEC fulfills its mission 

through education and outreach, conciliation, rulemaking, Advisory Opinions, and litigation.

The FEC is governed by six Commissioners appointed by the President with the advice and 

consent of the Senate. All of the FEC’s employees are centrally located in a government-leased 

office building in Washington, DC. The work at the Commission regularly involves important 

and complex issues implicating the First Amendment. Most of the occupations at the FEC are 

primarily sedentary, with some standing and walking in conjunction with attendance at 

conferences and meetings away from the work site. Lifting of light objects, e.g., laptop 

computers, is required, but no special physical requirements are needed.

Due to the small size of the agency, the FEC’s OSH is decentralized with the following offices 

having discrete responsibilities for certain components of the program. The OHR is responsible 

for the health care unit, EAP, work-life issues, and telework. The IT Division is responsible for 

social networking, technological equipment, and ensuring that the FEC’s systems meet all 

technological safety requirements, such as 504 and 508 compliance, and the agency’s COOP 

plan. The Office of Equal Employment Opportunity (EEO) is responsible for handling 

reasonable accommodation requests, harassment policies, and working with the Department of 

Defense’s Computer and Electronic Accommodation Program. The FEC’s Administrative 

Services Division consults and coordinates with the various components and has overall 

responsibility for managing and evaluating the program. In addition, they are responsible for 

facility security and safety, fleet management, furniture, and OEPs. The overall program’s 

responsibility resides with the Administrative Services Division; the Division Head is the OSH 

Manager, who reports directly to the DASHO – the Deputy Staff Director for Management and 

Administration.

Statistics

In FY 2011, five employees filed workers’ compensation claims. The injuries for which claims 

were filed included: a back injury from lifting a piece of office furniture; neck and shoulder 

injuries from lifting a box; a back injury resulting from tripping; a nose injury from a loose piece 

of computer equipment; and a head injury resulting from office furniture that fell. None of the 

claims were traumatic injuries or fatalities. Of the five claims filed, none involved lost-time.
Page 182 

OSH Initiatives

Motor Vehicle

In FY 2011, the FEC did not experience any MVAs or injuries. FEC fleet drivers require all 

passengers wear seatbelts prior to departure. One of the FEC’s planned internal controls in FY

2012 includes a mandatory defensive driving course for all regular fleet vehicle operators.

Integrating OSH and Emergency Response 

The FEC has incorporated OSH into its OEP and COOP plans. The OEP and COOP plans 

provide guidance on planning for and responding to various emergencies. In addition, each plan 

describes the procedures to be used and the roles and responsibilities of the executive command 

team, occupant emergency team, and employees. The COOP plan was updated in 2010 and the 

OEP was updated in 2011.

Agency Specific OSH Resources

Due to the small size of the FEC, various components of the FEC’s organization have resources 

allocated to their budget for OSH related issues. For example, the OHR is responsible for 

managing the health unit and the EAP via an interagency agreement with DHHS-FOH. The 

Administrative Services Division budgets for CPR, first aid, AED training, ergonomic furniture, 

and emergency supplies. The Office of Equal Employment Opportunity is the point of contact 

for the FEC’s interagency with the Department of Defense’s Computer Accommodations 

Program. Resources for communications equipment and other technologies are managed by the 

IT Division.

Employee Support

The FEC regularly conducts fire drills in compliance with government-wide rules and 

regulations. The FEC also provides annual training to employees on first aid, CPR, and use of 

the AED. During new employee orientation, new employees are briefed on emergency 

procedures and on resources available to them, such as the EAP, health unit facilities and 

benefits, the reasonable accommodation policy, and the zero-tolerance harassment policy. The 

FEC is currently reviewing the OSH needs of the agency. Once the review is complete, the FEC 

will develop a training plan for its employees, including new supervisors, on OSH related issues.

After the unexpected earthquake that occurred in August 2011 in the Washington metropolitan 

area, the FEC revised its OEP to incorporate lessons learned. The OEP is conveniently 

accessible to employees on the agency’s intranet site.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

None.

 Ergonomic Safety Program

Ergonomic concerns and hazards that are reported are addressed by the FEC’s 

Administrative Services Division. This includes, but not limited to, workspace 

modifications, keyboard tray installations/removals, and distribution of ergonomic

furniture to employees when requested. In addition, via an interagency agency agreement 

with the DoD Computer/Electronics Accommodations Program (CAP), special computer 
Page 183 

and electronic equipment are provided to qualified individuals with disabilities who 

request a reasonable accommodation for visual, cognitive, communicative, hearing, and 

dexterity challenges.

 Psychosocial Risks

In FY 2011, the FEC implemented an in-house conflict resolution program for all 

employees as a mechanism for encouraging more effective communication and resolving 

issues outside of more adversarial processes. Prior to the establishment of Conflict 

Coaching, employees could only use the traditional labor management grievance 

procedures or the equal employment opportunity discrimination complaint process. If 

their issues did not fall within the scope of labor-management agreement the EEO 

protections, there was no avenue of resolution. The conflict coaching program is an 

expansion of duties for the FEC’s Alternative Dispute Resolution (ADR) Office, which 

primarily handles enforcement of campaign finance issues using ADR processes.

In addition, the FEC worked with its EAP and health unit to provide seminars on 

workplace stress, civility in the workplace, bullying, harassment, and other worklife 

issues. Each year, the FEC issues its zero-tolerance policy.

 Telework

In FY 2011, the FECs implemented a telework policy for non-bargaining unit employees. 

The telework policy for bargaining unit employees was memorialized in a memorandum 

of understanding (MOU) dated June 3, 2008 between the FEC and the National Treasury 

Employees Union Local Chapter 204. The parties are currently renegotiating their labor 

management agreement which will address telework and supersede the parties MOU. In 

order to participate in telework, each eligible participant is required to take mandatory 

training on telework and sign a safety risk assessment of their alternative duty sites.

 Occupational Exposure Limits

Not reported.

Accomplishments

In FY 2011, the FEC:

 Established telework policies for all employees;

 Expanded ergonomic furniture options;

 Updated its OEP;

 Replenished agency emergency supplies;

 Implemented conflict coaching (an alternative dispute resolution program for 

employees);

 Provided training and seminars on health and wellness;

 Incorporated OSHA into new employee orientations; and

 Provided tours of the DoD’s Computer and Electronics Accommodation Program and 

equipment to FEC managers.
Page 184 

Goals

In FY 2012, the FEC plans to:

 Incorporate OSH into FEC’s security program;

 Expand communication of OSH requirements and responsibilities to employees and 

managers by using intranet;

 Educate employees on OSH issues;

 Continue to deliver on 2011 initiatives;

 Provide training on the FEC’s OEP;

 Complete negotiations of the bargaining unit’s telework policy and incorporate it into the 

new labor-management agreement; and 

 Evaluate initiatives for effectiveness and revise, as necessary.
Page 185 

Federal Energy Regulatory Commission

In response to the U.S. DOL memorandum, dated August 15, 2011, requesting for agencies FY

2011 Annual Report on Occupational Safety and Health, the following information is submitted 

for the Federal Energy Regulatory Commission (FERC).

In FY 2011, it is clear that FERC made progress in reaching its goal to reduce incidents and 

associated medical costs. There were several significant initiatives and programs to utilizing 

social media, telework enhancement, and occupant emergency planning. As in previous years,

during FY 2011, the Commission’s OEP and the COOP plan were updated, and included several 

improvements to improve employee safety. These improvements also presented challenges that 

FERC addressed in our preparedness activities specifically in support of the Telework 

Enhancement Act of 2010, to ensure employees are offered opportunities to work from home, 

especially if they are assigned to a continuity role for the Commission.

One example of this is by successfully training all employees on telework and the associated 

hazards and mitigating factors of working from a remote location or from a home office.

In September, the Security and Safety staff conducted a one-day awareness session in connection 

with DHS and the Federal National Preparedness Committee. The staff also attended the initial 

roll-out of the POWER Initiative presentation conducted by the DOL-OWCP.

Statistics

YEAR MEDICAL COSTS COMPENSATION COST TOTAL PAID

2001 $ 25,574.76 $ 160,140.38 $ 185,715.14

2002 $ 29,230.40 $ 162,400.92 $ 191,631.32

2003 $ 18,972.22 $ 169,519.93 $ 188,492.15

2004 $ 132,001.95 $ 97,152.57 $ 229,154.52

2005 $ 92,943.55 $ 122,202.75 $ 215,146.30

2006 $ 55,131.61 $ 108,922.18 $ 164,053.79

2007 $ 32,033.83 $ 492,851.25 $ 524,885.08

2008 $ 30,913.15 $ 214,307.14 $ 245,220.29

2009 $ 43,476.58 $ 192,954.28 $ 236,430.86

2010 $ 28,794.48 $ 138,895.24 $ 167,689.72

2011 $ 42,720.17 $ 286,409.35 $ 329,129.52

The FERC did not experience any fatalities or catastrophic accidents in FY 2011.

Overseas Employees

The FERC does not currently have any overseas employees.

OSH Initiatives

Motor Vehicle

There were no work-related MVAs in FY 2011. As an agency, we continue to randomly track 

seatbelt usage in an effort to improve motor vehicle safety. This is primarily accomplished 
Page 186 

through our Security and Safety Guard contract. In addition, the Commission continues to stress 

EO 13043, which requires seatbelt usage by all federal employees on the job, all motor vehicle 

occupants in national parks, and all motor vehicle occupants on defense installations. The EO

also recommended, and we continue to stress that all FERC/contractor employees have a seatbelt

usage policy and program in place at the workplace.

Integrating OSH and Emergency Response

The best way to protect against the potentially harmful effects of manmade incidents, natural 

disasters, and occupational hazards of public health emergencies is to ensure that all building 

occupants know how to respond in an emergency. This level of protection involves preplanning, training, and rehearsal.

Pre-planning includes establishing the Occupant Emergency Organization (OEO) comprised of 

employees designated to undertake certain responsibilities to ensure that personnel are moved 

quickly to safety, that damage to property is minimized, and that proper authorities are notified 

in the event of a localized emergency.

FERC continues to enhance all employees’ level of individual preparedness as well as their 

ability to identify and avoid potentially hazardous situations. The FERC OEP and its annexes, to 

include the Crisis Management Plan and Pandemic Influenza Plan are continuously evaluated in 

an effort to improve safety and train employees and the Commission.

Agency Specific OSH Resources

There has not been an increase in the staff or resources to support FERC occupational safety 

program. FERC is in the processes of fully implementing our telework policy and will continue 

to evaluate the impacts of telework on employees.

Employee Support

Training is conducted to ensure that all tenants understand the contents of the OEP and their 

individual responsibilities. Rehearsals, or drills, provide an opportunity to practice emergency 

procedures to ensure efficient response in the event of a real emergency.

Participation in OEP activities includes all tenants regardless of employment status (e.g., 

managers, supervisors, OEP team members, volunteers, contracting officers, and hosts of 

visitors). Each individual must assume the responsibility for his or her own planning and safety 

in an emergency, as well as for working effectively with emergency planning officials.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

FERC has implemented the Roam Secure Alert Network, better known at FERC as FERC 

Alert. The FERC Alert is an emergency communication system allowing Commission to 

communicate effectively to users through various social media tools and devices. FERC 

Alert is capable of communicating to virtually all text capable devices such as cell 

phones, pagers, and PDAs; computers desktops via pop-up message; and phones via 

voice calls. This allows the Commission to send out emergency messages and best 

practices on how to maintain a safe working environment. This also engenders 
Page 187 

employees to have a better level of situation awareness of their working environment and 

be safer in their daily activities.

 Ergonomic Safety Program

While most task chairs made for today’s modern office are considered ergonomic, FERC 

has endeavored to specify in the purchase of task chairs more ergonomic features rather 

than less. We are spending a little more for each task chair but we look for our entire 

inventory to have enough ergonomic features to meet most requests for reasonable 

accommodation.

 Psychosocial Risk Factors

FERC continues provide management and employee training, seminars, and counseling 

on strategies to mitigate psychosocial risks and/or address effects of psychosocial factors. 

FERC utilizes the EAP, FOH seminars, and other FERC sponsored briefs to combat 

psychosocial factors such as work-related stress, office bullying/harassment, burnout, 

financial distress due Congressional scrutiny and actions on federal pay and retirement, 

and issues faced by an aging workforce.

 Telework

FERC’s telework policy is designed to ensure that an employee has successfully 

completed the required telework training program before entering into a written telework 

agreement, as required by the Telework Enhancement Act of 2010. Plus the policy 

ensures a proper and appropriate working environment at the alternate worksite, such as, 

makes appropriate dependent care arrangements, keeps personal disruptions to a 

minimum, maintains necessary equipment, addresses issues of personal safety, etc. An 

employee must validate their alternate working environment is safe and meets the 

minimum standards as identified below.

 Occupational Exposure Limits

The FERC does not store or deal with hazardous chemicals at any of our facilities.

Accomplishments

In FY 2011 injuries decreased in every category for FERC. The FERC continues to make all 

efforts to comply with OSHA requirements as directed.

Goals

For FY 2012, the OSHA program goal is to create new up to date guidance that will be more 

robust and clear to employees and OSHA staff alike. This effort will be concentrated heavily on 

by implementing the POWER Initiative.
Page 188 

Federal Maritime Commission

The Federal Maritime Commission (FMC) is a small agency with limited financial and personnel 

resources occupying two floors of space in a GSA-leased building. We do not have a dedicated 

OSH staff. The FMC reported no fatalities for FYs 2010 and 2011. We reported no lost-time

disabilities in FY 2011, and two minor injuries in FY 2010 that resulted in less than one week in 

lost-time for both cases. The Office of Management Services continued to ensure that our work 

environment is free of safety and health hazards by conducting periodic inspections, reviewing 

our OEP, as well as participating in evacuation drills and updating and issuing emergency 

preparedness guidance to all employees. The FMC conducted the annual review of our policy, 

Commission Order 59, Occupational Safety and Health (Revised 12/09), and issued our policy 

on telework, Commission Order 71, Telework Program, on June 15, 2011. The OHR continued 

to issue regular preventive health and awareness newsletters, provided information to new hires 

about what employees should do if injured at work, posted notices on bulletin boards, and posted 

all OWCP forms on our Intranet. During FY 2011, we concentrated on the prevention of safety 

and health hazards through training and workplace flexibilities, such as flexitime and telework.

Statistics

For FYs 2010 and 2011, the FMC continued to maintain our 0% fatality rate and although we 

had two minor injuries, the lost-time was under a week in both cases. Our chargeback costs for 

FY 2011 totaled $124.40. The FMC reported zero fatalities and catastrophic accidents for FY 

2011.

Overseas Employees

The FMC has no overseas employees.

OSH Initiatives

Motor Vehicle

There were no accidents reported in FY 2011 by FMC employees while on official government 

business. We have one government vehicle at headquarters acquired in 2011 and our area 

representatives operate GSA-leased vehicles.

Integrating OSH and Emergency Response

The FMC continues to work with the Building Security Committee as lead agency along with 

GSA in incorporating OSH and emergency response. The FMC conducts periodic building 

evacuation drills with the assistance of our GSA building manager.

Agency Specific OSH Resources

There were no changes in resources dedicated to OSH at the FMC in FY 2011.

Employee Support

During FY 2011, the following training was offered on site to all FMC employees: Occupant 

Emergency Planning; CPR; Active Shooter Training; and Stress Management. As part of our

new employee orientation, all new hires are provided a copy of the DOL Form CA-10, What A 

Federal Employee Should Do When Injured At Work which is also posted on the bulletin board 
Page 189 

on each floor for existing employees. We also issued our annual reminder to employees about 

what they should do if injured at work. In addition to the training offered above, the FMC 

offered refresher training for the Emergency Response Team members and conducted building 

wide evacuation drills during FY 2011.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

The FMC has no involvement with any FFSHCs.

 Ergonomic Safety Program

We do not have an official ergonomic safety program, but we do conduct periodic 

inspections throughout the agency and as a result of these inspections have eliminated 

any safety hazards (e.g., exposed wires and jacks). During FY 2011, we adjusted 

furniture set-up for two employees requesting reasonable accommodations.

 Psychosocial Risk Factors

We have no procedures in place to address psychosocial risk factors; however, we do 

offer flexitime and telework as a stress preventive measure. We advised our managers to 

consider reducing the monotony of tasks, where appropriate; ensure employees’ 

workloads are reasonable; encourage teamwork, good communication and reporting of 

problems.

 Telework

The FMC issued its policy, Commission Order 71, Telework Program, on June 15, 2011. 

Employees who request to telework must complete the required telework training, 

Telework 101 for Employees, located at, 

http://www.telework.gov/tool_and_resources/training/employees/index.aspx and provide 

a copy of the certificate of completion to the supervisor. Also, employees must sign the 

FMC Telework Agreement. As part of the Telework Agreement, employees are required 

to complete and sign a safety checklist ensuring that their home is a reasonably safe place 

to work. Employees agree that FMC may make on-site visits to the alternate worksite for 

the purpose of determining that the site is safe and free from hazards.

 Occupational Exposure Limits

The FMC does not store any hazardous chemicals.

Accomplishments

The FMC is a small agency with limited financial and personnel resources occupying two floors 

of space in a GSA-leased building. The FMC reported zero fatalities for FYs 2010 and 2011. 

We reported no lost-time disabilities in 2011 and two minor injuries in FY 2010 that resulted in 

less than one week in lost-time for both cases. We offered more training to our employees in FY 

2011: Occupant Emergency Planning, CPR, Stress Management, and Active Shooter. We 

encouraged our employees to take advantage of the workplace flexibilities, such as, flexitime and 

telework. Our Office of Management Services, along with GSA, continued to conduct periodic 

inspections of our building; performed the annual review of our OSH policy, updated our OEP

and emergency preparedness guidance, and planned and participated in the building evacuation 
Page 190 

drills. The OHR implemented the Commission policy on telework and continued to issue regular 

preventive health and awareness newsletters and incorporated information on what employees 

should do if injured at work into the new employee orientation. During FY 2011, the FMC 

issued policies on the prevention of harassment, sexual harassment, and emergency 

preparedness. We continued to focus on the prevention of safety and health hazards to maintain 

our 0% fatality and low injury rate. As the needs of the FMC dictate and with the assistance 

from GSA, we have continued to coordinate and arrange for office space alterations and 

adjustments to be made at our Headquarters facility to provide better utilization of assigned 

space and better air flow.

Goal

Our goal for FY 2012 is to continue our policy review and offer more preventive safety training 

to maintain our low rates.
Page 191 

Federal Mine Safety and Health Review Commission

Statistics

During FY 2011, one of the Commission’s employees was injured on her way to work while on 

travel. The employee suffered a cut on her forehead and was treated at a local hospital. 

Employee returned to work same day and there was no lost-time. There were no injuries 

reported the previous year. (NOTE: The agency provided an unidentified statistical calculation. 

Presumably, it was its injury rate and lost-time case rate: 2.08.)

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

All Commission employees are required to use seatbelts while on travel and on location, in rental 

cars, and in taxis. The Commission does not have fleet vehicles. There were no employees or 

contractors involved in MVAs on government time in FY 2011. All Commission employees are 

also required to refrain from texting on government-issued blackberries. A copy of EOs 13043 

and 13513 has been distributed to all employees.

Integrating OSH and Emergency Response

The Commission posted information on bulletin board regarding preventive measures to avoid 

contracting the flu. The Commission emailed information to all employees and contractors 

regarding schedules and availability of flu vaccine available to employees in the building’s 

health unit. Building management provides sanitizers dispensers in elevators areas for each 

floor. The Commission continues to distribute personal hand sanitizers to all employees and 

contractors in its headquarters and satellite offices to keep at their desk as a preventive measure.

After the August 23, 2011 earthquake, information was posted regarding evacuation procedures 

following an earthquake.

Agency Specific OSH Resources

No changes reported.

Employee Support

The Commission's emergency evacuation procedures are distributed to all employees once a 

year, or when revisions are necessary. Evacuation drills are performed throughout the year with 

GSA-leased building management so employees effectively prepare for an emergency requiring 

an evacuation. The evacuation procedures are also given to contractors and volunteers. These 

procedures include emergency and SIP evacuation. A lead monitor and an alternate monitor are 

assigned to each floor the Commission occupies in a GSA-leased building. English is used by 

the agency to assess OSH performance activities for managers.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking
Page 192 

No. Social Networking as an aid for OSH programs – No

 Ergonomic Safety Program

Special computer equipment and furniture are provided to employees who have reported 

back problems and special needs.

 Psychosocial Risk Factors

No.

 Telework

Yes.

 Occupational Exposure Limits

Not reported.

Accomplishments

Telework policy was put in place. Earthquake evacuation information was provided to all 

employees. Occupational safety posters were posted on bulletin boards. During FY 2011, the 

DHS inspector in charge of providing security for the Commission’s location visited the 

agency’s offices and provided information regarding reporting emergencies in a federal building 

(phone threat, weapons, bomb, chemical and biological). Posters with pertinent information are 

now on display at headquarters and offsite offices.

Goals

The Commission plans to implement a COOP plan in FY 2012 and provide training on safety 

awareness to all employees.
Page 193 

Federal Retirement Thrift Investment Board

Statistics

Not reported.

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

No accidents. No government-owned vehicles assigned to the agency. We just follow the 

current EO not to use electronic devices while driving and comply with applicable state motor 

vehicle laws while driving a privately-owned vehicle.

Integrating OSH and Emergency Response

Comprehensive COOP plan needs to be developed; however, the Agency responds to 

emergencies by considering OPM’s recommendations (inclement weather and pandemics) as 

posted on their webpage and then implements appropriate action—telework, leave, delayed start, 

etc. We use an automated notification process and an employee call-in number to inform the 

work force. No major challenges in implementing pandemic plans.

Agency Specific OSH Resources

No changes reported.

Employee Support

Agency employees completed the following web-based safety courses: Emergency Evacuation: 

Getting Out Alive, Ergonomics: Break the RMI Habit, Biological and Chemical Threats--

Closing the Door, Fire Safety, Office Safety, and Office Safety - It's A Jungle Out There.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

No.

 Ergonomic Safety Program

No specific ergonomic program; however, we are aware of ergonomic issues and our 

employees complete a web course on ergonomics annually. In addition, our new 

furniture purchase included ergonomic design features for all work stations and case 

goods.

 Psychosocial Risk Factors

Not specifically for safety; however, we do offer employees access to EAP counseling.

 Telework

Yes.
Page 194 

 Occupational Exposure Limits

Not reported.

Accomplishments

No lost-time accidents this FY. Employees completed annual safety training.

Goals

 “0” lost-time accidents;

 Publish new emergency response directive;

 Participate in two SIP exercises at new building; and

 Improve employee response to building evacuation procedures via education and 

field training exercises.
Page 195 

Federal Trade Commission

Statistics

The Federal Trade Commission (FTC) had only two minor injuries during FY 2011, which were 

also lost-time injuries. The total recordable case rate, and the LTCR for FY2011 were 0.18. The 

FTC had no fatalities or catastrophic accidents during FY 2011.

Overseas Employees

The FTC had no overseas employees during FY 2011.

OSH Initiatives

Motor Vehicle

The FTC had no MVAs involving employees or contractors during FY 2011.

Integrating OSH and Emergency Response

Safety of staff, contractors, and visitors is the first priority in all planned response actions in the 

OEP and the overall COOP Plan for the FTC facilities and operations. Multiple exercises and 

drills are conducted each year to assure procedures can be conducted in a sound and safe manner. 

The FTC has implemented an emergency notification system to contact all staff in the event of 

an emergency.

Agency Specific OSH Resources

The FTC has a Health and Safety Officer dedicated to the FTC Health and Safety Program.

Employee Support

New employees, contractors, and students are given a safety and security briefing with initial 

orientation to the FTC.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

The FTC did not participate in a FFSHC during FY 2011. The FTC Health & Safety 

Officer attended the MWFSHC meeting in November 2011, and will continue 

participation with the Council meetings and activities in the future. The FTC did not use 

social networking in promoting health and safety during FY 2011.

 Ergonomic Safety Program

The FTC has a process that provides an ergonomic assessment of an employee’s work 

area upon request. Recommendations are reviewed and workstation set-up adjustments 

coupled with necessary equipment improvements are instituted based on the report 

findings. The FTC did not sustain any workplace injuries or illnesses during FY 2011 

that were caused or contributed to by ergonomics issues.

 Psychosocial Risk Factors

Psychosocial risk factors were not a contributing factor to the two minor injuries that 

occurred at the FTC in FY 2011.
Page 196 

 Telework

The FTC has an established telework program policy that requires employees to review 

their alternate worksite using a safety checklist and to sign an acknowledgement that they 

will comply with the stated safety measures.

 Occupational Exposure Limits

The FTC uses the OHSA PELs and ACGIH TLVs for all assessments of occupational 

exposure.

Accomplishments

The FTC was very successful in achieving the health and safety goals that were established for 

FY 2011. Our injury rate and lost-time case rate were 0.18, which was significantly lower than 

the comparable government-wide rates. Air quality testing was completed for both major DC 

facilities and the air quality was found to be acceptable. The OEPs for both the major DC 

facilities were reviewed and updated. The planned improvements to the OSH Self-Evaluation 

Program will be undertaken in FY 2012.

Goals

For FY 2012, the FTC has set goals consistent with the POWER Initiative goals of maintaining 

the injury rate and lost-time case rate below 1.0 and the government-wide averages. IAQ will be 

assessed at both major DC facilities, the annual OSH self-assessment will be conducted, and the 

OEPs for both major DC facilities will be reviewed and updated as needed. The FTC Health and

Safety Policy will be updated along with a revision of the FTC Safe Driving Policy to better 

define distracted driving prohibitions.
Page 197 

Harry S. Truman Scholarship Foundation

The Truman Foundation had no injuries or illnesses to report during this period. We have 

continued to make the staff aware of various issues relating to health and safety. We conduct an 

annual review of our practices to ensure best practices.

Statistics

Not reported.

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

We do not have a fleet or formal motor vehicle program. Whenever a car is rented on behalf of 

the Foundation, either the DASHO or OSH is present and is able to monitor seatbelt use

personally.

We have also discussed the need to minimize distracted driving with the entire staff. We have 

alerted the staff to the various penalties for distracted driving within DC. Additionally, the 

DASHO or OSH monitors for distracted driving any time a vehicle is driven on behalf of the 

Foundation. There were no MVAs in FY 2011 – but we can verify that we had 100% seatbelt

use and no distracted driving during that same period.

Integrating OSH and Emergency Response

We are located very close to the White House and often must consider both emergency response 

and COOP. The safety of our employees is our paramount concern when developing these plans. 

We discussed the plans with every employee and incorporated their feedback and concerns. We 

also periodically conduct a review of these plans with each employee to ensure that all concerns 

are met.

Agency Specific OSH Resources

Given the small size of the Foundation, we do not have any dedicated resources to OSH goals.
Page 198 

Employee Support

Each new employee is given a briefing on the normal hazards in our workplace. We tour the 

facility and point out any potential hazards and discuss ways to ameliorate them. We also 

provide new employees with information on reducing the spread of illness, such as the flu, in the 

workplace. We believe such prevention is part of an adequate safety plan. For current 

employees, we discuss the hazards of our work environment before our extremely busy periods. 

Since periods of stress are likely to lead to accidents, we believe that it is important to review 

potential hazards during this time. We conduct a number of programs for our scholars. While 

these individuals are neither volunteers nor contractors, we still feel it is necessary to cover 

various workplace hazards during our orientation programs for our events.

We do not currently have plans for OSH conferences/seminars. Given the small size of our 

office, we lack the resources to participating in such training sessions.

Each year, we conduct a self-assessment to determine whether our goals are being met. In FY 

2011, we reviewed program activities to see if there was a potential for injury. While we did not 

identify any potential for injury, we did review the material that we presented to ensure 

everything is up-to-date.

Other OSH Support Activities

We encourage our staff to be involved in a variety of activities that enhance the overall safety of 

the staff at the Foundation. We encourage overall health and wellness – providing opportunity 

for staff to engage in exercise during their lunch hours. We have also held general discussions 

on diet and wellness for the staff. We believe encouraging overall health and wellness in the 

staff reduces the potential for accidents. We have encouraged the staff to obtain first aid and 

CPR certification, but we have not yet found a class that fits within our schedule.

 Field Federal Safety and Health Councils & Other Social Networking 

No. We do not have certified safety and health committees.

 Ergonomic Safety Program

Not reported.

 Psychosocial Risk Factors

Not reported.

 Telework

Not reported.

 Occupational Exposure Limits

Not reported.
Page 199 

Accomplishments

We have had no injuries, no “near misses” and no accidents in the workplace. The staff has 

embarked on a program to increase the health and fitness of each employee – as we recognize 

that preventative care can often prevent workplace illnesses and accidents.

Goals

We plan to continue on our present course of workplace discussions of health and safety and a 

focus on preventative measures. We hope to take advantage of additional training for staff – but 

we recognize this is both a financial and strategic difficulty given the small size of our agency.
Page 200 

Institute of Museum and Library Services

The FY 2011 Institute of Museum and Library Services (IMLS) provides an overview of IMLS 

mishap injury and illness data, worker safety and health accomplishments over the past year and 

goals for the future. It also provides insight into IMLS safety and health issues and highlights 

our strengths and challenges. In this executive summary and detailed report, we used the format 

specified in the September 17, 2010 U.S. Department of Labor Memorandum to Designated 

Agency Safety and Health Officials.

Statistics

None reported during FY 2011. There were no motor vehicle mishaps involving civilians in an 

on-duty status in FY 2011. Workers’ Compensation - None reported during FY 2011. Fatalities 

and Catastrophic Accidents - None reported during FY 2011. The IMLS recognizes challenges it 

faces to make continued safety improvements, including the continued changing technology, 

reduced staffing, outsourcing, contractor safety, an aging civilian workforce, a rotating 

workforce, competition for funding, and projected savings. This will be a continuing effort on 

IMLS leadership.

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

No.

Integrating OSH and Emergency Response

The IMLS has developed an emergency and disaster plan, as well as a COOP plan, and provide 

to all employees. We also incorporate this plan and information in our new employee orientaton 

kits and new employee orientation program. Currently, we are not faced with challenges in 

completing and implementing pandemic plans and emergency and/or disaster response plans.

Agency Specific OSH Resources

No changes reported.

Employee Support

IMLS do not provide official training but we do share any relevant OSHA information or 

newsletters with staff through an all-employee messaging. We also have OSHA bulletin boards 

for employee's review in the OHR area of the building and near all of the kitchenette/pantry areas 

of the building.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

No.
Page 201 

 Ergonomic Program

IMLS recognize and address ergonomic hazards through our Reasonable Accommodation 

Policy.

 Psychosocial Risk Factors

No.

 Telework

Yes.

 Occupational Exposure Limits

Not reported.

Accomplishments

None.

Goals

None.
Page 202 

Inter-American Foundation

Statistics

There were no reported injuries or illness at the Inter-American Foundation (IAF) for FY 2011. 

The IAF will continue to follow the guidelines in 29 CFR Part 1904.31 (a) (3), which requires 

employers to record any injuries or illnesses of any contractors and employees if those 

employees/contractors are under their supervision on a daily basis.

As required by OSHA to ensure more comprehensive safety coverage for both paid and unpaid 

individuals who work for a federal agency, the IAF will continue to be in accordance with 29 

CFR Part 1960.2 (g) which defines an employee as any person employed who is permitted or is 

required to work for an agency.

Overseas Employees

No, the IAF did not have any employees working overseas in FY 2011.

OSH Initiatives

Motor Vehicle

There is no motor vehicle program at the IAF, nor were there any related automobile accidents 

for FY 2011.

Integrating OSH and Emergency Response

The IAF provides guidance, instructions and identifies the special concerns for protecting the 

health and safety of their employees through the Emergency Response Coordinator (ERC), who 

receives annual training in safety and health and emergency response. In coordination with the 

building management, the ERC conducts fire drills annually. In addition, the ERC organizes 

safety and health training for staff, as well as disseminating OSHA and other work safety 

materials. The IAF maintains a mandatory food and water supply for all of its employees on the 

premises in case of a disaster/civil disorder as part of our COOP plan.

Agency Specific OSH Resources

The IAF provides funds that are allocated from its annual budget for training and guidance to the 

ERC and staff to meet the OSHA goals for FY 2012.

Employee Support

The ERC has subscribed and posts the following newsletters on Safety: Compliance Alert, 

Supervisors Safety Bulletin and Injury Prevention and Cost Control Alert in the IAF bulletin 

boards and in displays in the employees’ lunch lounge. Employees may read, learn and share 

new tips from these newsletters that will help prevent accidents and injuries in the workplace. 

IAF does not handle any hazardous materials on its premises.
Page 203 

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

The ERC did not attend the FFSHC this FY 2011; however she attended several trainingnational symposiums and regularly attended the MWFSHC meetings in FY 2011. In FY 

2011, the IAF had no social networking in placed; however the IAF has realized the need 

for social networking to enhance the development of its organization it has allocated 

funds in its budget for FY 2012. A bid is in process for contractors to redesign its 

webpage that will include social networking.

 Ergonomic Safety Program

No, the IAF has provided 50% of its employees with ergonomic supplies which include 

the ergonomic office chairs.

 Psychosocial Risk Factors

Not applicable for the IAF.

 Telework

The IAF telecommuting program will allow participating employees to adhere to a 

situational or periodic telecommuting schedule to perform work at an alternate duty 

station, on a case-by-case daily or hourly basis, when authorized in advance by the 

supervisor during the agreement period. The total number of telecommuting days shall 

not exceed six days per month. Employee participation must be voluntary. When 

employees wish to participate in the telecommuting program, they will direct the request 

to their immediate supervisor for consideration and approval.

 Occupational Exposure Limits

Not reported.

Accomplishments

Throughout FY 2011, the IAF continues to report no injury and illness for this period. 

Employees are provided each year with information on office safety and health through annual 

training and information disseminated by the ERC. Each year the handouts and other 

information are updated and given to employees. Extra copies are kept in the health/safety 

designed area. Training will be provided to all staff members. Two emergency response 

exercises were successfully completed.

The IAF continues to provide annual training to the emergency response coordinator to enhance 

skills in safety and health at OSHA-FEDWEEK. The ERC brings back information and shares it 

with IAF staff members. In FY 2011, there were no reported injuries or illnesses in the 

workplace at the IAF. Two emergency response exercises were successfully completed. 

Eighteen IAF employees received certification in adult CPR and First Aid.

The Agency has continued to provide and has actively promoted staff attendance at the annual 

training on safety and health. The IAF encourages all staff members to participate in the annual 
Page 204 

training exercises. Eighteen out of a total staff of 45 IAF employees attended the annual training 

with the ARC and received certification in adult CPR and First Aid.

The IAF has put into place the following safety programs for its agency and staff who travel to 

Latin America and the Caribbean on official business:

 Written guidance on policies and procedures are available on the internet on the 

health and safety risks while traveling aboard for all employees on official travel.

 Traveler Safety Cards provide contact information of U.S. Embassy-approved 

doctors, emergency medical facilities, and local support contacts, a 24-hour 

emergency number for the embassy and a 24-hour hotline number to reach a 

bilingual emergency operator.

 A Traveler Safety Duty Officer System with trained, bilingual employees with 

protocols for handling emergencies who can be reached by the hotline operator to 

respond to emergency situations of employees on official travel.

Goals

In FY 2012, the IAF will maintain its existing programs and initiatives which will continually 

allow the IAF to receive zero work-related injuries and illnesses as in past years. The ERC will 

attend the OSHA FEDWEEK training in FY 2012, and other safety and health meetings and 

seminars that are given in the Washington, DC metropolitan area.
Page 205 

International Boundary and Water Commission

Statistics

Total injury and illness cases/rates: 13/3.15

Total lost-time injury and illness cases/rates: 8/2.8

Total workers’ compensation chargeback costs: $392,877.25

The majority of the chargeback costs listed are from injury claims from previous years. This is 

consistent with the last several years. Approximately $10,188.01 (2.6%) of the chargeback cost 

listed above are from FY 2011 incidents. Approximately $382,689.24 (97.4%) of the 

chargeback cost was from claims from previous years.

In FY 2011, back injuries while performing work in the field accounted for the majority of 

injuries and a knee injury was the most costly. Work station redesign, training and use of PPE 

were used to counteract these trends.

The International Boundary and Water Commission (IBWC) reported no fatalities or 

catastrophic accidents during FY 2011.

Overseas Employees

IBWC did not have any overseas employees during FY 2011.

OSH Initiatives

Motor Vehicle

The Agency experienced two MVAs in FY 2011. The incidents did not involve texting or not 

using seatbelts. The Agency has specifically addressed compliance with EOs 13043 and 13513 

in memoranda and periodic safety e-mails to all IBWC employees.

Integrating OSH and Emergency Response

The Agency has developed an OEP that is consistent with DHS and Federal Protective Services 

guidelines. The OEP addresses emergency planning, response and recovery. COOP plans and 

field office emergency manuals address safety during extended emergency events, such as 

flooding and hurricanes.

Employee turnover, staffing levels and budget restraints from the continuing resolution were 

problems faced in incorporating and implementing emergency response plans.

Agency Specific OSH Resources

The IBWC Safety Office, as well as the Special Operations Division which it falls under, are 

expecting a higher budget in FY 2012. In addition, the Agency is hiring several regional security 

officers at key field office locations to assist in the site security as well as being a point of 

contact for the implementation and application of the agency’s safety programs.
Page 206 

Employee Support

IBWC provides OSH training to existing employees in various formats including classroom, 

online, and webinars. IBWC requires contractors to be qualified. Contractors must provide proof 

of pertinent training in their accident prevention plans. IBWC has identified new employee 

orientations as a priority. The Agency is currently implementing new employee orientations.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

IBWC employees participated in two quarterly FFSHC meetings in San Antonio, Texas 

during calendar year 2011. The agency does not use social networking sites in promoting 

workplace safety and health.

 Ergonomic Safety Program

IBWC is developing an appendix to its safety manual for general safety rules. The 

appendix will address ergonomic issues in material handling and office safety. The 

Agency has used redesign of work area, training and PPE as methods to reduce 

ergonomic related hazards. The effectiveness of these controls is ongoing.

 Psychosocial Risk Factors

The Agency’s EAP program is available to all employees. The EEO office provided an 

accommodation for an employee with difficulty using the keyboard. A program was 

installed in the computer where the employee could talk to the computer. The EEO 

office uses mediation for conflict resolution. An employee from another federal agency 

came to mediate two complaints. Change to working time / schedule arrangements are 

available to employees through flex-time. Psychosocial risk specific training in diversity 

and cultural sensitivity was offered to all employees in FY 2011. The EEO office 

investigated two harassment reports during FY 2011.

 Telework

The Agency directive on hours of duty and work schedules addresses telecommuting. 

Several provisions are addressed, such as types of telecommuting arrangements, authority 

to approve telecommuting arrangements, participation criteria, equipment, utility costs, 

and safety requirements.

 Occupational Exposure Limits

IBWC observes PELs promulgated by OSHA in 29 CFR 1910 Subpart Z, NIOSH RELs 

and ACGIH TLVs are also taken in consideration. OSHA Regulation 29 CFR 1910.95 is 

observed for employee exposure to noise. References, such as the National Safety 

Council’s Fundamentals of Industrial Hygiene, 5th Edition, are utilized for methodology 

on measuring employee exposure to other hazards, such as electromagnetic fields and 

non-ionizing radiation.

Accomplishments

The Agency has significantly reduced the frequency of lost-time cases from FY 2010 to FY 2011 

(by 45.8%). In addition, the current workers’ compensation chargeback costs related to FY 2011 
Page 207 

incidents is 87.1% lower than the chargeback costs used for FY 2010 incidents on the previous 

year’s report.

The Agency has approved and implemented an OSH directive which references a safety manual. 

Appendices have been added to the safety manual that contain the Agency’s OSH procedures 

including the hazard communication, confined space, lockout/tagout and respiratory protection 

programs.

Goals

Goals for FY 2012 revolve around achieving all of the POWER Initiative goals, ensuring the 

agency OSH program is effective and contains all of the essential elements, implementing 

aspects of recently developed and revised OSH programs, and development and delivery of 

safety-related training curricula. The Agency will track POWER Initiative goals continually 

throughout the year and aggresively assist field offices in assessing and controlling risk.
Page 208 

James Madison Memorial Fellowship Foundation

The James Madison Memorial Fellowship Foundation has four federal civilian employees – two 

FTEs and two PTEs. There are no safety issues to report.

Statistics

Not reported.

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

James Madison Memorial Fellowship Foundation employees do not use vehicles for business 

other than traveling to and from the office for regular business hours. All employees are aware 

of safety belt and cell phone laws in the District of Columbia.

Integrating OSH and Emergency Response

The building in which our office resides has a comprehensive emergency and disaster response 

program in place. We are required to do regular safety and fire drills as part of our occupancy in 

the building. No challenges faced by the Agency.

Agency Specific OSH Resources

No changes reported.

Employee Support

As mentioned above, our building lease requirements cover regular fire and emergency 

evacuation drills.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

No.

 Ergonomic Safety Program

No.

 Psychosocial Risk Factors

No.

 Telework

No.

 Occupational Exposure Limits

Not reported.
Page 209 

Accomplishments

Reported as not applicable.

Goals

The Foundation’s goal would be to continue our 20+ year record of a healthy, productive work 

environment for all staff.
Page 210 

Marine Mammal Commission

The Marine Mammal Commission (MMC) is a micro agency comprised of 14 full-time 

permanent employees all housed in Bethesda, MD. The Commission is updating its safety policy 

to include the latest OSHA guidance. Senior Management fully supports the Commission’s 

safety program. The Commission is dedicated to ensuring the health and safety of its employees.

Statistics

Not reported.

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

The Commission does not have any government vehicles. Most staff commute to and from work 

via Metro. Staff metro to meetings. The Commission encourages staff to follow seatbelt safety 

laws. In accordance with EO 13513 and 5 U.S.C. 7902(d), the Commission developed a policy 

on Text Messaging While Driving. This policy was distributed to staff. In FY 2011, no one was 

involved in an automobile accident.

Integrating OSH and Emergency Response

The Commission is located in GSA-leased space in a non-federal building. A larger federal 

agency is also located in the building. The Commission coordinated with the larger federal 

agency, the Consumer Product Safety Commission to develop an OEP. The MMC has been 

provided with copies of the CPSC OEP. CPSC has also provided MMC with safety vests, 

flashlights, and whistles. A Commission staff member is the stairway monitor in case of 

emergencies. Emergency drills are conducted periodically. The two Commissions will continue 

this partnership. Exits are clearly marked. The building is equipped with visual and audio 

emergency alarm systems. The alarms are tested in accordance with the Montgomery County 

fire codes. MMC staff are not exposed to hazardous chemicals. Employees are not exposed to 

and do not have to clean up hazardous waste. The office area is free of airborne contaminants. 

Employees are provided with ergonomic seating and keyboards. MMC purchased an AED, and 

the Commission contracted with the ARC to provide staff with CPR/AED training. The 

Commission recently updated its Pandemic Plan, and is in the process of updating its emergency 

plan.

Agency Specific OSH Resources

No changes reported.

Employee Support

In FY 2011 the Commission purchased an OSHA safety training program. Staff will view the 

training, and then complete and sign a form that states they have viewed and understood the 

presentation. Staff will be required to view the OSHA training film annually.
Page 211 

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

None.

 Ergonomic Safety Program 

The Commission has provided ergonomic seating and keyboards for staff. Ergonomic 

concerns are addressed as soon as the Commission becomes aware of an issue.

 Psychosocial Risk Factors

The Commission provides for employee assistance that includes free counseling sessions 

for staff. The Commission also receives the FOH newsletter that is distributed 

electronically to staff. Psychosocial risks have not been specifically addressed.

 Telework

The Commission’s policy requires employees who telework to complete a safety check 

list. This is signed and kept on file with the telework agreement. Items addressed are 

extension cords, electrical outlets, seating, lighting, etc.

 Occupational Exposure Limits

Not reported.

Accomplishments

Not reported.

Goals

Not reported.
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Morris K. Udall Foundation

Statistics

No injuries for FY 2011.

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

Reported as not applicable.

Integrating OSH and Emergency Response

Reported as not applicable.

Agency Specific OSH Resources

Reported as not applicable.

Employee Support

Our workplace is an office environment where employees are not at high risk. We rarely have 

contractors working in our facility. We have building evacuation procedures and periodic drills.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

Reported as not applicable.

 Ergonomic Safety Program

Because our Agency is an office work environment, and we have no significant history of 

injuries, we do not have a program to recognize and address ergonomic hazards. 

Employee requests or comments related to ergonomic issues are addressed on a case-bycase basis.

 Psychosocial Risk Factors

Reported as not applicable.

 Telework

Reported as not applicable.

 Occupational Exposure Limits

Not reported.

Accomplishments

As noted above, workplace hazards are minimal at our Agency, and there have been no incidents 

in this FY. Accordingly, we have no new goals or initiatives planned.
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Goals

As noted above, workplace hazards are minimal at our Agency, and there have been no incidents 

in this FY. Accordingly, we have no new goals or initiatives planned.
Page 214 

National Archives and Records Administration

Statistics

In FY 2011, the average size of the National Archives and Records Administration (NARA) 

workforce decreased from the FY 2010 employment level to 3565 employees. NARA reported 

104 injury and illness cases in FY 2011 of which 61 were lost-time cases. This represents a 

slight increase in the total number of cases, but an 8.96% decrease in lost-time cases respectively 

over FY 2010 numbers.

The associated injury and illness case rate was 2.92 and the LTCR was 1.71. This represents a 

3.18% increase and an 8.06% decrease respectively, over FY 2010 numbers. NARA’s workers’ 

compensation cost for CBY 2011 was $1,045,554. This is a decrease of 3.64% compared to 

CBY 2010.

Slips, trips, and falls and back sprains and muscle pulls from “record pulls” (lifting and handling

file boxes) were the leading cause of injuries at our record centers nationwide.

NARA did not have any fatalities in FY 2011.

Overseas Employees

NARA did not have employees stationed overseas in FY 2011.

OSH Initiatives and Requirements

Motor Vehicle

NARA had five recorded MVAs involving government vehicles experienced by employees in 

FY 2011. Of these, only two accidents were found to be the result of unsafe employee actions 

and resulted in little or minor vehicle damage. None of the accidents resulted in employee 

injuries and all were wearing seatbelts.

Integrating OSH and Emergency Response

NARA has a comprehensive Pandemic Influenza Plan. We developed Interim Guidance 300-39, 

“Telework Arrangements During Pandemic Flu and Other Emergency Situations,” and it 

established NARA policy for using telework during pandemic flu or other emergency situations. 

NARA is developing a comprehensive emergency management program directive, NARA 234 to 

ensure NARA will continue to operate under all hazards and conditions to meet federal 

continuity requirements.

Agency Specific OSH Resources

NARA has at the agency-level, an Executive/DASHO, Deputy Executive (former DASHO) who 

continues to actively participate in a number of safety engineering related projects involving 

ladder and shelving design and construction. The senior safety and health official and the OSH 

manager together oversee and facilitate the NARA Safety and Occupational Health Program

Management System. Collateral personal both management and labor at both national and local 

safety and health committees handle many of the day-to-day safety issues for resolution. NARA 

also has an Intranet, nara@work, and a safety email address where employees can bring up 

safety concerns and issues.
Page 215 

Employee Support

NARA’s OSH training effort includes an in-house intranet delivered Safety and Security 

(Personal Safety) Awareness Training course required for all new employees and currently 

optional for existing employees. Also program accomplishments are leveraged through the 

efforts of the National Safety and Health Committee to provide resources and support to the local 

safety and health committees (LSHC). National Committee members, as well as LSHCs, which 

include contractor representation, are required through their respective charters to receive 

collateral duty safety training, such as at a minimum, the OSHA 6000 online course. NARA 

employees who work with high density mobile shelving units and man-lift material handling 

equipment are required to attend mandatory training. NARA also provides mandatory training 

and certification for fork lift operators.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

NARA encourages its employees to participate in FFSHC. The former NARA safety and 

health manager was a member of the MWFSHC. The current safety and occupational 

health programs manager is a nonvoting representative for NARA to FACOSH. NARA 

has launched some social media initiatives involving Web 2.0 technologies, and has 

signed agreements to create sites on Twitter, You Tube, Facebook, and Flickr.

 Ergonomic Safety Program

Currently, NARA addresses ergonomic issues on a case-by-case basis as resources 

permit. In the majority of instances, employees have been provided with the proper 

equipment, i.e. adjustable monitors, key board trays, mice and ergonomic designed chairs 

but some employees have not been instructed in their use.

 Psychosocial Risk Factors

NARA has a number of work-life programs and policies, to include an EAP program, 

Wellness Program, an Interim Guidance Directive 300-19, Violence in the Workplace and 

Directive 396, Anti-Harassment Policy which address the remaining concerns of 

bullying, harassment and workplace violence.

 

 Telework

NARA has a telework program under Interim Guidance Directive 300-32, Flexiplace. 

NARA is finalizing a comprehensive Telework Directive in accordance with various 

federal requirements including OMB Memorandum M-11-27 “Implementing the 

Telework Enhancement Act of 2010: Security Guidelines.”

 Occupational Exposure Limits

NARA’s work environment is unique in that it can require the application of exposure 

criteria to its own employees, contractors, or volunteers, and members of the public who 

visit NARA facilities daily. At a minimum, where available and applicable, NARA will 

follow all regulatory and consensus standards. NARA also uses all available hazardous 

chemical, physical, biological agent information and their synergisms in its decision 

making for a specific exposure standard. In addition, NARA has developed in-house 
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exposure criteria for its artifacts contacted by the public where little or no exposure 

standard existed. In general NARA does not limit itself to just the PELs, TLVs, RELs, 

WEELs, etc.

Accomplishments

The National Safety and Health Committee had successfully promoted NARA’s 3rd Annual 

Safety and Health Awareness Week (June 6 - 9, 2011), with the theme, All Together Now for 

Safety. Each of NARA’s 46 facilities was encouraged to participate in this nation-wide event by 

organizing their local safety awareness observance. The best facility safety effort was rewarded 

and acknowledged by receiving NARA’s “Traveling Trophy.” This year the trophy went to 

Archives I in downtown Washington, DC.

We continue to conduct scheduled security and safety inspections of selected NARA facilities 

annually.

We are still conducting a NARA awareness campaign to inform all NARA facilities about the 

latest OSHA recordkeeping requirement changes.

Goals

 Update and correct NARA’s 235 Directive, Safety and Occupational Health Program,

and supplement handbook to reflect NARA’s FY 2011 major organizational 

transformation whereby office symbols, roles and responsibilities, and reporting chain 

structures have been significantly altered.

 Update the National Safety and Health Committee (NSHC) charter to accurately reflect 

NARA’s organizational transformation.

 Leverage use of the NSHC to continue to promote safety education among the local 

committees, and explain compliance requirements to the field support officers and facility 

managers’ agency wide.
Page 217 

National Capital Planning Commission

The National Capital Planning Commission (NCPC) is the federal Government’s planning 

agency for the NCR. The agency’s workforce is comprised of 44 full-time employees and three

contract workers. Protecting the health and safety of its employees is important to NCPC. This 

report assesses the trends and progress made by NCPC in improving workplace safety and 

health. It establishes that there were no work related injuries or illnesses in FY 2011, as well as 

no employee compensation expenditures. As manadated by the Federal Continuity Directive 

(FCD 1) and the Federal Board National Continuity Project and Requirement, NCPC finalized 

its COOP Plan in June 2011. In addition, emergency response plans were tested and the results 

of the testing were favorable.

Statistics

Not reported.

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

NCPC leases one mini-van through GSA. All NCPC employees who drive or are passengers in 

the agency van are instructed to use seatbelts and drivers are prohibited from using mobile 

devices while driving. Staff also received copies of "Focus 360" during the Drive Safety Work 

Week, sponsored by GSA. We are pleased to report that there were no MVAs in FY 2011.

Integrating OSH and Emergency Response

NCPC incorporates the safety and health of its employees in its plans for emergency and /or 

disaster response, and COOP, as outlined in the NCPC Occupant Emergency Plan, dated March 

2009, and the NCPC Continuity of Operations Plan, dated June 15, 2011. The Agency 

successfully tested its emergency response plan outlined in the NCPC Emergency Evacuation 

Team Guide, dated June 3, 2010 by conducting fire drills annually. In addition, NCPC regularly 

attends and participates in Small Agency Council COOP Committee meetings. During the year, 

NCPC conducted a drill to evaluate the effectiveness of emergency evacuation procedures. The 

drill proved to be successful. On an ongoing basis, the DASHO and OSH manager monitored 

safety and health conditions in the workplace to avoid injuries. In addition, there were no 

workplace related injuries or illnessed in FY 2011.

As a part of the NCPC’s OSH program that deals with pandemic influenza planning, employees 

receive the Federal Occupation Health Document Bulletin, as well as the Monthly Health Topic. 

NCPC has not encountered any challenges in completing and implementing pandemic,

emergency and or disaster response plans to protect federal employees.

Agency Specific OSH Resources

No changes reported.
Page 218 

Employee Support

NCPC effectively leveraged inter-agency resources to conduct on-site training for the workplace.

Such training has resulted in office ergonomics and mitigation of related injuries. Staff received 

monthly updates of “Top Health; The Health Promotion and Wellness Newsletter.” Staff 

attended sessions on stress management and nutrition throughout the year. In addition, notices 

which highlight NCPC’s employee job safety and health program are displayed on the Employee 

Notice/FYI Board. NCPC’s safety officer participated in FEDWEEK in Arlington Heights, IL,

on August 2-4, 2011, the GSA National Symposium in Crystal City, VA, on September 1, 2011,

and the U.S. Consumer Product Safety Commission: Creating a World Class Safety Culture 

Class in Bethesda, MD on August 30, 2011.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

No. However, the NCPC safety officer participates as a non-management representative 

on the MWFSHC.

 Ergonomic Safety Program

NCPC has an Inter-Agency Agreement with DHHS-FOH to provide ergonomics 

consultation services to address ergonomics hazards. These services may include: 

individual, group, and worksite assessments, ergonomics training and education 

programs, reasonable accommodation assessments, RTW planning, ergonomics policy 

and program development, workplace planning and design, and furniture and equipment 

selection, among others.

 Psychosocial Risk Factors

Yes, NCPC employees are provided information through the EAP, and Let’s Talk, both 

sponsored by DHHS-FOH.

 Telework

Yes, NCPC’s Telework Program Policy allows employees to participate in telework to

the maximum extent practical without diminished employee or organizational 

performance and incorporates safety and health.

 Occupational Exposure Limits

Not reported.

Accomplishments

NCPC has secured an inter-agency agreement with DoD which allows the Agency to participate 

in the Computer/Electronic Accommodations Program that provides assistive technology, 

devices and services to employees with disabilities or who have requested reasonable 

accommodations. This program allows NCPC to ensure if an employee has a need it can be 

readily addressed in a timely matter.

NCPC has entered into an agreement with the FOH Center to provide a variety of preventive 

health services to its employees. These services are provided at no cost to the employees, with 
Page 219 

minimal time away from their workstation. Services include, but are not limited to the 

following:

 Access to on-site first aid and urgent care services

 Traveler’s health and immunization information

 Immunizations (flu, tetanus, and pneumococcal)

 Health awareness and screening programs, such as hypertension, vision screening, and 

glaucoma

 Seminars on various health issues are held throughout the year.

NCPC also offers its employees use of the Market Square North Fitness Center, inclusive of 

exercise, cardiovascular, and weight training at no cost. NCPC encourages employees to use this 

Center to promote health and wellness which improves morale, decreases absenteeism and 

increases staff productivity. The Center is also staffed with trained personnel to ensure 

employees are aware of the proper use of the equipment to prevent accidents and injuries.

Additionally, to ensure the Agency remains accident free, NCPC continues to monitor its work 

environment to identify potential issues which might cause incidents and abate any unsafe or 

unhealthful conditions as soon as possible.

Goals

Continue to offer training to staff and ensure the NCPC facility is free of hazards that contribute 

to workplace injuries and comply with applicable regulations of OSH. Conduct regular 

emergency evacuation drills to reinforce the procedures, institute improvements where 

necessary, and continue to educate staff on workplace safety and health issues. Respond to 

employee reports of hazards in the workplace and insure that each workplace is inspected 

annually for hazardous conditions. NCPC will take prompt action to assure that hazardous 

conditions are eliminated. NCPC will continue to participate in intra- and inter-agency work 

groups to stay abreast of the latest thinking in the areas of health and safety.
Page 220 

National Council on Disability

The National Council on Disability (NCD) is pleased to submit a “negative” report for CY 2011. 

NCD remains accident free and its workplace is accessible to all employees, including people 

with disabilities.

Statistics

Not reported.

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

Not reported.

Integrating OSH and Emergency Response

NCD follows the OPM guidelines for emergency closings. However, emergency closings, 

defined as “the closure or interruption of operations at the official workplace due to utility 

failures, fire, inclement weather, or other conditions,” should not necessarily affect work at the 

telework site, if work can proceed at that location. Therefore OPM has suggested that agencies 

may designate teleworkers as “emergency employees,” so that they can continue government 

work during an emergency disruption. Conversely, an employee may be excused from work at 

the telework site because of conditions there that do not affect the official workplace.

Employee responsibilities for emergency closings The employee must contact his/her supervisor 

or other decision-making manager immediately if work at the telework site cannot continue, so 

that the supervisor can decide if alternative work procedures might be in order. If work at the 

telework site is impaired or impossible, depending on the circumstances, the employee may be 

granted administrative leave (excused absence), asked to perform work that can be accomplished 

under prevailing conditions, or told to report to the official workplace.

Supervisor responsibilities for emergency closings Supervisors must assume responsibility for 

deciding on a case-by-case basis whether a teleworker should be designated as an emergency 

employee. The supervisor should discuss in advance any situations that would make a 

teleworker unable to perform work at the telework site if the main worksite is shut down, and 

may decide to waive the requirement that work continue at the telework site. For example, if the 

employee has school-aged children or other dependents that would be released in case of 

inclement weather, and the main worksite closes as well, the supervisor may choose not to 

require that work must proceed at the telework location and may grant administration leave or 

may not designate the teleworker as an emergency employee at all.
Page 221 

COOP Plans The Security Office has established a means of communication via portable radios 

during emergency conditions. Each floor monitor will be assigned a radio for communication 

with the designated command center personnel.

DOJ is currently developing a COOP plan in the event that the threat level goes to Red. 

Members of the Security Office will be working with the Section Security Officers, and Section 

Chiefs, to develop this plan. At a minimum, the following protective measures will apply:

 Consider closing all facilities.

 Assign emergency response personnel: includes team members of the OEP.

 Determine if increased security officers and/or security staff are needed.

 If necessary, allow only emergency personnel into facilities and check/search all vehicles.

 Control access and implement positive ID of all personnel.

 Implement voice mail system that will prompt Criminal Division employees to 

information regarding the current status of operations for the Division's Sections/Offices.

The Security Office has also arranged with 1331 F Street for the shutdown of the HVAC 

facilities in order to reduce the infiltration of hazardous materials into the system in the event of 

a chemical attack.

Agency Specific OSH Resources

No changes reported.

Employee Support

NCD staff work with other tenants in our building to ensure effective emergency management. 

NCD promotes safety and health issues in its administrative manual. It states that:

Employees will observe all safety regulations and practices in the performance of their 

assigned duties throughout the workplace environment and will report promptly to their 

supervisors any injury or accident which occurs in connection with the performance of 

their official duties.

In addition, NCD’s work environment is accessible to people with disabilities, which further 

reduces the risk of accidents.

This year’s evaluation was conducted by a review and walk-through of NCD’s current office 

space, workstations, and surrounding areas. NCD’s office is accessible, which reduces the risk 

and likelihood of accidents

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

No.
Page 222 

 Ergonomic Safety Program 

Employees may submit requests for ergonomic chairs, keyboards, etc. but we do not have 

a formal program.

 Psychosocial Risk Factors

No.

 Telework

Yes.

 Occupational Exposure Limits

Not reported.

Accomplishments

NCD’s annual OSH goal is to continue to remain 100% accident-free, and to continue to educate 

staff on safety issues in and around the office. Success will be measured by the absence of 

accidents.

Goals

NCD’s annual OSH goal is to continue to remain 100% accident-free, and to continue to educate 

staff on safety issues in and around the office. Success will be measured by the absence of 

accidents.
Page 223 

National Credit Union Administration

Statistics

In FY 2011, the size of the National Credit Union Administration (NCUA) workforce increased 

by 83 employees. NCUA reported six injury/illness cases, four of which were lost-time cases. 

This represents a TCR decrease of 20.9%, and a lost-time case rate decrease of 25%. The actual 

injury and illness case rate was 0.53 and the LTCR was 0.36. Fatalities and Catastrophic 

Accidents – 0.

Overseas Employees

Reported – 0.

OSH Initiatives and Requirements

Motor Vehicle

NCUA reminds all employees about safe driving practices, including using seatbelts and 

following speed limits at group and/or regional meetings. NCUA issued a text messsaging while 

driving policy (NCUA Instruction 1200.21 dated January 21, 2010) to all NCUA staff which 

specifically prohibits federal employees from texting and driving a GOV or POV while on 

official government business. The instruction also encourages government contractors to adopt 

and enforce the ban of texting and driving. Employees are reminded to follow state laws in 

regards to talking on cell phones while driving and encourages the use of a hands-free device, 

such as a head set.

Integrating OSH and Emergency Response

NCUA has designated safety rooms that are to be used during emergency situations by 

employees who are incapable of exiting the building via the stairways in cases of emergency. 

We also have designated SIP locations. These shelters provide maximum protection against 

glass shattering in emergencies. Posters with locations of these places are posted in the 

building's common areas, such as the pantries and kitchens. We also have stairway and hallway 

monitors, which enable monitoring the evacuation process. Our gathering points are established 

away from the building to ensure maximum safety of all employees.

Agency Specific OSH Resources

No changes in resources.

Employee Support

NCUA uses a combination of plans, handouts, training, exercises and information sharing to 

incorporate staff safety and health into its COOP regardless of the nature of the contingency. 

NCUA has attached the COOP plan, which provides the specifics of many of the current and ongoing steps NCUA is taking to continuously improve and enhance its ability to provide staff the 

necessary knowledge and procedures to protect them. Safety and health training issues and 

concerns are addressed with agency managers and supervisors during management meetings and 

conferences. Additional safety and health information is available on posters, which are located 

within the agency.
Page 224 

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

NCUA is not using social networking to promote higher standards of workplace safety 

and health.

 Ergonomic Safety Program 

NCUA provides ergonomic training and awareness seminars as part of our equal 

opportunity monthly programs.

 Psychosocial Risk Factors

EAP and equal employment opportunity programs address some of these factors, 

including major life events, concerns about safe working environment, health care, 

personal finances, and family relations. NCUA hosted one wellness seminar that 

specifically addressed the causes and symptoms of stress and management techniques.

 Telework

NCUA has implemented the following telework policies, Collective Bargaining 

agreement Article 13, November 1, 2011 and NCUA Instruction 1200.8 (Rev. 3) dated 

July 13, 2011. Employees under both policies are required to complete a Home-Office 

Inspection Guidelines and a checklist prior to being approved for telework.

 Occupational Exposure Limits

Reported as not applicable.

Accomplishments

Sixty percent of NCUA workforce works off-site, and use their privately-owned vehicles for 

transportation to and from work locations throughout the nation.

In FY 2011, NCUA reduced the filing time by transmitting the OWCP forms electronically to 

injured employees and their supervisors. Supervisors electronically returned the completed 

forms to the OWCP coordinator who immediately forwarded the claims to DOL for adjudication. 

NCUA provides OWCP claim processing training to new supervisors on a quarterly basis.

NCUA accomplishments for FY 2011:

 Reduced total case injury and illnesses claims by one.

 Reduced TCR of all injury and illness claims by 20.9%.

 Reduced the LTCR by 25%.
Page 225 

Goals

NCUA has established the following goals for FY 2012:

 Reduce total case for injuries and illness claims by one. NCUA will continue to promote a 

safe work environment, enforce EOs 13513 and 13043, and remind employees of the 

agency's safety program.

 NCUA will continue to provide quarterly OWCP claim processing training to all new 

supervisors to reduce claim processing time and to assist them in identifying work-related 

injuries.

 NCUA will continue to transmit OWCP forms electronically to supervisors and injured 

employees until the MOU with DOL can be set up for the ECOMP filing system. Where 

possible, offer light duty work to employees who are eligible to RTW with restrictions.
Page 226 

National Endowment for the Arts

Statistics

There were only two injury cases with a total of nine days of lost work and a LTCR of one per 

hundred. The total workers’ compensation chargeback costs were $3290.44. Once again, all 

cases were the result missteps and no trends were noted. We continue to remind National 

Endowment for the Arts (NEA) staff to be aware of building hazards regularly and issue notices 

regarding potential hazards such as slippery marble floors or icy stairs as conditions warrant. 

The NEA has had no fatalities or catastrophic accidents for the past six years.

Overseas Employees

The NEA has no overseas employees.

OSH Initiatives

Motor Vehicle

The NEA maintains two vehicles, but has had no MVAs or injuries for the past six years.

Integrating OSH and Emergency Response

Employee health and safety are essential parts of NEA emergency and/or disaster response plans 

including COOP efforts. The initial focus of all emergency/disaster response efforts is to ensure 

employee safety. Once employee safety is assured, response plans then address restoration of 

Agency functional capabilities. Evacuation and SIP drills are scheduled as required to ensure 

employees are familiar with all procedures and able to respond as required. Additionally, the 

initial portion of our COOP effort is designed to ensure the status and safety of Agency 

employees through a supervisor-based contact chain.

Agency Specific OSH Resources

There have been no changes to the resources dedicated to support OSH during the past FY.

Employee Support

Because the NEA is a very small agency, we have few dedicated training sessions. As potential 

hazards arise, whether within the building or in the metropolitan area (i.e. weather or commuter 

advisories), all employees are alerted and informed on best means of protecting themselves. The 

only formal training performed this year was training for newly appointed and refresher training 

for members of our emergency response team. This team is tasked with responsibility for 

assisting Agency staff in the event of an emergency evacuation or SIP situation.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

The NEA does not currently participate in the FFSHCs/other support activities or use 

social networking media to promote workplace health and safety.
Page 227 

 Ergonomic Safety Program

As a small Agency, we are able to address ergonomic needs on an individual basis. Each 

employee is provided with an ergonomic chair. Keyboard trays, hand and wrist rests, and 

desk height adaptations are all provided per request.

 Psychosocial Risk Factors

The NEA provides this type of assistance through the FOH EAP. Through this program, 

employees are provided with confidential counseling service and monthly tips on various 

psychosocial support issues.

 Telework

The NEA telework directive provides basic guidance on workplace safety.

 Occupational Exposure Limits

The NEA operates purely in an office environment, where there is no potential for 

exposure to hazardous chemicals. For that reason, we have no procedures in place for 

dealing with such exposure.

Accomplishments and Goals

During FY 2011, the NEA was able to reduce its injury/illness rate from 5 to 2. As with past 

years, the two cases were the result of the employees’ missteps. During FY 2012, the NEA 

hopes to once again achieve this minimal injury/illness rate.
Page 228 

National Endowment for the Humanities

Statistics

There were no injury or illness incidents and no lost work time. Fatalities and Catastrophic 

Accident - None.

Overseas Employees

No one at National Endowment for the Humanities (NEH) has worked overseas.

OSH Initiatives and Requirements

Motor Vehicle

The NEH has no government vehicles or work-related motor vehicle use.

Integrating OSH and Emergency Response

The Old Post Office Building in Washington, DC where NEH is housed also includes as tenants 

the NEA, as well as GSA staff. We have an active OEP for the building which incorporates an 

Emergency Notification System (ENS) that includes all building tenants. This system permits us 

to send voice/e-mail/text messages to work phones, cell phones, home phones, and work and 

personal e-mail accounts. We use this system to announce SIP drills, as well as other situations 

which impact the building tenants. In fact, we utilized the system during the blizzards in 

February 2010 to announce the status of whether the building would be open or closed thus 

eliminating any uncertainty on the part of the building tenants. In addition to the ENS, we also 

have a network of handheld radios that are dispersed throughout the tenant agencies that are the 

primary means of communication by the OEP team in drills or potential emergency situations. 

We periodically conduct test drills utilizing the standard alarm system as well as the other means 

of notification described above.

Agency Specific OSH Resources

As a small agency of about 170 staff, NEH has no dedicated OSH resources. The DASHO has 

OSH responsibilities assigned as a collateral duty similar to other small agencies.

Employee Support

Being a small agency, NEH has no specific training other than for OEP teams responsible for 

assisting in evacuation and/or SIP situations. We emphasize to all staff the importance of 

immediately notifying the Administrative Services Office if an unsafe situation exists, as well as 

to report any actual incidents/accidents to their supervisor and the Human Resources Office. 

NEH works with its union partners to ensure as safe a working environment as possible.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

None. Field Council Support - None. Social Networking Utilization - None.
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 Ergonomic Safety Program

Ergonomic issues are primarily addressed through the Agency’s reasonable 

accommodation program that outlines steps that can be taken should an employee 

experience medical situations that can be addressed through ergonomic solutions. 

That usually involves utilization of DoD Computer/Electronic Accommodations

Program.

The primary ergonomic situation that occurs is for seating. We have recently 

purchases high-end ergonomic chairs for all staff and when necessary procure more 

specialized seating for individuals as needed. We do not require staff to go through

the reasonable accommodation process in this situation however, as long as they are 

able to provide the specific information needed (usually medical) to make an 

appropriate purchase.

 Psychosocial Risk Factors

During FY 2011, several employees used the services of our EAP service, COPE, 

Inc. We do not know the reason for their visits due to the confidentiality of the 

service. We provided confidential counseling, change to working time/schedule 

arrangements, and psychosocial risk specific training (such as time management, 

conflict resolution, and cultural sensitivity.

 Telework

NEH has a directive, entitled NEH Telecommuting Program, that addresses all 

aspects of the program. It includes a sample telework agreement that includes work 

space safety along with a checklist that staff must complete as part of the telework 

application process. Only staff who have an approved agreement are permitted to 

telework, even on an ad hoc basis.

 Occupational Exposure Limits

NEH does not store any hazardous chemicals within Agency space.

Accomplishments and Goals

No specific accomplishments for FY 2011, other than to continue to monitor the Agency’s work 

environment to identify potential issues which might cause incidents/accidents and abate any 

unsafe or unhealthful conditions as soon as possible.

NEH has not established any specific goals for FY 2012 as things are going along quite well here 

at this time.
Page 230 

National Labor Relations Board

Statistics

When compared to the prior FY 2010, the National Labor Relations Board’s (NLRB’s) total 

injury/illness cases increased by 24. The rate per 100 employees increased from 0.17 to 1.56 

cases per 100 employees. A majority of these incidents were minor injuries caused by trips and 

falls. The NLRB did not have any fatalities or catastrophic accidents in FY 2011. The Agency’s 

safety liaison and the designated safety representative from each field office maintain records of 

any suspected work-related injury or illness. The Agency did not have any field offices with 

particularly high injury or illness rates. Minor trips and falls were the most significant category 

in the agency’s lost-time and illness data.

Overseas Employees

The NLRB did not have any employees working overseas during FY 2011.

OSH Initiatives

Motor Vehicle

The Agency had seven MVAs in FY 2011. All but one was property-damage-only accidents. 

The one injury accident was the result of the employee’s vehicle sliding off an icy mountain 

road. In all incidents, employees were wearing seatbelts, and were not reported to be distracted 

at the time of the accident. The NLRB complies with EOs 13043 (seatbelt usage) 13513 

(banning texting while driving) by posting these documents on the Agency’s Website for 

employees to review. The Agency’s Website also has links providing information on cell phone 

safety, and defensive driving tips.

In accordance with state laws, NLRB requires the use of seatbelts for all employees operating or 

riding in a motor vehicle while on official Agency business. Employees are required to indicate 

their use of seatbelts at the time of the accident or incident. We have continued to promote the 

use of seatbelts since EO 13043 was established, which instituted a government-wide policy 

requiring seatbelt usage in government-owned or -operated vehicles.

Employees involved in MVAs/incidents state in their MVA reports if they have met the 

requirements set forth by the NLRB and GSA regarding seatbelt usage when riding or operating 

a motor vehicle while on official Agency business.

Our seatbelt program has been in effect since 1982, and is in compliance with EO 12566, signed 

on September 26, 1986, and revised EO 13043, which was signed April 16, 1997.

Our Agency does not have particular training requirements for our fleet and non-fleet vehicle 

operators.

Integrating OSH and Emergency Response

The Agency has a current COOP plan and policies on SIP, emergency communication and threat 

awareness, preparation and tracking:
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 The Agency has a COOP plan in place and has a project manager dedicated to its 

operation.

 Regarding pandemic flu planning, the Agency uses the COOP manager and Human 

Resources Branch to adequately prepare, inform and direct employees about potential 

outbreaks.

Agency Specific OSH Resources

The Agency’s budget includes a line item for health and safety related expenses, which covers 

items, such as NSC membership dues, AED equipment maintenance and training, first aid kits,

and other health and safety training.

Employee Support

Applicable OSH information is provided on the Agency’s Intranet, which is available to all 

employees and contractors. The Agency will review their past annual OSHA reports to 

objectively self-evaluate the effectiveness of their OSH program. Stakeholders in the OSH 

program will make recommendations on how to continuously improve workers’ safety and 

health.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

The Agency’s safety liaison attends periodic FACOSH meetings. Designated field office 

safety representatives also participate in local safety councils where available. The 

agency is a member of the NSC, and uses its resources to educate and inform its 

employees about safety-related issues. The Agency has Facebook and Twitter accounts 

where it can answer employees’ questions regarding OSH issues.

 Ergonomic Safety Program

The Agency’s Facilities and Property Branch routinely purchases ergonomic desk chairs 

and keyboard trays for its employees. Employees who require further ergonomic 

equipment are directed to contact the agency’s Human Resources Branch, where their 

request will be reviewed under the agency’s EAP.

 Psychosocial Risk Factors

The Facilities and Property Branch, which administers the agency’s OSH program, will 

collaborate with the Human Resources Branch and Office of EEO in the upcoming year 

to address how the agency can collectively improve employees’ safety and health.

 Telework

The Agency has a telework policy that became effective June 1, 2011. To support the 

program, a checklist is provided on the Agency’s safety Website to make sure the 

employee’s off-site location is free from common safety hazards and that the workstation 

is ergonomically appropriate.

 Occupational Exposure Limits

Not reported.
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Accomplishments

Not reported.

Goals

The following goals will be implemented in FY 2012:

 Continue to expand and develop the safety awareness program in order to provide the most 

current information regarding safety and health initiatives both at work and at home using the 

Agency Intranet, on-line training and DVDs.

 Continue to monitor environmental and IAQ issues including heating and air-conditioning 

levels in government-owned and leased space and address deficiencies, if any, as necessary, 

as this represents the most frequent concern raised by NLRB employees.
Page 233 

National Transportation Safety Board

The National Transportation Safety Board (NTSB) is an independent federal agency charged by 

Congress to investigate civil aviation accidents in the United States, most public-use aircraft 

accidents, and significant accidents in other modes of transportation (highway, marine, rail, and 

pipeline), to conduct special investigations and safety studies, and to issue safety 

recommendations aimed at preventing future accidents. The Agency does not participate in 

emergency response and disaster recovery operations. The NTSB Training Center is a major 

initiative of the Board to improve the training and skills of its own employees, and its 

investigative partners. It is used as a vehicle to make its safety expertise and know how more 

widely available to the transportation community.

The NTSB OSH program is led by a DASHO, Lola A. Ward, SES, Director, Office of 

Administration. OSH staff consists of an OSH specialist (GS-0018-14) and a program analyst, 

safety specialist, (GS-0343-13). In addition, the agency’s OSH Committee members all have 

diverse backgrounds in safety and health, giving the NTSB sixteen collateral duty safety people 

with at least one representative from each modal and support offices. This matrix management 

structure offers a cost-efficient way for a small agency, such as the NTSB, to comply with 

OSHA directives, and provide a pool of experienced people to work in OSH programs. The 

result is a flexible, responsive, and effective OSH program that is not only mission-supportive, 

but has management commitment and employee involvement.

During FY 2011, the NTSB investigated about 272 transportation accidents. Accident 

investigations create possibilities of exposures to our employees which we control by providing 

training and applying administrative and/or engineering controls. If controls cannot be put in 

place, employees are equipped with the proper PPE to perform the investigative work safely. In 

FY 2011, the number of injuries and illnesses remained the same as FY 2010 which was a 

decrease in the number of injuries from the previous year of FY 2009. There was no lost-time

from work reported for FY 2011, which also remained the same as FY 2010. With our continued 

efforts in training and awareness of safety and vigilance, the NTSB did not suffer any fatal or 

catastrophic accidents. The NTSB does not have any civilian employees that work overseas. No 

MVAs were reported in FY 2011. Awareness of seatbelt usage is an Agency policy and 

provided to employees through training and periodic electronic safety alerts.

NTSB has a policy that bans the use of cellphones and texting while driving which extends to 

prohibiting the use of wireless devices – hands-free or other electronic devises while driving. 

Further, this policy includes strategies for minimizing distractions while driving.

The OSH committee activities for FY 2011 included creating a fatigue management policy, 

creating a Fall Protection and Walking/Working Surfaces Guidance policy, revising the 

individual emergency plans for all agency locations, and revising the Risk Assessment Worksheet

to include categories and ranking systems for fatigue and fall hazards.
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Statistics

The total number of injury and illness cases for FY 2011 was four, the LTCR for FY 2011 is 

0.91, and the total workers’ compensation chargeback costs are $594, 762.05. The OSH staff 

investigated each occupational injury and illness to determine ways to prevent recurrence. 

Injury/illness date was evaluated and no trends were found. Fatalities and Catastrophic 

Accidents - Reported as not applicable.

Overseas Employees

Reported as not applicable.

OSH Initiatives

Motor Vehicle

No NTSB federal civilian employee has been involved in a MVA in FY 2011. Seatbelt usage, 

motor vehicle safety, distracted driving, and use of portable electronic devices are addressed in

several NTSB policies and this information is provided to employees through the use of webbased training. Posters, car decals, and vehicle placards are displayed as visual reminders to 

employees on distracted driving dos and don’ts.

Integrating OSH and Emergency Response

The NTSB plan for COOP is to ensure the safety and health of its employees by instituting the 

telework program where all employees, except essential personnel, work from home during an 

outbreak, disaster, etc. This approach will mitigate the hazard by limiting personal exposure 

contacts to those elements that are absolutely essential to completion of the agencies core 

mission. The NTSB Training Center has been designated as the alternate COOP site.

Agency Specific OSH Resources

There have been no changes in resources impacting the OSH program for FY 2011.

Employee Support

OSH training is provided to all employees, including new hires and contractors, through 

classroom instruction and web-based courses on an annual basis and recurrent training is 

provided when required and/or when deemed necessary.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

OSH training is provided to all employees, including new hires and contractors, through 

classroom instruction and web-based courses. A major accomplishment for the Agency 

was launching the Fatigue Management Policy that was developed by the OSH 

Committee. The fatigue management training has been developed by agency fatigue 

experts and is currently under review for launching agency-wide. The NTSB has not had 

any involvement in the FFSHCs or any other support activity, such as social networking.

 Ergonomic Safety Program

NTSB recognized the need to address ergonomic hazards and therefore developed an 

ergonomic safety policy and program in 2004. Every employee, including new hires and 
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contractors, are provided ergonomic web-based training. The OSH staff performs 

ergonomic assessments, conducts employee workstation adjustments, and provides 

ergonomic equipment according to the needs addressed in each ergonomic assessment. 

As such, the Agency has had no ergonomic-related CA claims filed since implementing 

this program.

 Psychosocial Risk Factors

NTSB recognizes there are factors that impact the psychological safety and health of 

employees. These factors include the way work is carried out and the context in which 

work occurs. Psychosocial risks have the ability to affect employee mental responses to 

work and to cause mental health problems. With that, NTSB promotes its Health and 

Wellness Program by offering several seminars throughout the year, hosts an annual 

health fair, advertises EAP services, and formed a committee to develop the Preventing 

Violence in the NTSB Workplace Policy that was launched in 2010.

 Telework

NTSB developed a Telework Program policy that was issued in 2007. The policy 

implements the requirements of Section 359 of Public Law No. 106-346, under which 

eligible employees of the Agency may participate in teleworking without diminished 

employee performance. Guidance, when addressing safety concerns, for the home office 

is as follows:

• Workspace is safe and all equipment is adequately installed and performing

properly.

• Telework may be denied based on safety problems in the alternative work 

location.

• Electronic equipment should be properly grounded and free of recognized hazards 

that could cause physical harm to the employee and/or damage to equipment (e.g., 

frayed/loose/exposed wires).

• Electrical circuits should be labeled, functional, and capable of handling any 

additional electrical equipment; a surge protector or similar device should be 

connected to computer equipment.

• Adequate ventilation/air conditioning should also be available for electrical 

equipment.

• Teleworker agrees to permit NTSB inspection of alternative work location to 

ensure proper maintenance of government-owned property and conformance with 

safety standards.

• Teleworker understands he/she is covered under the Federal Employee's 

Compensation Act if injured in the course of performing official duties at the 

alternate work location. Teleworker agrees to notify supervisor immediately of 

any accident or injury that occurs at the alternative work location and to complete 

any required forms. The supervisor agrees to investigate such a report 

immediately.
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 Occupational Exposure Limits

Reported as not applicable.

Accomplishments

 Developing the Fatigue Management Program Policy

 Developing the Fall Protection Training

Goals

 Fall Protection Training

 Fall protection equipment procurement

 Launch new OSH web-based training

 Develop statement-of-work for FOH to launch on all modal accidents to provide 

industrial hygiene services and JHA
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Occupational Safety and Health Review Commission

Statistics

Not reported.

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

There were no MVAs by employees in FY 2011. The Agency recognizes that seatbelts are 

extremely effective in preventing injuries and loss of life. Agency policy requires that seatbelts 

always be used by both driver and passengers while traveling on official company business. This 

policy applies to all employees and occupants of any vehicle driven by employees including 

rentals and personal vehicles when used on official company business. Employees are strongly 

encouraged to use their seatbelts off the job as well. Agency policy requires drivers to use hands 

free devices while talking on cell phones and to avoid sending/receiving text messages while 

driving.

Integrating OSH and Emergency Response

The Review Commission’s COOP plan incorporates the safety and health of its employees as its 

primary concern. The COOP planning is an effort to assure that the capability exists to continue 

essential agency functions across a wide range of potential emergencies. The objectives of the 

COOP plan include: a) Ensuring the continuous performance of the Review Commission’s 

essential functions/operations during an emergency; b) Protecting essential facilities, equipment, 

records, and other assets; c) Reducing or mitigating disruptions to operations; d) Reducing loss 

of life, minimizing damage and losses; and e) achieving a timely and orderly recovery from an 

emergency and resumption of full service to customers. The Review Commission’s COOP plan 

covers the following three phases: Phase I – Activation, Notification, and Relocation, Phase II

– Alternate Worksite(s)/Recovery of Operations,; and Phase III – Reconstitution and 

Termination.

Agency Specific OSH Resources

No changes reported.

Employee Support

Safety and health awareness information is distributed via email to all staff employees. 

CPR/AED and standard first aid training was provided on September 27, 2011. Posted materials 

can also be found on the bulletin board in the agency break room.

The Review Commission is a small, independent agency with 67 full-time equivalent positions. 

There have been no work related injuries or illnesses since 2008. Managers are expected to 

uphold all rules and regulations pertaining to EEO, standards of ethical conduct, merit principles, 

and other statutory and policy-driven management responsibilities. This language is included in 
Page 238 

the performance standards for managers and supervisors. The Review Commission’s record of 

sustaining an “injury free” workplace during the past several years demonstrates an effective 

OSH program. There are no corrective actions to be made. However, the Review Commission 

would like to expand its program and offer more workplace safety education activities/materials 

to its employees during FY 2011. In addition, it plans to establish a safety committee to 

routinely review/modify its safety practices and procedures for the workplace

OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

No.

 Ergonomic Safety Program

Ergonomic assessments are done on employee workstations to ensure that the placement 

of the computer, mouse, and keyboard are in the most advantageous positions to prevent 

any pain or injury to the users. As a result, several employees were provided new chairs, 

and other miscellaneous equipment.

 Psychosocial Risk Factors

The Agency receives contracted services from FOH. Such services are available and may 

be provided at the request of an employee.

 Telework

The Review Commission provides work/life flexibilities to sustain a productive, positive 

and attractive work environment. Employees are offered opportunities to work alternate,

compressed, and flexible tours of duty. Telework is also available for most occupations 

and is currently being utilized by a relatively large number of agency employees. 

Employees are permitted to telecommute as frequently as two days per pay period with 

supervisory approval.

Safety and health awareness information is disseminated via e-mail to all employees. 

Posted materials can also be found on the bulletin board in the agency break room. The 

Review Commission will also consider the possibility of offering on-line training and/or 

informational materials to its employees in the near future. The policy explains that all 

federal employees are covered by FECA during official duty. This includes employees 

working at alternate worksites. It also explains that employees who work at home are 

responsible for ensuring that their worksites are safe and in compliance with safety 

guidelines. Employees are required to complete a self-certification safety checklist which 

is included in the policy.

 Occupational Exposure Limits

Not reported.

Accomplishments

Employees renewed their CPR/AED certificate training on October 28, 2010, from the ARC. 

Ergonomic assessments were done on employee workstations to ensure that the placement of the 
Page 239 

computer, mouse, and keyboard are in the most advantageous positions to prevent any pain or 

injury to the users. As a result, several employees were provided new chairs, and other 

miscellaneous equipment.

Goals

Goals for FY 2012 include sustaining an “injury free” workplace. Standard first aid certification 

training will be conducted, and health awareness information and materials will be distributed to 

employees. The Review Commission is considering offering on-line training and/or information 

materials to its employees in the near future. It will examine new ways to ensure the safety of its 

employees. This may include establishing a safety committee to explore seminars or conferences 

that will further promote safety and health awareness for its employees, and to routinely 

review/modify its safety practices and procedures for the workplace.
Page 240 

Office of Navajo and Hopi Indian Relocation

The Office of Navajo and Hopi Indian Relocation (ONHIR) is a micro agency within the 

Executive Branch of the Government. ONHIR carries out the voluntary relocation program set 

forth in the Navajo-Hopi Settlement Act of 1974, as amended (P.L. 93-531 et al.; 25 U.S.C., 

Section 640d et seq. (“the Act”) and the implementing regulations (25 CFR, Part 700).

Considering that this agency has a minimal staff and limited budget which is being reduced each 

year as we proceed to close out our program, our employees and management have made 

vigorous and disciplined efforts to maintain a safe and healthy environment for our clients, 

vendors, and employees. While we endeavor to have no accidents or injuries, during FY 2011, 

our agency experienced two separate work related injuries involving two employees, one of 

which has been with the agency for more than 20 years.

The ONHIR management has for many years supported the agency’s policy of maintaining a 

safe, healthy, and ergonomically sound place of employment for our staff. This is reflected in 

the fact that we have regularly provided a wide variety of training programs at our “all staff” 

meetings as well as regular specialized trainings on an “as needed” basis for those employees 

who have unique or physically demanding job assignments.

As indicated in this report, we are proud of the fact that ONHIR has had no fatalities or serious 

job related injuries during FY 2011. As stated above, there were two claims for work-related 

injuries this past fiscal year. One claim occurred in January 2011, when an employee slipped on 

some ice in the Agency parking lot while going to their vehicle. Although our agency has an 

aggressive program to remove snow and ice from our sidewalks and parking areas we are 

sometimes caught off guard as we frequently experience sudden and severe changes in the winter 

weather due to the mountainous and high altitude that in which our offices are located.

The second injury claim in FY 2011 was a long term continuation of a work related injury which 

occurred on September 29, 2010 (FY 2010) and continued through October 1, 2011 (FY 2011). 

This injury occurred when the employee lifted several heavy files while at work which resulted 

in a back injury. The injury was later diagnosed by a physician as a herniated disc. The 

employee did file a workers’ compensation claim which was later converted to a long term 

occupational disability claim as the agency was informed by the employee that the injury may 

result in surgery which was substantiated by the physician. As a result of this injury, the 

employee was unable to RTW (as the current work duties of the position were of a physical 

nature and required extensive lifting of files, stooping, bending, and walking), from the initial 

date of the injury on September 29, 2010 through July 10, 2011, the date when the employee 

retired from the agency.

Our agency has taken steps to improve our snow and ice removal around our facilities and 

inform our employees of these hazards. Likewise, we continue to evaluate areas that present 

potential injuries to our employees and make improvements wherever possible.
Page 241 

This report demonstrates that ONHIR has continued to make well-defined progress in addressing 

any situation or potential condition which could put our employees at unnecessary risk in 

accomplishing their job for the government. In addition, our Agency regularly provides our 

employees with information and activities which promote good health and well-being, as well as 

encouraging them to make suggestions for improvements in our working environment and 

procedures.

We are looking forward to another healthy and safe year in 2012.

Statistics

During FY 2011, ONHIR experienced two employee injuries. One was the result of an 

employee slipping on ice and falling and the other was in the form of an ergonomic injury as a 

result of repetitive lifting.

TCR: 4.87 (last year’s rate was 4.87%); LTCR: 47.32 (last year’s rate was 20.24).

In relation to the workplace injury of the employee who slipped on the ice and fell, the injury 

occurred during the winter season when outside conditions were snowy, freezing, and icy. 

During the workday, the employee slipped on ice than had formed on the parking lot while 

walking to his vehicle at the Sanders field office. He fell backwards and landed on his back and 

hit his head on the pavement. His injury necessitated that he seek medical care and as a result he 

was away from work for two days.

As stated above, the second injury occurred on September 29, 2010. The employee injured her 

back as a result of continued repetitive lifting, bending, and stooping which were requirements of 

this position. On September 29, 2010, the employee felt a sharp pain in the lower back when she 

lifted some heavy files out of a case file cabinet to take to her desk. The pain in her back would 

not dissipate and she then reported the injury to her supervisor. The employee was instructed to 

seek medical care and was later diagnosed with a herniated disc. On the date of the injury, the 

employee was instructed to file a claim and the employee was unable to RTW starting on

September 29, 2010 (the initial date of the injury) thorough July 10, 2011 which is the date that 

the employee retired from the agency.

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

The ONHIR has an on-going interest to insure that all of our government vehicle operators 

understand the importance of such key issues as the proper and regular use of seatbelts and the 

ban on texting and cell phone use while driving. These subjects and other related driving safety 

subjects, such as safety while driving in winter conditions, are addressed at all staff meetings and 

department meetings as needed. The ONHIR main office is located in a high altitude, severe 

winter area of the state so in addition to the ice scrappers and emergency road kits available to 

employees, this year we have added shovels, heavy work gloves, and emergency safety and 
Page 242 

reflector kits to each vehicle in the Flagstaff office GSA fleet. Emergency reflector kits were 

also provided for vehicles stationed at our field locations. During this year all agency drivers of 

GSA vehicles were checked and provided updated driver’s licenses.

Integrating OSH and Emergency Response

Since our Agency is very small, we have elected to combine the above issues into one unified 

COOP plan which is under development at this time. Our Agency currently has a pandemic flu 

plan which is presently under revision. As a very small agency located in three separate towns, 

our total exposure to a flu virus or other serious communicable disease is significantly reduced 

since the staff members live in a wide area and each office is fully equipped to function 

independently and can stand alone necessary for short periods of time. Coordination and 

communication is typically handled by phone, email, and regular mail.

The research and preparation time of our agency’s staff is the most significant obstacle in 

preparing such reports, plans, and programs such as the pandemic, COOP, emergency/disaster 

response plans. As we close out the agency operations, we lose more full time employee 

positions which will never be refilled since we are under a hiring freeze. Also, we now are 

experiencing budget cuts every year. As a result, the remaining employees must support 

additional operational loads in addition to their existing responsibilities. The addition of various 

reports and plans is nearly bringing this agency to the point of being able to accomplish its 

primary mission.

Agency Specific OSH Resources

No changes reported.

Employee Support

Even though we clearly recognize the importance of a significant safety program, this is a very 

small agency with limited resources to stage a comprehensive program similar to those found in 

large government agencies. We have two designated safety officers who coordinate our safety 

program on a collateral basis with their regular job duties. At a minimum, both receive annual 

update safety training and specialized training when it can be scheduled. During this past year 

our agency has purchased safety software to assist the safety officers in conducting quality safety 

inspections and providing short, on site trainings for our employees. As a small agency, we have 

annual mandatory “all staff” meeting which normally include a variety of training subjects as 

well as safety training. The safety training addresses subjects such as evacuation procedures, use 

of fire extinguishers, first aid, flu and flu shot clinics, winter driving safety, regular driving 

safety (no texting, no cell phone use while driving, use of seatbelts, etc.), and other related health 

and safety issues. When we have vendors or contractors working at our facilities, they are 

advised by the safety officer on our requirements to maintain safe working procedures and a safe 

work site. The safety officer will regularly monitor their progress and the condition of their 

work site.
Page 243 

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

The ONHIR is a micro agency which is split into three separate offices located in 

different towns. Initially, operational communications were limited to the telephone, 

facsimile, mail, and employees acting as couriers between offices. As the internet 

evolved and email was established, it has become one of our principal communication 

work horses for over twenty years. Most of our clients reside in very rural areas in which 

telephone and email service is still severely limited or non-existent. As a result, personal 

computer ownership tends to be a luxury rather than a necessity. During the period that 

other social network systems (Facebook, Twitter, YouTube, and others) were being 

developed, our agency evaluated the need, effectiveness, security, privacy issues, cost, 

operational requirements, etc. and determined that our existing standard email system has 

worked very well for our agency along with the our existing communication systems 

mentioned above. The addition of other social media configurations would contribute 

little to our operations and could, in fact, be extremely detrimental due to the increased 

exposure to security threats such as phishing, social engineering, and web application 

attack as described in the GAO Congressional Report, titled Social Media (GAO-11-

605). Moreover, our Information Systems Department (IS) has experienced significant 

reductions in staff as our agency prepares to close out our program. At this time, we only 

have two technically qualified IS staff members and limited physical resources to operate 

and monitor the security necessary to properly maintain the social media sites. Since 

extensive amounts of personal information are necessarily collected on our clients, we 

make every reasonable effort to prevent unauthorized dissemination of this data. The 

Agency does have an established webpage where visitors may obtain general information 

concerning various aspects of our operations.

Our email system has been a valuable tool in disseminating critical safety and health 

information to our staff, clients, and contractors. Such safety information typically 

includes: winter driving warnings, use of seatbelts, the ban on texting and phone use 

while driving, annual flu shot program, trainings, and many other important safety-related 

issues.

 Ergonomic Safety Program

Our Agency has always recognized and supported the need for protecting our employees 

from preventable ergonomic injuries. While this issue is of vital importance we have not 

formalized our program into a written policy. As mentioned above, the ONHIR staff is 

small (total of 40 employees at three locations) and consists primarily of long term 

employees. In past years, we have had ergonomic studies made for every staff member 

and promptly made adjustments to lighting, seating, and other related working conditions 

which were recommended for each employee. This also includes professional counseling 

if required. In more recent time, our office has responded to ergonomic concerns and 

complaints on a case-by-case basis seeking professional assistance as needed to resolve 

the particular issue. Most of our forty-one positions involve typical office environment 

work and slightly less than 10% are light to medium field work. These employees are 

provided all necessary PPE as required for their specific job assignments. In addition, the 
Page 244 

field personnel receive extra trainings on a wide variety of safety subjects which relate 

directly to their work. The ONHIR executive management continues to demonstrate a 

strong commitment to provide all employees with a safe and ergonomically sound 

environment in which to work.

 Psychosocial Risk Factors

At the agency’s last all staff meeting, our EAP was addressed to create awareness that it 

is available to all employees to assist them with counseling during stressful times and 

events.

 Telework

Yes, see the ONHIR policy

 Occupational Exposure Limits

Not reported.

Accomplishments

Clearly, one of the most significant accomplishments for FY 2011 for the ONHIR is the fact that 

our Agency had no deaths or catastrophic incidents during the year, and was virtually accident 

free for the entire year with the exception of the two injuries mentioned above. While there is 

still plenty of room for improvement, our safety officers have worked hard to bring our agency 

into and maintain compliance with all OSHA requirements as they apply to our small agency.

Goals

Over and above all, ONHIR’s first goal for the coming year is to maintain a zero record for 

major injuries, catastrophic incidents, and deaths. In addition, we strive to keep all of our staff 

physically and mentally healthy.

Other related specific goals include the reduction of lost work time due to injuries and illnesses; 

the continuation and expansion of wellness programs for our employees; and continue to 

enhance our health and safety trainings for the benefit of both our staff members and their 

families.

In addition to the above, our Agency will continue to develop our COOP planning and general 

disaster preparedness.
Page 245 

Office of Personnel Management

Statistics

During FY 2011, OPM experienced 69 injury/illness cases, which increased from 58 in FY 2010. 

Also, the total agency population increased by 122 employees. The TCR for FY 2011 is 1.08 

which is up from 0.927 in FY 2010. The total lost-time cases in FY 2011 is 25 which is down 

from 37 in 2010 and therefore, the LTCR in FY 2011 is 0.39, down from 0.59 in FY 2010. The 

total workers’ compensation chargeback costs for FY 2010 was $2,121,853 and for 2011 was 

$2,276,059. The major causes or sources of lost-time in FY 2011 were from slips and fall and 

there was no one trend in the cause to any of these injuries. There were no fatal or catastrophic 

cases during FY 2011.

Overseas Employees

There were no OPM employees with overseas work stations in FY 2011.

OSH Initiatives

Motor Vehicle

OPM had 216 MVAs during FY 2011, an increase of 16%. Efforts are being made to establish 

an online Defensive Driving Training Course which covers motor vehicle safety, causes of 

distracted driving, requirements of seatbelts and banning testing while driving. All responsible 

parties will have to complete and pass the training by the end of FY 2012. This is outlined 

within the OPM Fleet Management Guide.

Integrating OSH and Emergency Response

The OSH manager is a member of the Emergency Actions Working Group, an intra-agency 

group that coordinated information for the COOP and OEPs.

Agency Specific OSH Resources

No changes. The OSH manager continues to work closely with the COR, COTR, and contractor 

regarding safety and health issues.

Employee Support

OPM conducts an on boarding orientation for new hires at least monthly that includes a

representative from the OSH staff that provides a detail 15- to 30-minute briefing on the agency 

policies and procedures. The staff also sends out emails and post safety information on our 

information boards.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

OPM has improved its training efforts in many ways to include a library of safety DVDs 

that any program office can check out and use for their individual safety training 

sessions. We also reach out to each program office, including field offices to assist them 

with any safety requirements, which has improved our program accomplishments. We 
Page 246 

get involve with FACOSH to get information on ways to further improve our safety 

programs.

 Ergonomic Safety Program

We work with the safety union representative very closely to address ergonomic and 

work together to correct any issues. We are involved on all relocation of employees and 

all renovation of space projects to ensure that we keep ergonomic as a punch list item.

 Psychosocial Risk Factors

We address psychosocial risk all the time especially when we relocate employees or 

when we get new hires to ensure that they adjust to the new environment and the 

interactions with other employees in the new setting.

 Telework

OPM will be implementing an updated telework policy, with updated checklists and new 

training opportunities in the near future. Currently, the telework policy includes a safety 

checklist for the home work space.

 Occupational Exposure Limits

We follow the OELs set by OSHA and EPA.

Accomplishments and Goals

Our accomplishment for FY 2011 is the total lost-time cases in FY 2011 is 25 which is down 

from 37 in 2010, and therefore, the LTCR in FY 2011 is 0.39, down from 0.59 in FY 2010. Our 

goal for FY 2012 is to reduce injuries causes from slips and falls
Page 247 

Overseas Private Investment Corporation

The Overseas Private Investment Corporation (OPIC) is a small independent government agency 

that was established in 1971. It is located in a single location in Washington, DC. The statistics 

in this report focus on its 230 civilian employees. As in 2010, OPIC had no fatalities and no 

catastrophic accidents and has no fatality/catastrophic accident summary reports to submit. 

OPIC's NAICs code is 928120. This report uses the template that was provided by by the DOL.

Statistics

OPIC had one workers’ compensation claim. On July 27, 2011, as an employee was leaving the 

building in which we lease space, she slipped and fell in the building lobby. She applied for and 

received workers’ compensation. There were no chargeback costs associated with this claim. 

OPIC had no fatalities or catastrophic accidents in 2011.

Overseas Employees

OPIC had one employee on temporary duty in India. He received a State Department briefing 

before going overseas.

OSH Initiatives

Motor Vehicle

OPIC had one MVA involving civilians in on-duty status. When returning from Dulles Airport 

after dropping off our P/CEO, the agency sedan was rear-ended. No one was injured and minor 

damage was done to the sedan.

OPIC owns one sedan and leases one GSA van. Seatbelt use is required in these vehicles for 

official government business. Seatbelt usage is tracked by observation and immediate 

enforcement. OPIC will continue to emphasize safe driving requirements and mandatory use of 

seatbelts in government-owned vehicles. OPIC provides a hands-free device for its designated 

driver and prohibits texting while driving. Our employee agreement for OPIC issued mobile 

devices also includes language prohibiting employees from texting while using government 

owned equipment.

Integrating OSH and Emergency Response

OPIC has COOP and OEP plans, and provides COOP training to its employees. Our Intranet 

includes sections dedicated to COOP, OEP, and safety and security. OPIC participates in the 

FEMA Eagle Horizon exercises that focus on testing agency COOP plans.

Agency Specific OSH Resources

As a small agency, OPIC does not have dedicated OSH resources.

Employee Support

COOP training was conducted during this reporting period. Fire safety training is provided to 

floor wardens and emergency personnel and staff participate in periodic evacuation drills. OPIC 

also evacuated staff after the earthquake. OPIC conducts an annual health fair and provides a 
Page 248 

subsidized physical fitness program for employees. OPIC encourages safety staff to participate 

in FFSHC activities at the local level and supports employees by funding training and 

networking opportunities. The annual health fair included the following screenings and booths: 

allergy, blood pressure, body composition, bone density, c-reactive protein, cholesterol, hearing, 

hemoglobin Alc, prostate specific antigen, seasonal influenza shots, thyroid, vision, sun damage 

awareness, registered dietician, personal wellness profile questionnaire, and healthy cooking 

demonstration.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

OPIC does not use social networking to promote workplace safety and health. Staff is 

encouraged to participate in FFSHC activities at the local level. OPIC supports 

employees by funding training and networking opportunities.

 Ergonomic Safety Program

OPIC coordinates with Captec to provide ergonomic assessments as needed. Once the 

assessment is completed, OPIC receives an assessment report with ergonomic 

recommendations from Captec. The necessary ergonomic equipment is purchased and 

installed for the employee based on the recommendations.

 Psychosocial Risk Factors

OPIC has an EAP in place. To date, there have been no cases related to psychosocial 

risks. We would refer employees to our EAP if assistance was required.

 Telework

We have a telework policy in place which includes a checklist that staff is required to 

submit before telework is approved.

 Occupational Exposure Limits

Building management contracted with Applied Environmental to conduct an IAQ survey. 

The survey consisted of direct read measurements of carbon monoxide, carbon dioxide, 

temperature, relative humidity, and respirable particulate in representative locations

throughout the building. Microbial sampling was also performed to measure airborne 

and surface concentrations of bacteria and fungi. Water samples were collected and 

analyzed for Legionella bacteria content as well. Samples to measure airborne 

concentrations of hydrocarbons were collected in selected locations. Water from 

representative drinking fountains was collected and analyzed for lead concentration. 

Selected components of the building’s heating, ventilation and air-conditioning system 

were inspected for cleanliness and proper operation. The criteria used to evaluate the 

results include standards and guidelines referenced by OSHA, ASHRAE, NIOSH, 

ACGIH, and EPA.
Page 249 

Accomplishments and Goals

OPIC participated in the FEMA Eagle Horizon COOP exercise. Floor warden training was 

provided to new floor wardens. Two AEDs were purchased and installed during this reporting 

period.

OPIC is committed to continue to maintain a healthy and safe work environment. We held the 

annual health fair, and OPIC sponsored employee membership in the building fitness center for 

all employees.
Page 250 

Peace Corps

Statistics

In FY 2011, the Peace Corps had three total cases and one lost-time case. The TCR was 0.18 

and LTCR was 0.09 in FY 2011. The total injury and illness cases decreased by 50% compared 

to FY 2010, and the lost-time cases decreased 50%.

The Peace Corps has implemented a range of programs to reduce injury and illness among 

employees. The Agency continues to raise safety awareness by sending safety information to 

employees via email and placing OSHA posters throughout the building. The Peace Corps 

works closely with the building engineer to maintain facilities and retains a full-time 

maintenance provider to clean up spills promptly and ensure that facilities are kept clear and free 

of obstacles. To promote employee health and reduce illness, the Peace Corps has partnered 

with FOH so that employees can access a health clinic near the office free-of-charge, and 

provides free onsite flu vaccines on a yearly basis. There were no fatalities in FY 2011.

Overseas Employees

There were 204 overseas civilian employees in FY 2011, and 100% of them were covered by the 

State Department. The Peace Corps provided periodic safety and security trainings for overseas 

employees.

OSH Initiatives

Motor Vehicle 

In FY 2011, there was one MVA involving federal civilian employees. In FY 2011, our 

mandatory seatbelt policy led to 100% seatbelt use. All drivers are aware of the EOs 13043 

(requiring seatbelts) and 13513 (banning texting while driving), and our policies for motor 

vehicle safety. The Peace Corps offices are sent periodic memoranda and guidance regarding 

motor vehicle safety. Managers require staff to comply with EOs 13043 and 13513, and training 

is provided to all new staff members.

Integrating OSH and Emergency Response

The Peace Corps has integrated safety and health of its employees into a variety of emergency 

response plans. The agency’s headquarters emergency response plan emphasizes employee 

safety and includes identifying proper building evacuation procedures. These procedures are 

tested bi-annually and altered as necessary.

Agency Specific OSH Resources

The Peace Corps acknowledges that a safe, healthy and adequate work environment is essential 

to the effective performance of the Agency’s work. The Agency works in partnership with FOH, 

a service within the DHHS, to deliver comprehensive occupational health solutions that improve 

the health, safety, and productivity of our workforce. The Peace Corps takes immediate action to 

correct all reported hazardous or unsafe working conditions. During FY 2011, the Peace Corps 

furthered efforts in promoting a viable and cohesive program by continuing to establish 

procedures to protect employees from unhealthy working environments.
Page 251 

Employee Support

Although there were no significant changes in OSH resources this FY, Peace Corps is dedicated 

to providing comprehensive training to employees and supervisors. Peace Corps provides 

mandatory annual safety and health training and also additional trainings during the year. New 

employees and contractors receive training during new employee orientation, and supervisors 

must attend safety sessions during new supervisor training. Throughout the year, the Agency 

offers additional education sessions and health evaluations to employees. As an example, in FY 

2011 the Agency held workshops on reducing employee stress, and developed an online training 

on office ergonomics. To further our OSH program, our EAP and EEO programs also provided 

new training and assistance to address bullying, harassment, and workplace violence issues.

Other OSH Support Activities

 Field Federal Safety and Health Councils and Other Social Networking

Currently, Peace Corps is not a part of a FFSHC. However, the Agency encourages staff 

member involvement in safety and health support activities and related conferences.

 Ergonomic Safety Program

Over the past two years, Peace Corps has renovated its headquarters facilities are 

replaced outdated furniture with new adjustable ergonomic furniture, including adjustable 

computer monitor equipment. We also installed new lighting and flooring material.

These building updates have resulted in improved IAQ, and a better physical layout.

 Psychosocial Risk Factors

In the few cases where an on-the-job injury to an employee resulted in time lost from 

duty, the Office of Management advised employees of their rights under the FECA. We 

also provided advice and assistance to employees in preparing and processing 

compensation claims.

 Telework

For employees who participate in the agency’s successful telework program, we provide 

health and safety guidance related to alternative work places.

 Occupational Exposure Limits

All of our facilities are free of hazardous chemicals.

Accomplishments and Goals

In FY 2012, the Peace Corps plans to continue its efforts to offer safety and health training to 

employees, and to provide a safe working environment for all employees.
Page 252 

Pension Benefit Guaranty Corporation

The Pension Benefit Guaranty Corporation (PBGC) is a small agency, in a standard office 

environment. We have very few accidents or incidents and we conduct regularly scheduled 

safety inspections to resolve any safety issues before they become problems. We have a robust 

safety and security communication campaign that includes safety tips and reinforces 

requirements on a quarterly basis.

Statistics

No injury or illness cases reported to DOL during FY 2011 by the agency's OWCP c oordinator. 

No costs reported from DOL. The PBGC did not experience any fatal or catastrophic accident 

cases during FY 2011.

Overseas Employees

The PBGC does have any overseas employees for FY 2011 reporting period.

OSH Initiatives

Motor Vehicle

There were no MVAs reported by PBGC for FY 2011.

Integrating OSH and Emergency Response

All federal employees and contractors receive communications in the form of emails and enewsletters on their roles and responsibilities during an occupant emergency event (evacuation 

and SIP). Several evacuation exercises and actual emergency evacuations occurred during FY 

2011. Included in the agency’s most recent occupant emergency evacuation was the 

implementation of an accountability process. The accountability process requires all PBGC 

federal employees and contractors to report in at a designated assembly area and check-in at their 

floor’s accountability checkpoint. The response rate for accountability check-in was about 60%. 

Additionally, the agency's OEP is incorprated into the agency's Contingency Planning Program, 

which includes COOP plans.

Agency Specific OSH Resources

Due to budgetary constraints, there hasn’t been additional agency OSH resources allotted during 

this FY.

Employee Support

OSH training was developed and disseminated to all PBGC federal and contract employees 

during FY 2011. The training took on a variety of forms (in-class, emails, newsletters and lobby 

events.) The PBGC does not have a certified safety and health committee at this time, but will 

be forming a Health and Safety Committee in FY 2012. This committee will be made up of 

representatives from applicable departments (Facilities and Services, Human Resources and the 

PBGC’s Union).
Page 253 

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

PBGC officials, such as the CDSO and the OWCP Coordinator, attend FFSHC monthly 

meetings when the subject matter is applicable to our agency's general work environment. 

This practice will continue during the FY 2012 reporting period. The following training 

efforts were completed during FY 2011:

 Assistant CDSO attended the FY 2011 offering of FEDWEEK.

 The agency’s contingency planning specialist and the OSHA collateral duty 

training officer coordinated efforts and sponsored PBGC’s first Safety and 

Security Expo in June 2011.

 COOP-related course offered during FY 2011included PBGC family support 

planning training.

PBGC has not used social networking in promoting higher standards for workplace safety 

and health.

 Ergonomic Safety Program

PBGC has not established a formal ergonomic safety program. The Human Resources 

Department has appointed a reasonable accommodations coordinator to handle all 

requests for special equipment, chairs, desk configuration valued over $100.

 Psychosocial Risk Factors

PBGC is a non-industrial, sedentary office environment with an extremely low 

injury/illness rate. Additionally, for FY 2011, PBGC did not receive any requests from 

employees to address psychosocial issues.

 Telework

PBGC has developed a telework program that is structured to encourage employee 

participation and supervisory support. All aspects of a successful telework program have 

been included in PBGC’s program, including areas such as IT equipment needs, 

monitoring task and communications.

Another area addressed by the agency’s program is the safety and health of our 

teleworking employees. Each participant must complete an “Employee Safety and 

Health Checklist.” This document asks very specific questions regarding the employee’s 

teleworking environment. Areas such as work station configuration, key board 

positioning, adequate lighting and air quality are addressed. A successful telework 

experience doesn’t just include an adequate computer or sufficient bandwidth. PBGC 

wants to ensure all of our telework employees have a safe and healthful work 

environment away from the office. PBGC has established a formal telework program 

which includes: telework MOU (bargaining unit employees); telework MOU (nonbargaining unit employees); telework agreement; employee safety and health 

certification.
Page 254 

 Occupational Exposure Limits

PBGC is a non-industrial, sedentary, office environment. PBGC federal employees and 

contractors are not exposed to hazardous chemicals as a work requirement.

Accomplishments

FY2011 Accomplishments:

 Updated the Self Evaluation Program Report.

 Continued update of Persons Who Require Assistance Listing during an occupant 

emergency.

 Developed and implemented an Accountability Procedure to use during occupant 

emergencies (evacuations).

 An email was sent to all PBGC federal employees and contractors relating the major 

points of EO 13513 during FY 2011.

FY2012 Goals/Initiatives

 Establish an agency Safety & Health Committee.

 Increase reporting rate for accountability procedures by 5%.

 Establish Safety Inspection Schedule for Field Benefit Administration (FBA) sites 

(populated by contractors only).

 Conduct “classroom” Occupant Emergency Team training at all FBA sites.
Page 255 

Postal Regulatory Commission

This report reflects the changes and great strides that the Postal Regulatory Commission (PRC)

has continued to maintain this year on worksite safety. We are pleased to report zero workplace 

accidents, injuries or fatalities. Commission leadership continues its commitment to a safe and 

healthful workplace by proactively identifying and addressing issues on a daily basis, and by 

providing monthly safety and health information to our employees.

Statistics

Not reported.

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

The Commission neither maintains a fleet of vehicles nor employs drivers.

Integrating OSH and Emergency Response

The Commission held an operational capability exercise to test its ability to use IT systems and 

business processes from a remote location in preparation for a pandemic or other emergency. At 

the end of each day, participants were asked to complete surveys to document email, virtual 

private network and phone connectivity as well as each individual’s ability to complete work 

tasks.

In FY 2011, the Commission expanded its telework program and continues to monitor telework 

capability as an ongoing test of its system capability. Additionally, the Commission provides 

monthly health and safety information to employees, including information on emergency 

planning, disaster response and health related issues. The Commission did not face any 

challenges in completing and implementing pandemic plans and emergency and/or disaster 

response plans to protect employees.

Agency Specific OSH Resources

No changes reported.

Employee Support

The Commission leases space in a privately-operated building and Commission employees 

participate in quarterly emergency evacuation drills held by the building management company. 

Additionally, the Commission has formed a Safety & Health Committee to solicit employee 

participation in planning workplace safety-related events and to gather information to share with 

our entire employee population. A monthly health and safety calendar, and monthly health and 

safety information is emailed to all employees. We continue our practice of consulting with 

building management and engineers on features to ensure a safe workplace. The Commission 
Page 256 

conducted a self-evaluation of the effectiveness of its OSH programs. As the Commission had 

zero injuries or accidents to report, we found that our program has been effective.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

Reported as not applicable.

 Ergonomic Safety Program

As a micro-agency, the Commission has an informal ergonomic program human resources 

staff is responsive to employees who require specific ergonomic equipment for a safe and 

healthy workspace. They work as a team with our purchasing and IT staff to ensure that the 

appropriate equipment is available. Additionally, OSH staff routinely conducts a walkthrough of the Commission and proactively query staff to ensure that their workstations are 

acceptable. The Commission has listed as one of our goals next year the creation of a

standard operating procedure outlining our ergonomic program.

 Psychosocial Risk Factors

The Commission utilizes the Postal Service’s EAP resources and one of our goals for the 

coming year is to provide more information to staff regarding EAP.

 Telework

Yes, a copy of the Commission’s telework policy is attached which contains the 

Commission’s OSH guidance to staff. One of our goals for the coming year is to provide a 

checklist for risk assessment to all staff participating in the Commission’s telework program 

on an annual basis.

 Occupational Exposure Limits

Not reported.

Accomplishments

The Commission continues to consider safety on the job as a serious issue. We continue to 

conduct workplace assessments and make workstation modifications as necessary.

The Commission continues to be vigilant in conducting daily facility surveys for safety and 

health hazards and to take corrective action whenever necessary. Any actions taken are 

conveyed to supervisors and employees. The Commission also conducts an annual clean-up of 

the office space to ensure that we proactively address obstacles that could cause injuries or 

accidents.

Goals

The primary goal of the Commission is to continue our record of zero workplace accidents, 

injuries, or fatalities.
Page 257 

Selective Service System

As a small government Agency, the Selective Service System (SSS) employs approximately 130 

full-time civilian employees, all of whom work in an office environment. In addition to the 

National Headquarters located in Arlington, VA, the SSS has three regional offices located in or 

near Chicago, IL, Atlanta, GA, and Denver CO. The Agency’s Data Management Center is colocated with the regional office in the Chicago area and employs 55 civilian workers in a data 

entry and mail distribution environment center.

In FY 2010, the Agency reported two on-the-job injuries, none of which resulted in serious 

injuries or deaths. In FY 2011, the Agency experienced two on-the-job injuries, none of which 

lost-time. Our continuing goal is to have no on-the-job injuries. Given the small size of our 

workforce, even one injury, though unacceptable, may distort the reporting data away from the 

Safety, Health and Return-to Employment (SHARE) Initiative goals.

Statistics

In FY 2011, the size of the SSS decreased to 130 from FY 2010 level of 138. The SSS reported two 

injuries in FY 2011 and two injuries and illness cases in FY 2010, none of which were lost-time

cases. The SSS’ workers’ compensation costs for charge-back year 2011 decreased from chargeback year 2010. TCR: 230; LTCR: - (Total 2 of lost-time injury and illness cases in FY 1011 

/Total 130 of employees) x 100.

Overseas Employees

Not reported.

OSH Initiatives

The FY 2010 SHARE Goals:

 Reduce total injury and illness case rates.

The SHARE Initiative - by at least 3% per year: SSS injury rate was two in 2011. 

Although we did not meet our goal in FY 2010 of two cases, we did decrease the case 

rate to two cases in FY 2011.

Agency SHARE Initiative – goal of one injury for FY 2010 not met.

 Reduce lost-time injury and illness case rates. The SHARE Initiative - by at least 3% per 

year accomplished. The goal was met. Agency’s SHARE Initiative – reduce to zero 

cases of lost-time injuries and illnesses: Goal met in 2009, not met in 2010 but met in FY 

2011.

 Improve the timely filing of notices of injuries and illnesses.

The SHARE Initiative - by at least 5% per year was accomplished. The Agency’s 

SHARE Initiative – achieve 75% of filings within the deadline was accomplished.

 Reduce lost production day rates due to injuries or illnesses.

The SHARE Initiative - by at least 1% per year met. The Agency’s SHARE Initiative –

reduce rate of loss to 45 days was accomplished. There were no lost days.
Page 258 

Summary:

 The SSS did not meet its FY 2011 goal in reducing the number of injury cases 

received to one, the rate of injury in FY 2009 was four. Injury cases decreased to 

three in FY 2011.

 We did achieve our goal of zero as the case rate for lost-time injuries and illnesses 

for FY 2010 in that we had three cases none resulting in lost-time.

 The timelines for submission of cases reflect the accomplishment of our FY 2010

SHARE goal by submitting 100% of cases on time.

 There were no cases with lost-time, which reflect the accomplishment of our FY 

2010 goal.

The SSS’ Initiatives in Support of SHARE:

The SSS will again download the DOL’s on-line OWCP training program to its Intranet and is 

providing this training to its managers and supervisors via e-mail invitation. We will continue to 

inform and follow-up with our senior personnel regarding the requirements and procedures for 

dealing with injury claims, the application process and the timelines for submission.

As previously noted, we continually strive to meet our goal of zero on-the-job injuries. In FY 

2011, we saw that two injuries resulted. Since we fell short of our FY 2011 goals, we are setting 

similar goals for the next two FYs and will strive to reach zero injuries, Agency-wide by FYs

2012 and 2013. It is goal that the continued requirement for our managers to review the on-line 

OWCP training annually will assist us in achieving our ultimate goal.

Motor Vehicle

All SSS drivers of government vehicles are required to annually review the GSA video on driver 

safety and operation. All SSS passengers are required to wear seatbelts prior to any vehicle 

being put into motion. Usage rates are tracked only by observation and immediate enforcement.

All SSS drivers are encouraged to be vigilant in early morning and evening rush hour traffic.

The Agency provides flexible working hours to enable drivers to better manage their commute 

and arrive at work between 6 a.m. and 9 a.m. Telework is encouraged as another means to 

reduce the number of commuters.

All drivers are instructed to park in well-lighted areas. There is garage parking available at the 

National Headquarters building in Arlington, VA, and parking is provided for vanpools and 

handicapped drivers.

Integrating OSH and Emergency Response

In order to enhance and coordinate evacuation procedures of the Agency during an emergency 

situation, an SSS emergency response team shall be called into action. The SSS emergency 

response team is comprised of the following positions: Emergency Response Coordinator; Floor 

Monitor and Alternate; Stairwell Monitor and Alternate; and Handicap Monitor and Alternate.
Page 259 

Agency Specific OSH Resources

There are a number of resources available to assist employees with additional information on 

evacuation and emergency preparedness. The following links identify several websites 

containing planning and preparedness information for federal employees.

 DHS (main site) http://www.dhs.gov

 DHS (preparedness site) http://www.ready.gov

 OPM http://www.opm.gov/emergency

 FEMA http://www.fema.gov

 Disasterhelp.gov http://www.disasterhelp.gov

 ARC http://www.redcross.org

Employee Support

All Agency drivers are encouraged to maximize the free on-line GSA training on motor vehicle 

operation. Use of the Agency’s EAPs is encouraged for workplace issues. Training is provided 

to managers and supervisors on general office safety issues and posters and pamphlets are used 

to address safety awareness. General safety concerns have been addressed at all-hands meetings 

and the Agency sponsors a health and wellness program which includes gym participation. 

Determinations on reasonable accommodations are made quickly to address access/egress issues 

as well as ergonomic aspects of the office space environment.

OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

Reported as not applicable.

 Ergonomic Safety Program

No. Employees who inform their supervisors the need of an ergonomic set-up are 

granted. The employee’s request shall be accompanied with a referral from their doctor. 

This request is approved so that the awkwardness of an employees’ set-up wouldn’t 

further lead to more body injury.

 Psychosocial Risk Factors

No.

 Telework

Employees are to establish and maintain an acceptable and safe home environment for 

office, equipment, devices and services associated with the telework arrangement. 

Employees are also required to completed the “Safety Checklist” and certify to its 

accuracy annually when the telework agreement is renewed.

 Occupational Exposure Limits

Not reported.
Page 260 

Accomplishments

There were no MVAs in the last two years as a result of enforcing strict compliance with GSA 

standards.

Goals

As mentioned previously, given the small size of the Agency’s workforce and the limited 

number of injuries, we are again setting goals for FY 2012 and 2013 that will move the Agency 

towards a safer work environment by:

 Reducing the TCR for injuries and illnesses to one;

 Reducing to zero the case rate for lost-time injuries and illnesses;

 Maintaining our timeliness of filing notices of injuries and illnesses to 100%, and,

 Maintain a reduction rate of loss production days by 10%, to less than 41 days.
Page 261 

Social Security Advisory Board

The Social Security Administration handles most administrative matters for the Social Security 

Advisory Board. That agency should be contacted for most questions relating to this survey.

Statistics

Not reported.

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

None, the Board has no vehicles.

Integrating OSH and Emergency Response

Please see the report filed by the Social Security Administration (SSA). SSA provides these 

services for the Social Security Advisory Board.

Agency Specific OSH Resources

No changes reported.

Employee Support

The Board indicated that the SSA provides these services to the Board. The Board indicated that 

the SSA provides self evaluation services to the Board.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

The Board indicated that the SSA provides these services to the Board.

 Ergonomic Safety Program

The Board indicated that the SSA provides these services to the Board.

 Psychosocial Risk Factors

The Board indicated that the SSA provides these services to the Board.

 Telework

No.

 Occupational Exposure Limits

None reported.

Accomplishments and Goals

The Board indicated that the SSA provides these services to the Board.
Page 262 

The Presidio Trust

Statistics

(from Agency Data)

2010 2011 Change

Average number of federal civilian employees 345 347 +2

Total number of injuries: 58 31 -27

TCR 16.8 8.9 - 7.9

Total number of OSHA recordable injuries: 32 22 -10

Total OSHA recordable rate 6.3 -3.0

Total number of lost-time injuries: 21 15 -6

LTCR 6.1 4.3 -1.8

Lost work days 173 361 +188

Lost work day rate (per 100 employees) 50.1 104 50.3

Fatalities and catastrophic incidents 0 0 0

Overseas employees 0 0 0

Although the overall number of injuries decreased significantly, we had two injuries that resulted 

in a significant amount of lost work days. One employee fell off a ladder and suffered a 

concussion, and was out for 75 days; and the other fell and suffered a knee injury which resulted 

in 121 lost days.

Overseas Employees

Reported above.

OSH Initiatives

Motor Vehicle

FY 

2010

FY 

2011

Change

Number of MVAs experienced by your employees 11 2 -9

Number of accidents resulting in personal injury 0 0 0

Notably, there was a significant improvement as compared to the previous FY. Employees were 

paying closer attention to their driving. The OSH manager distributed tailgate safety meeting on 

driving safety in June 2011at which time the required use of safety belts is reiterated. No 

tracking of compliance is performed. After EO 13513 was issued, the Executive Director issued 

a memorandum forbidding the use of cell phone while driving federal vehicles. The 

memorandum included potential disciplinary action for failure to comply.

Integrating OSH and Emergency Response

The Presidio Trust does have an emergency preparedness plan. This plan describes the use of 

the Incident Command System (ICS) and outlines duties for various positions in the command 
Page 263 

structure. The COOP portion is very brief and specifically addresses the Information Services 

Department and the maintenance and restoration of critical computer hardware and software.

While the plan does not specifically address pandemic influenza, the Trust Safety Department 

provides employees with the opportunity to receive annual flu vaccinations on-site from FOH to 

prevent an annual outbreak. The ARC also stores supplies at the Presidio which can be utilized 

in the event of a flu pandemic.

Currently, our Building Emergency Action Plan is in draft status, and we do have an Emergency 

Management Team in place. The Presidio On-Call team is a group of twenty individuals who 

live onsite and have been trained in basic ICS. This team has also completed 20 hours of 

neighborhood emergency response training with the San Francisco Fire Department. They are 

well-equipped to respond to small-scale emergencies like weather-related incidents and 

infrastructure issues. Our staff members have received advanced incident management training. 

There are 172 staff members (50%) that participated in CPR/AED/first-aid training.

The biggest challenge in preparing a plan was coming to the realization that in the event of a 

major disaster, the Trust does not have the resources to continue to function and recover. We are 

in the beginning stages of coordinating with the City of San Francisco and the ARC for disaster 

support.

Agency Specific OSH Resources

No changes reported.

Employee Support

Ensuring staff are trained, the safety and health manager tracks what employees need what 

training, and when the last training occurred. Upon the completion of each training class, the 

information is then inputted into one of the agency’s databases and reports can be generated as 

needed.

Presidio Trust contractors receive a safety and environmental awareness training from the safety 

manager before work on major projects is begun. Safety training courses provided:

 Hazard Communication Training

 Respirator Training

 Contractor Safety Awareness Training

 Fire Extinguisher Training

 Confined Space Entry Training

 Forklift Training

 Aerial Lift Training

 High Voltage Worker Training

 CPR/AED/First-Aid Training

 Unexploded Ordnance Training

 Back Injury Prevention Training

 Lead Awareness Training
Page 264 

 Asbestos Awareness Training

 Biohazards (Hepatitis A and B/Staph Infections etc.) Training

 Accident Injury Reporting for Supervisors and Managers Training

 HAZWOPER Training

 Flagging and Traffic Control Training

 Chainsaw Training

 Poison Oak Awareness Training

 Hearing Conservation Training

 Aggressive Dog Handling Training

 Hot Work Training

 Tailgate Safety Meeting on a variety of Safety and Health topics

On annual performance reviews, each employee is evaluated on safety and health participation 

and compliance. Failure to perform satisfactorily in this category will result in the loss of the 

cost-of-living increase.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

We do have a FFSHC, but currently do not participate. I hope to be able to participate 

this next year.

 Ergonomic Safety Program 

At the employee’s (or their supervisor’s) request, the safety manager will perform an 

ergonomic evaluation on an employee’s workstation (or work process). After 

discrepancies are identified, they are corrected by either adjustment of the existing 

equipment or the purchase of new equipment. Employees can also request a pre-emptive 

evaluation from the safety manager.

 Psychosocial Risk Factors

No.

 Telework

No, although employees are allowed to telecommute at the discretion of the supervisor.

 Occupational Exposure Limits

The OSH manager is responsible for identifying the PELs of concern. For the Trust, 

asbestos and lead are the major chemicals of concern: Asbestos: 0.1 fiber/cm3 of air; 

Lead: 50 ug/m3 of air.

Accomplishments

Implementation of a written respirator plan including annual reviews of employee’s respiratory 

health. In writing up this plan (as a correction to last year’s self-evaluation) and discussing the 

fact the as an agency, we weren’t always being informed of health changes in the respiratory 

status with our occupational health nurse, it was decided to change that practice and begin annual 
Page 265 

monitoring beyond just fit testing. The program began in November, 2011 and was recently 

completed for the employees. Currently, I am awaiting the results from FOH.

Safety committee formed in February 2011. Last year’s self-evaluation determined it was a 

discrepancy and union negotiations had requested one in the previous contract, so the committee 

was formed and has met a number of times.

Implementation of weekly tailgate safety meetings in April 2011. The safety manager, at the 

request of the safety committee members, began distributing weekly tailgate safety meeting 

handouts on a variety of safety topics to supervisors and managers.

Goals

Finalize Confined Space Entry Plan. The document is in the final draft stage. It will hopefully 

be completed within the next three months. Our employees are already following the regulatory 

requirements for confined space entry, i.e. permitting and air monitoring, although no formal 

plan was ever in place. No formal measurement of success because of current practices.

Finalize Employee Safety Incentive Program. The program was designed and agreed upon by 

upper management, and I am awaiting financial resource commitment for the program. 

Reduction of lost-time injuries and lost workdays to reduce workers’ compensation costs will be 

the metric to review for success of the program.

Implementation of the utilization of an occupational health clinic for work-related injuries. 

Program is awaiting final approval from upper management. reduction of lost-time injuries and 

lost workdays to reduce workers’ compensation costs will be the metric to review for success of 

the program.
Page 266 

The Smithsonian Institution

Statistics

The table below compares FY 2011 OWCP to OSHA 300 log case reports. OSHA total cases 

are 11% less than OWCP while lost-time cases are 25% less.

Federal Employees FY 2011

(OWCP Cases)

FY 2011

(OSHA 300 

Log Cases)

Total Cases Injury/Illness (number of injury/illness cases—no 

lost-time, first aid, lost-time and fatalities) 150 134

TCR (rate of all injury/illness cases per 100 FTE employees) 3.67 3.28

Lost-time Cases (number of cases that involved days away from 

work) 95 72

LTCR (rate of only the injury/illness cases with days away from 

work per 100 FTE employees) 2.32 1.76

Total Federal Employee Compensation Chargeback Costs 

(includes previous FY cases) $3,420,876

During FY 2012, the Smithsonian Institution (SI) will investigate discrepancies between OWCP 

and OSHA log reporting.

Fifty-eight percent of SI’s lost-time cases were related to slips, trips and fall incidents (35%) or 

ergonomic injuries/illnesses (23%). During FY 2010 and FY 2011, SI safety personnel 

conducted general awareness training for prevention of slips, trips and fall hazards for employees 

and affiliated staff. In order to address ergonomic injury prevention during FY 2012, SI will 

formalize a robust ergonomics program SI-wide. The SI did not experience any incidents 

involving a fatality or catastrophic events in FY 2011.

Overseas Employees

The SI’s largest organization with a permanent staff working overseas is the Smithsonian 

Tropical Research Institute (STRI) located in Panama. The STRI Director employs a full-time 

OSH specialist to assist management in developing, implementing, and ensuring the 

administration of the day-to-day Safety Program. SI employees in overseas countries receive 

safety, health, and environmental support through their U.S.-based unit’s safety coordinator, as 

do SI staff traveling from the U.S. to conduct research and assistance visits world-wide.

OSH Initiatives

Motor Vehicle

During FY 2011, the Smithsonian experienced an 11% reduction in MVAs. Building on the 

solid foundation established by the issuance of the revised Transportation Management 

Directive 421 in FY 2009, the Institution’s Transportation Services Branch initiated a 

comprehensive, multi-faceted defensive driving training program that included modules on 

seatbelt usage and distracted driving.
Page 267 

Integrating OSH and Emergency Response

The SI Disaster Management Program is coordinated and facilitated by the Smithsonian’s Office 

of Protection Services. The Office’s disaster preparedness manager provided support to each 

establishment’s safety coordinator in the development of the establishment’s disaster plan. To 

assist with the operational aspects of the disaster plan, each establishment has “Personnel 

Movement Officers.” In many instances, these are also members of the safety committee.

Agency Specific OSH Resources

The Institution did not have any financial changes during FY 2011 that impacted the OSH

program.

Employee Support

OSH training continued to be a major emphasis for advancing safety program management and 

effectiveness. The Institution developed a comprehensive course catalog and training syllabus 

material. Safety coordinators developed training matrices for specific job positions. Tracking of 

training is accomplished through the training module of the SI’s Enterprise Resource Program, 

managed by the SI OHR.

In FY 2011, as part of our major new Safety Culture Initiative, SI sponsored extensive consultant 

provided safety culture training (i.e., Safety Culture Transition Course, and Safety Culture 

Champion Course) focused on senior leaders, senior managers, and selected supervisors to 

establish a core staff who will be engaged in fully deploying a safety culture transition program.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

The SI safety professionals as well as managers and individual employees promote the 

MWFSHC. The Institution currently does not utilize social networking resources to 

promote OSH, but we do have a SI-wide Safety Website that includes a safety blog.

 Ergonomic Safety Program

OSHEM will expand training efforts to facility safety coordinators in ergonomic 

principles and assessments to enable them to work directly with their assigned facility 

personnel for a more proactive approach to addressing common workplace ergonomic 

issues. JHA techniques are also used to aid in the recognition of ergonomic hazards.

 Psychosocial Risk Factors

Psychosocial risk factors are addressed through the Institution’s EAP. This program is

offered as a benefit through OHR. Smithsonian Safety does not directly collaborate with 

OHR in managing the EAP program.

 Telework

In FY 2011, the SI’s Telework Policy was revised to allow employees in eligible 

positions to telework on a regularly assigned schedule. Eligible employees must submit a 

“Telework Agreement Form” to management for approval and complete the “Telework 

Home Office Safety Checklist” for home based work.
Page 268 

 Occupational Exposure Limits

The Smithsonian uses mandated OELs established by federal regulatory agencies, such as 

OSHA, NRC and EPA. State-mandated limits and RELs established by agencies, such as 

NIOSH, AIHA and ACGIH are also used. The most stringent limits are used when 

variable exposure limits exist.

Accomplishments

The Smithsonian embarked on an Institution-wide assessment of its safety culture in FY 2011. 

The third party assessment was a 2-phase approach that consisted of an on-line survey which 

resulted in a >53% participation rate. The survey was followed by more than 80 focus group 

interviews to gather additional data and validation of the survey. The results of the assessment 

identified several areas in which our Institution can better enhance safety to achieve our ultimate 

goal of zero injuries. In addition, results were communicated to all staff in 4th quarter FY 2011. 

The recommendations identified in the final report are being implemented beginning in FY 2012

with the development of a steering committee, consisting of a cross section of SI senior leaders 

that will pilot initiatives to drive a safety culture transformation.

Goals

During FY 2012, the Smithsonian will continue to build upon its overall goal of “zero injuries” 

that has underpinned the safety program in previous years. In addition, increased emphasis and 

program development will be invested in the SI Health Risk Management Program, which is 

aimed at improving occupational health and employee productivity.
Page 269 

United States African Development Foundation

The United States African Development Foundation (USADF) is an independent federal agency 

established to support African-designed and African-driven solutions that address grassroots 

economic and social problems. The agency has approximately 30 full-time employees and 

approximately 10 contractors located here at USADF Headquarters in Washington, DC.

Statistics

Although the Foundation indicated that USADF federal civilian workers, supervised contract 

workers and/or volunteers experienced work-related injuries or illnesses in FY 2011, the 

Foundation did not report specific data. USADF did not have any fatalities or catastrophic 

incidents in FY 2011. Therefore, the USADF does not have any fatalities or catastrophic 

incidents to report.

USADF takes a preventive awareness approach to maintaining a safe and well workplace for its 

employees and contractors. We take this obligation and responsibility with great concern and 

seriousness. We have taken the effort to support our employees by investing in their work 

wellbeing and empowering them with the information, tools and support they need to take charge 

of their health and well-being.

Consistently, we review our health and safety processes and/or procedures to ensure that suitable 

health, safety and wellness controls are in place and/or implemented as well as make 

recommendations for improvements and/or changes. Our goal is to create a productive work 

environment in which our employees are educated to make better health care and life style 

decisions which aids in preventing illness and disease through healthy behaviors which 

ultimately benefits on-the-job performance and increases work productivity.

In managing USADF’s safety, health and wellness programs and activities, our primary focus is 

to provide our employees with a safe and well workforce. It is our understanding; we can 

succeed in this endeavor by training our employees and contractors. This venue aids us in 

ensuring that the staff is educated, informed, updated and/or kept abreast of safety, health and 

wellness initiatives. Further, management of these programs and activities provides a dual 

opportunity and benefit for Foundation management to collaboratively brainstorm and obtain 

feedback on ideas and create initiatives which best serve the safety, health and/or wellness needs 

of our employees across the Foundation.

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

The USADF has a policy which requires that employees and all people in USADF driving motor 

vehicles be in compliance with seatbelts and banning of texts while driving has been mandated 

and/or required.
Page 270 

Integrating OSH and Emergency Response

The USADF as mandated and required by Federal law and regulations developed comprehensive 

safety and health, emergency and/or disaster response and COOP plans and implemented 

programs to ensure employees are evacuated safely during times of disaster and/or emergency. 

The Agency developed an Emergency Procedures Handbook which was distributed to 

employees via e-mail and on which they have received formal training. The handbook 

promulgates and establishes guidelines for establishing and maintaining safety procedures in the 

event of a natural disaster, accidental emergency and other miscellaneous threats. A COOP 

coordinator was named and has received training. The agency is continuing to review this 

operation. The USADF is in the process of reviewing and assessing pandemic flu planning for 

staff. USADF provided flu vaccine to employees and contractors in FY 2011.

The USADF is in the process of reviewing and assessing pandemic plans and emergency and or/ 

disaster response plans to protect federal employees.

Agency Specific OSH Resources

The USADF is in the process of reviewing and assessing training for staff.

Employee Support

The USADF, as mandated and required by Federal law, and regulation developed comprehensive 

safety and health, emergency and/or disaster response and COOP plans and training which 

diminished staff confusion and increased their awareness of all the possible dangers and disasters 

and emphasized guidelines for establishing and maintaining safety procedures. The USADF has 

not promoted staff involvement in other safety and health support activities.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

Reported as not applicable – We have not participated with the councils.

 Ergonomic Safety Program

Reported as not applicable - the USADF does not have a program to recognize and 

address ergonomic hazards.

 Psychosocial Risk Factors

Reported as not applicable.

 Telework

Reported as not applicable – USADF does not have an established telework program for 

employees. Teleworking is used on an as-needed basis. OSH guidance on teleworkers 

has not been provided.

 Occupational Exposure Limits

Not reported.
Page 271 

Accomplishments

During FY 2011, we have worked diligently to ensure that the Foundation has effective, 

beneficial and functional safety, health and wellness programs and/or activities. During FY 

2011, in tune with our Foundation’s position of maintaining transparency, participation and 

collaboration, we:

 Maintained Emergency Procedures Handbook;

 Briefed employees on evacuation procedures including having practiced fire drill briefing 

and several practice evacuations sessions;

 Provided flu vaccine to employees and contractors;

 Consistently provided information to staff on how to protect themselves during a 

pandemic; and new topics, including: H1N1 flu, thyroid disorders, and anxiety disorders,

such as post-traumatic stress disorder, life style management, better management of 

chronic conditions, and how to treat common injuries with appropriate first-aid 

techniques, disease management, anti-smoking prevention, weight control, necessity for 

regular health checkups; healthy life outlook and physical conditioning;

 Contracted with COPE to provide affordable, accessible, and response EAP services to 

employees and contractors on behavioral healthcare issues (i.e., in an effort to improve 

workplace productivity); and

 Ensured that employees take their prescribed shots/medicine before going overseas.

Goals

While we have been very committed and conscious this year of the health, safety and wellness 

concerns and issues faced by our staff, our goal for FY 2012 is to consciously become more 

proactive in working toward providing the services needed by our employees in the continued 

development of a comprehensive wellness program. It is our plan next year to incorporate 

additional health, safeness and wellness activities into our program, such as, arranging to have 

our CPR trained employees recertified. The USADF will continue to be vigilant and diligent in 

its effort to ensure that the Agency maintains a safe and healthy working environment for its 

employees.
Page 272 

United States Holocaust Memorial Museum

Statistics

In FY 2011, there were a total of three injuries reported to the Museum’s Division of Human 

Resources. All three of those injury reports were forwarded to the DOL - OWCP. The three 

injuries totaled 280 hours of lost-time, and 35 COP days. The OWCP chargeback was $657.72. 

COP costs from the lost-time injuries were $7,276.00. Fifty percent of the lost work days were 

attributed to one accident involving an employee who fell on a wet floor. There were no 

fatalities at the USHMM involving federal or donated employees. The POWER Initiative Goal 

7: RTW is required for the 14 agencies with the largest statistically significant case volumes and, 

therefore, it is not applicable to the U.S. Holocaust Memorial Museum. The Museum however, 

does strive to continually improve its RTW percentages.

Overseas Employees

During FY 2011, there were no Museum staff working overseas.

OSH Initiatives

Motor Vehicle

During FY 2011, there were no staff members involved in MVAs. Museum policy mandates 

that seatbelts are to be used 100% of the time in Museum vehicles and that all automobile rules 

and regulations are to be followed. Additionally, Museum policy mandates that there is zero 

tolerance for texting while driving.

Integrating OSH and Emergency Response

The Museum’s emergency preparedness security specialist incorporates the health and safety of 

staff into their plans for emergency and/or disaster response through training and drills. Training 

and drills conducted during FY 2011 included evacuation and warden training, fire evacuation 

drills, SIP drills, fire extinguisher training, museum emergency management team training, 

security awareness training and active shooter awareness training.

In FY 2011, the Museum also participated in the Eagle Horizon, conducted by FEMA. This two 

day exercise was conducted at the Museum’s COOP site location. The complete Control Center 

operation was tested during the exercise and found to be operating effectively. The COOP site 

was tested on several other dates and found to be operating effectively. The agency has faced no 

challenges in completing and implementing pandemic plans and emergency and/or disaster 

response plans.

Agency Specific OSH Resources

There has been no change in the resources dedicated to the OSH Program. The Museum 

continues to provide resources to the safety and health program in the form of financial resources 

and personnel to perform the required tasks.
Page 273 

Employee Support

The Museum provides safety and health training to all levels of existing staff and employees. 

Safety training at the Museum is performed by the Division of Protection Services, OSH 

specialist, and the emergency preparedness specialist. The OSH specialist and the emergency 

preparedness specialist coordinate with staff members, managers, senior executive staff and 

volunteers to schedule employees for training appropriate for their positions.

In FY 2011, Division of Protection Services provided training in 16 safety and health topics.

The Museum’s emergency preparedness specialist provided warden training, fire extinguisher, 

evacuation training and security awareness training to over 435 staff members, interns and 

volunteers. An “active shooter” training class was also introduced to management during FY 

2011. The Division also conducted six emergency evacuation drills, four SIP exercises, four 

communication exercises and one “Send Word Now” emergency notification exercise for the 

entire staff.

The Museum has continued its self-evaluation program in accordance with 29 CFR 1960.79. 

During the month of February 2011, the Museum’s safety program effectiveness was reviewed. 

The review of each program was conducted using a variety of methods which included 

checklists, inspections, feedback from staff, and review of injuries/illnesses on site. During the 

annual inspection, all safety concerns are noted and each division has 30 days to make 

corrections. The exception to that rule is a case of an immediately dangerous condition to life 

and health scenarios, which must be corrected immediately.

Other OSH Support Activities

• Field Federal Safety and Health Councils & Other Social Networking

Not reported.

 Ergonomic Safety Program

The Museum has an office ergonomics program that strives to improve the health, wellbeing and productivity of employees by educating them about simple inexpensive 

ergonomic principles that help create a safe and comfortable work station. The Museum 

provides ergonomic literature and advice during annual health and wellness fairs. The 

OSH specialist also performs ergonomic evaluations upon request to any/all employees 

with ergonomic concerns or complaints.

 Psychosocial Risk Factors

Psychosocial issues affecting the employees are referred to an employee assistance 

organization known as COPE, Inc. COPE, Inc. provides counseling in areas, such as 

budget and debt counseling; child and elder care; family life/health and wellness, legal 

consultation and referral. The EEO program also offers an employee complaint 

mediation process called “Conquering Conflict Together” that allows employees to 

address disagreements with fellow employees and/or management.
Page 274 

 Telework

The Museum does have policies and procedures in place for the safety and health of 

employees who telecommute. Employees are responsible for ensuring that their homes 

comply with health and safety requirements. The Museum provides an employee selfcertification safety checklist to all employees who telecommute. The checklist is 

designed to assess the overall safety of the alternate worksite (home office).

 Occupational Exposure Limits

The OEL standards used by the Museum include the OSHA PELs; NIOSH RELs; and the 

ACGIH TLVs. The Museum does not develop OEL’s in house to quantify exposure 

limits of hazardous chemicals in the workplace.

Accomplishments

The OSH goals for FY 2011 included increasing the number of safety training courses and 

increasing the number of staff trained, increasing the number of emergency preparedness 

trainees, increasing the number of staff receiving influenza vaccinations and, upgrading the 

frequency of the health and wellness walking program from a monthly walking program to a 

weekly walking program. Over a one year period, all of these goals were achieved. The number 

of safety training classes increased from 13 (88 attendees) in FY 2010 to 16 (122 attendees) in 

FY 2011. The number of personnel receiving emergency preparedness training increased from 

347 last year to 468 in FY 2011. Influenza vaccinations administered by the health unit also 

increased from 267 in FY 2010 to 287 in FY 2011. The Museum’s flu vaccination program was 

expanded to include contractors as recommended. The frequency of the walking program 

increased from once monthly to once per week.

Goals

The goals for FY 2012 include developing a workplace violence awareness program; increase 

participation in wellness programs such as yoga, walking, and weight loss; increasing 

participation in the safety committee; and the introduction of an online safety training program.
Page 275 

U.S. Chemical Safety and Hazard Investigation Board

The U.S. Chemical Safety and Hazard Investigation Board (CSB) experienced no work-related 

injuries in FYs 2011 or 2010. The agency maintains a functioning OSH program as outlined in 

CSB Board Order 17 that is being implemented by the DASHO at its DC Headquarters and 

Denver Western Regional offices. This program is self-evaluated for effectiveness on an annual 

basis. OSH training is provided throughout the FY for all CSB employees and supervised 

contract workers. In addition, annual medical surveillance is provided to all CSB investigators 

and investigation supervisors and the agency has active motor vehicle safety and ergonomics 

programs for its employees and uses a checklist for risk assessments of telework environments. 

OSH resources remained constant for FY 2011.

Statistics

Not reported.

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

The CSB had no MVAs in either FYs 2011 or 2010. Copies of EOs 13043 and 13513 are 

available on SafetyNet, the CSB’s official Intranet portal along with other pertinent OSH 

documents. A motor vehicle awareness safety training program was held for CSB employees 

and contractors in FY 2006 and 2007. This program reviewed EO 13043 and CSB Board Order 

17 as they pertained to motor vehicle safety and discussed safe driving practices based on the 

OSHA/National Highway Traffic Safety Administration/National Educational Technology 

Standards Guidelines for Employers to Reduce Motor Vehicle Crashes, which included distracted 

driving. Additional training is planned in FY 2012 for new staff that has been recently added as 

well as a refresher course for existing staff. The new training will emphasize the recent EO

banning texting while driving and distracted driving.

Integrating OSH and Emergency Response

The CSB has developed a comprehensive OEP following GSA guidance which covers all areas 

of emergency and disaster response at its headquarters office in Washington DC. The Denver 

Regional Office follows the OEP developed for the Denver Federal Center. The CSB has also 

developed a separate COOP plan that allows personnel to work from home and/or at alternate 

locations in the event that CSB offices cannot be utilized due to emergency. CSB Board Order 

17 and various investigation protocols cover emergency situations when CSB employees are 

working at investigation sites. In addition, all CSB investigators and supervisors are both 

National Incident Management System and HAZWOPER trained to the operations level.

Refresher training is provided in order to maintain these competencies.
Page 276 

The agency has not developed any pandemic flu plans to date. However, awareness training on 

pandemic flu and recommendations for getting annual flu shots are given to investigators during 

annual bloodborne pathogens refresher training conducted by a FOH nurse.

Agency Specific OSH Resources

No changes reported.

Employee Support

The CSB has developed an overall training plan to ensure that all the safety and health program 

elements contained in CSB Board Order 17, OSH program, are covered. Some topics are 

provided only to chemical incident investigators and investigation supervisors, while others are 

provided to the entire CSB workforce. Some topics require initial and annual refresher training, 

while others require initial training and follow-up training whenever the program changes.

Training modules for some topics are still under development and some annual refresher training 

is via computer based training modules.

In FY 2011, the following OSH program elements were self-evaluated: bloodborne pathogens, 

AED program, respiratory protection, lockout/tagout, OEP, and confined space entry. The 

bloodborne pathogens program was reviewed and minor written program updates were made by 

FOH, the OEP was updated by the DASHO. Changes to these programs are covered during 

refresher training. The remaining OSH programs were reviewed by the DASHO. No written 

program changes were made to the respiratory protection or the AED program. No 

lockout/tagout was performed, or confined spaces entered during the FY so no changes were 

made to these programs. CSB Board Order 17 was not updated in FY 2011 and is now 

scheduled for FY 2012 once other organizational documents have been revised and the new 5-

year strategic plan has been developed.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

No.

 Ergonomic Safety Program

CSB Board Order 17, OSH Program, recognizes that “certain ergonomic factors can 

contribute to the safety, health and comfort of CSB employees in everyday performance 

of their duties.” The Board Order commits the agency to using OSHA/NIOSH 

ergonomic guidelines to extent practicable and possible for workstations, tools and 

equipment. The DASHO is given the responsibility for carrying out this requirement and 

ensuring appropriate training is provided to CSB personnel in ergonomic hazards. In FY 

2011, the CSB contracted with an industrial hygienist from FOH to provide ergonomics 

training on computer workstations to CSB personnel. This training included a lecture 

followed by individual assessments of computer workstations in the DC offices.

 Psychosocial Risk Factors

No.
Page 277 

 Telework

A risk assessment checklist is used as a self-evaluation tool for teleworking 

environments. The checklist is reviewed and signed by the supervisor prior to 

authorizing telework and copies are forwarded to the DASHO to reviewed and 

maintained in the OSH files.

 Occupational Exposure Limits

Not reported.

Accomplishments

Several annual refresher training programs were converted from lecture-based to e-computerized 

format allowing both DC and Denver personnel to receive training on OSH topics when they had 

time available. An agency-wide license was obtained for several new computer- based training 

modules that will be introduced in FY 2012. Infrastructure was installed to permit meetings and 

presentations to be held between the DC and Denver offices using Skype. All new paper OSH 

related documents are scanned and being kept in electronic format. Significant progress has 

been made on scanning historical OSH documents and this task will be completed in FY2012.

Goals

CSB Board Order 17, OSH Program, has been in effect for over ten years and is scheduled to be 

updated in FYs 2012 and 2013 to reflect current agency OSH practices, the Western regional 

office, and the addition of the managing director position. The successful completion of this 

effort will be determined by the issuance of a revised CSB Board Order 17 approved by the 

Board sometime in FY 2013.

A safety and health officer (SHO) needs to be appointed to the Western Regional Office in 

Denver. The SHO will work with the DASHO to ensure that OSH requirements are being 

properly implemented in the regional office. The successful completion of this effort will be the 

assigning of SHO duties to a member of the Denver Regional Office staff as a collateral duty and 

proper training of this person in their OSH responsibilities by attending an OSHA collatoral duty 

course.

The CSB hopes to complete its training program modules and have training completed on all 

safety and health program elements outlined in CSB Board Order 17 in FYa 2012 and 2013. To 

accomplish this task, some annual refresher training modules need to be converted to electronic 

format. The successful completion of this goal will be evidenced by training records showing 

that training has been acomplished and by the existance of computerized training modules which 

can be used for annual refersher training.

The agency is currently implementing an electronic records management system which will be 

used to store and manage all OSH documents. A preliminary data structure for this database was 

developed in FY 2010; scanning of historical records was begun in FY 2011 and will be 

completed in FY 2012; and the goal is it ensure that all OSH related records are entered and 

stored in the electronic database by the end of FY2013.
Page 278 

U.S. Commission on Civil Rights

Statistics

The Commission on Civil Rights’s (CCR’s) employment rolls decreased by 9 (17.65%) to 42 in 

FY 2011. Its total injury and illness cases, lost-time cases, and the related TCR and LTCR 

remained UNCHANGED at 0. According to the CCR, there were no civilian fatalities during FY 

2011.

Overseas Employees

Not reported.

OSH Initiatives

SHARE

 No time lost reported.

 No injuries reported.

 No new programs were initiated in FY 2011.

Motor Vehicle

CCR does not own motor vehicles.

Integrating OSH and Emergency Support

Not reported.

Employee Support

No training was conducted during FY 2011.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

None.

 Ergonomic Safety Program

CCR ergonomics initiative is successful. Upon request from an employee thru the 

supervisor a written request accompanied by a doctor’s recommendation is forwarded to 

the budget office for approval. The needs of employees are considered to determine if 

business equipment and furniture needs, as related to ergonomic correctness, as well as to 

determine what overall changes/modifications are necessary to ensure a comfortable and 

safe work environment for employees.

The Commission continues to assist staff, who experienced discomfort in the back, neck, 

hand and wrist area. Concerted efforts is being expended in the field of ergonomics as it 

relates to the Commission’s ability to meet the employees’ needs before they begin to 

experience discomfort from repetitive motion and other stressful activities.
Page 279 

 Psychosocial Risk Factors

Not reported.

 Telework

All employees are eligible to participate in the telework program. Employees are 

provided printed information that addresses issues that may affect their psychological 

response to their work and workplace conditions.

 Occupational Exposure Limits

Not reported.

Accomplishments

Employees are provided information concerning safety and health matters and sponsors 

awareness programs, such as Flu Shot Program.

Goals

 Replace or upgrade 10% ergonomics assessments of workstations.

 To continue to replace employee’s chairs that are 10 years old.

 CCR will allocate monies for OSH program for FY 2012 for areas, such as safety training 

and the ergonomics program.
Page 280 

U.S. Commission of Fine Arts

The U.S. Commission of Fine Arts is a small independent federal agency with eleven full-time 

staff which includes; the Secretary, the Assistant Secretary, six architects and historians, and 

three administrative support staff. The tasks and responsibilities of these positions are performed 

within the offices of the Commission. With the exception of some local travel to meetings 

outside of the Agency there is either minimal or no travel required of staff. The Commission 

does not own nor operate any government vehicles or heavy equipment.

Because of the small size of the agency and the nature of the work conducted by the employees, 

telework is not a reasonable policy in terms of the effective performance of agency business and 

therefore the agency policy is that no CFA employee is eligible for telework as a regular policy.

Statistics

The agency has experienced no OSHA incidents, injuries, or illnesses over the past seven years.

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

Reported as not applicable - no agency vehicles or drivers.

Integrating OSH and Emergency Response

CFA has provided briefings and materials to its entire staff on what to do in the event of an 

emergency or natural disaster, including the handling of suspicious materials.

Agency Specific OSH Resources

No changes.

Employee Support

The agency has conducted briefings for all staff and distributed informational brochures and 

materials published by GSA and Federal Protective Service on emergency procedures in the 

event of: civil disturbance; power failure; medical emergency; explosion/building collapse; 

suspicious item or letter; fire; earthquake/hurricane/severe weather/tornado; and bomb threat.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

Reported as not applicable.

 Ergonomic Safety Program

The agency provides ergonomic keyboards, chairs, monitors, and other equipment as 

needed.
Page 281 

 Psychosocial Risk Factors

No.

 Telework

Reported as not applicable, and refers to the Executive Summary.

 Occupational Exposure Limits

Not reported.

Accomplishments

Please see the Executive Summary.

Goals

Please see the Executive Summary
Page 282 

U.S. International Trade Commission

The U.S. International Trade Commission (ITC) is a small independent agency, consisting of six 

Commissioners and 399 employees working in an office environment. The Safety and Health 

Committee is composed of three union employees’ representatives and three management 

representatives, all of whom are trained on the requirements of the safety and health program. 

The committee members serve a term of two years. The employees’ union representatives and 

management representatives participate in an annual safety and health inspection for the work 

sites.

The collective Bargaining Agreement between the ITC and the American Federation of 

Government Employees, Local 2211, describes the OSH program and is consistent with the 

standards promulgated under Section 6 and 9 of the Act (29 U.S.C. 668), EO 12196, 29 CFR 

1960, and other applicable laws, EOs and regulations. This agreement was effective March 23, 

1989 and it is current. The committee members have changed but the program remains the same.

The Commission encompasses a nine story commercially-owned building. The Commission 

leases seven floors of their space. The leased space is located on floors 1 through 7. These 

floors are composed of all offices. The safety hazards at the Commission are minor and do not 

require hazard abatement training.

Statistics

There were two reported injury and illness cases during FY 2011. One case was an individual 

breaking their arm that resulted in six lost days from work. The second case was an indivdual 

hurting their foot that resulted in zero lost days from work. There were no workers’ 

compensation chargeback costs.

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

Not reported.

Integrating OSH and Emergency Response

Not reported.

Agency Specific OSH Resources

Not reported.

Employee Support

The Commission provides training funds to its managers, supervisors, employees and employee 

representatives for participation in safety and health training at certified OSHA training centers.

Due to a change of personnel and program oversight, there is no record of a self-evaluation of the 
Page 283 

ITC OSH program being conducted in FY 2011. There will be an ITC OSH program selfevaluation scheduled in FY 2012.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

Not reported.

 Ergonomic Safety Program

Not reported.

 Psychosocial Risk Factors

Not reported.

 Telework

Employees participating in the ITC telework program are required to review the ITC 

Telework Work Site Certification Safety Checklist to ensure the overall safety and 

adequacy of their alternative work site and submit to their supervisor.

 Occupational Exposure Limits

Not reported.

Accomplishments

Not reported.

Goals

The objective of the ITC is to maintain an OSH program which is consistent with the standards 

promulgated under Section 6 and 9 of the Act (29 USC 668), EO 12196, 29 CFR 1960, and 

applicable laws, EOs, and regulations.

The OSH initiatives planned and programmed for the coming year(s) are:

 Annually inspect all areas and operations of each workplace, including office operations. 

More frequent inspections shall be conducted in all workplaces where there is an 

increased risk of accident, injury, or illness due to the nature for the work performed or 

environment.

 Maintain first aid kits to meet the needs of employees in case of minor accidents. The 

locations of the first aid kits are on the ITC Intranet under Facilities Management.

 Conduct testing of the heating, ventilation, and air conditioning system. Conduct testing 

of the drinking water by a certified industrial hygienist, to insure compliance with 

applicable federal standards.

 Obtain and distribute ergonomic chairs and ergonomic keyboards to employees.

 ITC will continue to make workplace safety and health information easily available to all.
Page 284 

U.S. Nuclear Regulatory Commission

The U.S. Nuclear Regulatory Commission (NRC) is an independent agency created by Congress. 

The mission of the NRC is to license and regulate the Nation’s civilian use of byproduct, source 

and special nuclear materials in order to protect public health and safety, promote the common 

defense and security, and protect the environment. The NRC’s regulations are designed to 

protect both the public and workers against radiation hazards from industries that use radioactive 

materials.

The agency’s scope of responsibility includes regulation of commercial nuclear power plants; 

research, test and training reactors; nuclear fuel cycle facilities; medical, academic and industrial 

use of radioactive materials; and the transport, storage and disposal of radioactive materials and 

waste. In addition, the NRC licenses the importation and exportation of radioactive materials 

while working to enhance nuclear safety and security throughout the world.

In FY 2011, the NRC OSH manager completed NRC headquarters safety inspections, conducted 

workplace safety inspections at three of NRC’s four regional offices and the NRC Technical 

Training Center (TTC), participated in food services inspections, introduced a required webbased safety training for all NRC Federal employees, offered two instructor-led bloodborne 

pathogens training courses for NRC law enforcement personnel, provided a CDSO course, 

identified injury and illness trends, created new safety forms and performed two IAQ surveys.

The Office of Administration (ADM) supplies first aid kits at all NRC worksites. The OHR 

provides AEDs to the worksites as well. The Human Resources Training Division offers CPR, 

first aid and AED training to NRC employees.

The OHR Wellness Program develops and implements agency-wide wellness services, including 

health, fitness, and ergonomics programs. Contract ergonomists are available to assist NRC 

employees who experience workstation discomfort. The OHR Wellness Program offers 

preventive services such as blood pressure screenings and nutrition lectures. A yearly influenza 

program offers NRC employees flu vaccines for free.

Statistics

The trending of NRC workplace injuries and/or illnesses reveals that the majority of injuries 

result from falls. Three-fourths of all NRC employees work at the NRC headquarters complex 

and at four interim locations in Bethesda and Rockville, MD. The majority of injuries have 

occurred within the various NRC headquarters locations. Worksite inspections at the NRC 

headquarters interim buildings, TTC and three regional offices were conducted in FY 2011.

The total number of cases for FY 2011 was 26. The TCR for FY 2011 was 0.62. The total 

number of lost-time cases for FY 2011 was 15. The total LTCR for FY 2011 was 0.36. The 

total workers’ compensation chargeback costs for the NRC was $776,363.57 for the CBY. The 

NRC has a zero report for fatalities or catastrophic accidents during FY 2011.
Page 285 

Overseas Employees

There are two NRC employees who are working at the U.S. Mission in Vienna on NRC 

assignments. The individuals are covered by State because they reside on State’s posts. The 

NRC reimburses State via an interagency agreement. One NRC employee teleworks from Kenya 

and one teleworks from Paris. All NRC employees who wish to telework must submit an NRC 

Form 625, Telework Program Employee Self-Certification Safety Checklist, in order to be 

approved for telework.

OSH Initiatives

Motor Vehicle

There were seven MVAs involving fleet vehicles at the NRC headquarters complex in FY 2011. 

There were seven MVAs involving NRC employees who were driving privately-owned vehicles 

or rental cars during official work time.

NRC Management Directive (MD) 13.4, “Transportation Management,” instructs each federal 

employee riding in a motor vehicle on official business, regardless of seating position, shall have 

the seatbelt properly fastened at all times while the vehicle is in motion.

In 2009, the NRC Executive Director for Operations posted information about EO 13513 that 

prohibits federal employees from texting while driving, either when operating a government car, 

privately-owned vehicle or rental car or using a government-issued handheld electronic device 

for e-mail, instant messaging or navigational information.

Integrating OSH and Emergency Response

The NRC OSH manager is a contributing member of the NRC emergency response team. In the 

summer of 2011, the NRC OSH manager participated in an interim building’s evacuation drill 

and has been invited to attend future planning sessions for the annual headquarters evacuation 

drill.

Agency Specific OSH Resources

Administration has provided financial support for the OSH program for NRC regional and TTC 

inspections, IAQ surveys, launching agency-wide training, purchasing standards for CDSOs, and 

supporting the NRC’s OSH manager attendance at the annual ASSE 2011 conference.

Employee Support

During the summer of 2011, the NRC launched a one-time required web-based training module, 

Workplace Safety.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

The NRC submitted a response to Dr. Michaels’ June 2011 memorandum which 

requested agency FFSHC attendee information. The NRC OSH manager is the designee 

who attends the Metropolitan Washington FFSHC meetings. The NRC OSH manager 

forwarded the FFSHC region list to the NRC TTC and regional office CDSOs to 
Page 286 

encourage participation in their local councils. The NRC OSH manager does not utilize 

social networking.

 Ergonomic Safety Program 

The NRC Ergonomic Program provides assessments, recommendations, education, and 

training pertaining to ergonomics issues. NRC MD 10.122, “Employee Assistance and 

Wellness Services Program,” establishes and maintains programs that provide services 

for the physical well-being of NRC employees and assist in the reduction of absenteeism. 

The NRC ergonomic program is administered by OHR.

 Psychosocial Risk Factors

The EAP and wellness programs are managed by OHR. These programs establish and 

maintain services for the physical and mental well-being of NRC employees, to assist in 

the reduction of absenteeism and to inform employees of the services provided by the 

EAP and wellness programs. The EAP provides crisis intervention and referral, 

assessment and short-term problem resolution and/or referral, employee education, 

supervisory consultation and education. EAP services are confidential within the bounds 

of the law.

 Telework

The agency's telework policy is administered by OHR. Employees are permitted to 

telework once four internal NRC forms have been submitted to and approved by 

supervisors: NRC Form 621, Employee Request to Participate in the Telework Program, 

NRC Form 622, Evaluation of Employee Request to Participate in the Telework Program, 

NRC Form 624, NRC Telework Program Participant Agreement, and NRC Form 625, 

Telework Program Employee Self-Certification Safety Checklist.

 Occupational Exposure Limits

The NRC does not use hazardous chemicals and therefore does not utilize OELs for 

hazardous chemicals.

Accomplishments

During FY 2011, the NRC OSH manager completed NRC headquarters safety inspections, 

conducted workplace safety inspections at three regional offices and the TTC, participated in 

food services inspections, implemented a required web-based safety training course for all NRC 

federal employees, offered instructor-led OSHA compliance training to NRC law enforcement 

personnel, provided a CDSO course, created new safety forms, organized two IAQ surveys and 

identified injury and illness trends.

Goals

In FY 2012, the NRC OSH manager is planning to conduct three pre-occupancy safety

inspections, as well as the annual headquarters and regional safety inspections. The NRC OSH

manager will be reviewing safety and health information systems that will support the OSH

Program and workers’ compensation case management while identifying injury and illness 

trends and complying with DOL’s POWER Initiative. The NRC OSH manager will also offer an 
Page 287 

additional CDSO course and support additional instructor-led bloodborne pathogens courses. An 

internal NRC safety website is currently being designed.
Page 288 

U.S. Office of Government Ethics

The Office of Government Ethics is a very small independent agency with 80 authorized FTE 

(currently 73 on board) all located in a central office in Washington, DC. The work performed 

by OGE is all office related posing few occupation or health hazards. Over the course of the last 

five years, there have been a total of 1(in 2010) occupational/health incidents. In FY 2011, there 

were no job-related injuries or illnesses. OGE has never experienced a fatality or catastrophic 

accident.

Because of its size, the nature of its work and the close to non-existent number of cases each 

year, OGE does not perform a formal self-evaluation. OGE is aware of each incident and is able 

to thoroughly evaluate each case at the time it occurs.

Additionally, for the last 18 months, OGE has been engaged in continuous process improvement 

and has outsourced a significant amount of its administrative/support function to the Department 

of Treasury’s Bureau of Public Debt. As a result, OGE has been fine-tuning the remaining 

administrative/support functions including its OSHA activities. In FY 2012, OGE will be 

developing a resources management plan that includes some additional structure to the existing 

OSH program, including ensuring that supervisors are accountable for maintaining a safe and 

healthy work environment. OGE’s current annual performance plan describes the agency’s 

efforts to promote employee wellness in the workplace.

Statistics

Not reported.

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

OGE does not have an automobile fleet and rarely uses automobiles in the course of conducting 

business. In FY 2011, only three OGE employees rented cars for official temporary duty trips. 

At the time that EO 13513 was issued, OGE’s director notified all employees that texting while 

driving on official business would not be tolerated.

In FY 2012, OGE will flag all travel authorizations with a rental car or privately-owned vehicles,

and send a reminder to the traveler that they are required to use a seatbelt and prohibited from 

texting while driving.

Integrating OSH and Emergency Response

OGE has an established emergency planning policy that provides general safety and health 

information and guidance to employees. The agency's COOP plan explains that OGE will work 

with public health authorities and building management to ensure that the facility/building is safe 
Page 289 

for employees to return to normal operations (in the event of an emergency). Listed below are 

relevant chapters in our emergency planning guidelines:

Subchapter 1. COOP

Appendix A. COOP for a Pandemic

Subchapter 2. OEP

Appendix B. Designated Coordinators OGE

Subchapter 3. SIP Plan

Subchapter 4. Power Outages

OGE did not face any challenges in completing and implementing pandemic plans and 

emergency and/or disaster response plans in FY 2011.

Agency Specific OSH Resources

No changes reported.

Employee Support

OGE maintains the required federal OSHA poster in a central location accessible by all 

employees. Additionally, OGE posts other health and safety notices covering topics, such as 

HIV and workplace violence, in the same central location. These postings, in conjunction with 

the nature or OGE's workplace, are effective in maintaining work-related safety and health as is 

demonstrated by OGE's health/safety incident-free record. OGE does not currently include 

language in manager/supervisor performance plans regarding safety and health. Because of its 

size, the nature of its work and the remote chance that a work related injury or illness will occur, 

OGE does not perform a formal self-evaluation. OGE is aware of each incident and is able to 

thoroughly evaluate each case at the time it occurs.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

No.

 Ergonomic Safety Program

While OGE does not have a specific program to address ergonomic issues, we do attempt 

to provide an ergonomic work environment. In FY 2011, OGE purchased 

ergonomic/adjustable desk chairs for all employees who had not received one in the 

previous FY. Additionally, OGE accommodates, depending on availability of funds, all 

ergonomic related requisitions. In FY 2012, OGE employees have an opportunity to 

participate in another federal agency’s (located in the same building as OGE) ergonomic 

program offerings. The first offering is a workshop on correct ergonomics to help 

prevent and correct back, neck, wrist, and headache pain.

 Psychosocial Risk Factors

No.
Page 290 

 Telework

OGE telework agreements require employee assessment of the environment they will be 

teleworking, including safety and health matters. Appendix B of OGE’s telework policy 

is a safety checklist for home-based teleworkers.

 Occupational Exposure Limits

Not reported.

Accomplishments

OGE’s ongoing goal is to keep the agency workplace free from health and safety-related 

incidents. FY 2011 was incident free.

Goals

OGE will continue its ongoing effort to maintain a healthy/safe workplace. Additionally, in FY 

2012, OGE will provide reference materials to all staff on key factors relating to maintaining a 

healthy and safe workplace.
Page 291 

U.S. Securities and Exchange Commission

Statistics

The number of SEC employees increased by 0.05% in FY 2011. The agency also experienced a 

33% decrease in the total number of injuries and illnesses, and a 46% decrease in its cases 

involving days away from work. In FY 2011, there were a total of three injury cases that 

resulted in 28.75 lost production days. Chargeback costs during the reporting period totaled 

$10,871. The SEC did not experience any significant trends or major causes or sources of losttime disabilities. The SEC had no fatalities or catastrophic accidents in FY 2011.

Overseas Employees

The SEC has no employees stationed overseas. The SEC occasionally sends employees on 

official travel to overseas locations.

OSH Initiatives

Motor Vehicle

There were zero SEC MVAs during the reporting period. The SEC’s drivers are responsible for 

maintaining vehicle records that include: periodic maintenance records required for warranty, 

vehicle repair estimates and records, and accident reports involving the specific vehicle.

Integrating OSH and Emergency Response

The safety and health of employees is strategically incorporated into the plans and operations for 

emergency response and COOP in several ways. OHR oversees the EAP and ensures the 

availability of AEDs, and the AED training program. It manages the agency’s safety program, 

which includes an emergency response team, composed of approximately 300 volunteer 

members, and provides PPE/supplies, such as facemasks, flash lights and first aid kits.

The emergency response team coordinates, and assists in evacuations and SIP incidents; ensures 

the availability medical and emergency equipment; and disseminates procedures and other 

information related to emergency response efforts. Contract security personnel and many team 

members are certified in CPR and the operation of AEDs. In addition, the team uses a “Buddy” 

system and two-way radios to enable communication with other team members and security 

guards to ensure the safe evacuation of persons with disabilities.

The safety program manager and emergency response team coordinator both participate in 

COOP meetings and planning activities to ensure that alternative work sites have safe and 

operational systems, on-site security, and sufficient SIP supplies/equipment.

Agency Specific OSH Resources

There was no decrease in resources dedicated to OSH programs.

Employee Support

The SEC has established an agency-wide annual OSH training program that is mandatory for all 

employees and includes topics on safety, emergency preparedness, and COOP. The SEC safety 
Page 292 

program manager utilizes OPM contractor resources to manage its computer-based training 

program content, delivery and student tracking activities.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

The SEC does not participate in FFSHCs because it is more efficient to manage this 

program from our headquarters office.

 Ergonomic Safety Program

The SEC has a contract with an expert in place to address the specific ergonomic needs of 

employees. Upon the receipt of a physician’s instruction, the SEC will schedule an 

assessment with the vendor expert to determine the workspace/equipment that will best 

accommodate the employee.

The SEC has also addressed the ergonomic hazards and risks through SEC-wide notices, 

and through sponsoring a voluntary office chair replacement program at headquarters and 

an ergonomics seminar.

 Psychosocial Risk Factors

The SEC has addressed psychosocial risks factors through SEC-wide notices, and OHR’s 

work/life programs and work/life plus resources. The work/life resources cover topics 

from counseling, financial and legal services, family care assistance, health and fitness, 

flexible work options, telework, and a hotline and website to receive assistance on these 

of these issues 24/7. These notices and other OHR work/life resources are accessible on 

the SEC internal website that also contains any other information the agency has 

compiled and additional resources to address psychosocial risks in one convenient 

location.

 Telework

The SEC has issued the following telework guidance:

 Administrative Notice Telework Memorandum – provides information on telework 

and resources available.

 Telework Request and Agreement Form – states the details, requirements, terms and 

provisions of SEC Telework Program.

 Telework Safety Checklist – employee completes to certify compliance with SEC 

safety guidelines.

 On-line Training – includes sections on guidance, tools, resources, frequently asked 

quastions, etc.

Combined, these provide clear instructions and expectations for employees when entering 

into a telework agreement.

 Occupational Exposure Limits

The SEC does not develop or use OELs in the workplace.
Page 293 

Accomplishments

FY 2011 accomplishments:

 Finalized processes and procedures as part of the SEC Workplace Violence Prevention 

Program. Developed training for all SEC employees and contractors to increase 

awareness about warning signs and SEC resources available.

 Based on the self-evaluation conducted in FY 2010, developed a comprehensive safety 

and health system, including policies, plans and procedures for each major element 

comprising an effective workplace safety and health program.

 Continued the annual computer-based OSH, emergency preparedness, and COOP 

training program for employees.

 Continued efforts to maintain low case rates for injuries and illnesses, lost-time and lost 

production days so that rates remain well below the national targets established under the 

new Presidential POWER Initiative.

Goals

The SEC will work toward accomplishing the following FY 2012 goals, as our limited resources 

permit:

 Hire a safety program manager.

 Continue efforts to reduce LWCRs.

 Continue efforts to increase telework participation.

 EAP program maintenance and expansion.

 Participate in VPP Participant Association.
Page 294 

U.S. Merit Systems Protection Board

The Merit Systems Protection Board (MSPB) is a very small agency (219 employees) with most 

employees in sedentary positions. During FY 2011, we had no injuries to report. We upgraded 

our office furniture to ergonomically correct work situations for all personnel. Additionally, 

when requested, we have purchased and provided employees furniture or equipment to meet 

reasonable accommodation requests. We continue to offer CPR/AED/First Aid training for 

employees through FOH and ensure that those already trained are recertified.

Statistics

Because of the size of the agency, the kind of work that we perform, and the lack of injuries and 

illnesses, we have determined that we do not have any particular trends. No fatalities.

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

We had no MVAs involving our employees using MSPB vehicles fleet. We issued policies 

requiring use of seatbelts and banning texting while driving during this reporting period. We 

provided periodic safety tips to employees throughout the year.

Integrating OSH and Emergency Response

We updated our COOP, emergency evacuation and SIP plans to incorporate employee safety and 

health components within these documents. We conducted emergency evacuation drills during 

the year and provided after-action briefings to employees to assist them in preparation for 

emergencies. During inclement weather, we provided ongoing updates to employees to ensure 

their safety and health.

Agency Specific OSH Resources

There were no changes in agency resources dedicated to OSH. We plan to identify and provide a 

backup to the current DASHO for succession planning and COOP during the next reporting 

cycle.

Employee Support

Upon entrance on duty to the MSPB, we provide OSH training in the following areas: work 

place safety; proper lifting; chair adjustments; housekeeping; fitness center safety; hand washing; 

and the use of hand sanitizer. Existing employees are provided training quarterly on a number of 

topics.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

Not reported.
Page 295 

 Ergonomic Safety Program

We purchased ergonomic furniture and equipment to meet ergonomic safety needs and all 

new furniture/equipment meets ergonomic safety requirements.

 Psychosocial Risk Factors

Not reported.

 Telework

We have revised our Telework policy to include an employee safety checklist and 

procedures for accident reporting. Employees must sign and submit the checklist to their 

supervisors along with their telework agreement. Supervisor periodic inspections are 

authorized to ensure the safety and well-being of all employees.

 Occupational Exposure Limits

Not reported.

Accomplishments

We updated our COOP plan, conducted two emergency evacuation drills, completed a SIP 

exercise and briefed employees including new hires on safety precautions to familiarize 

employees with things they can/should do to minimize safety and health risks or exposures.

Goals

Future objectives and goals for 2012 include, but are not limited to, (1) attending the OSHA 

Training Institute for CDSOs; (2) participating in the federal government subcommittee to help 

develop training modules; (3) partnering with OSHA to obtain an ATAR; and (4) collaborating 

with OSHA’s OFAP to enhance our capacity to meet OSHA requirements.
Page 296 

U.S. Nuclear Waste Technical Review Board

The U.S. Nuclear Waste Technical Review Board (NWTRB) was established by Congress in the 

Nuclear Waste Policy Amendments Act of 1987. The NWTRB is charged with evaluating the 

technical and scientific validity of nuclear waste disposal activities undertaken by the Secretary 

of Energy to implement the Nuclear Waste Policy Act, as amended. The NWTRGB is an 

independent federal agency composed of 11 part-time presidentially appointed board members 

and a staff of 13 full-time employees. The NWTRB members are geographically dispersed 

throughout the United States. The staff offices are in Arlington, VA.

In accordance with the Act, the NWTRB submits its annual report to the Secretary. The report 

covers NWTRB occupational illnesses, injuries, and accidents during this period. The completed 

abbreviated report form is enclosed.

Statistics

The NWTRB experienced no work-related accidents, injuries or fatalities in FY 2011. The 

NWTRB has reviewed the SHARE Initiative requirements and has concluded that its internal 

awareness of the issues makes additional OSHA related training unnecessary.

Overseas Employees

Not reported.

OSH Initiatives

Motor Vehicle

The NWTRB is a micro-agency and does not participate in a government motor vehicle program.

In accordance with EO 13513, “Federal Leadership on Reducing Text Messaging While 

Driving”, and EO 13513, “Increasing Seatbelt Use in the United States”, the NWTRB 

established a policy requiring seatbelts and banning text messaging by NWTRB members, 

employees, consultants and contractors when driving government-owned, leased or rented 

vehicles , when driving privately-owned vehicles on official government business; and on the use 

of electronic equipment supplied by the government while driving.

Integrating OSH and Emergency Response

In accordance with the NWTRB’s COOP plan, the NWTRB continues to identify, prioritize and 

validate COOP-related activities to protect the health and well-being of NWTRB employees, and 

mission essential functions during a possible pandemic or other threat scenario. The NWTRB 

and its staff remain committed to ensuring that the NWTRB ’s mission is carried out during an 

emergency and that NWTRB and staff members are kept out of harm’s way. In compliance with 

the office building fire code guidelines, the NWTRB successfully participated in periodic fire 

drills. The NWTRB evaluated the office fire extinguishers each quarter to make sure they met 

the requirements for operating capability. The NWTRB continues to employ extensive 

telecommuting capabilities, which allows all NWTRB employees to work from home during a 

quarantine or infectious pandemic.
Page 297 

Agency Specific OSH Resources

Not reported.

Employee Support

In accordance with OSHA First Aid Standard (29 CFR 1910.151), NWTRB employees will be 

required to receive training by the ARC in CPR and in the use of the office AED.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

Not reported.

 Ergonomic Safety Program

Not reported.

 Psychosocial Risk Factors

The NWTRB provides its employees with access to the EAP to help address any personal 

or work-related problems. During FY 2011, the NWTRB provided on-site grief 

counseling, to help support its employees with stress related to the physical decline of the 

senior technical staff member with amyotrophic lateral sclerosis (ALS).

 Telework

In accordance with the Americans with Disabilities Act of 1990, the NWTRB has 

continued to provide reasonable accommodations for a senior technical staff member 

diagnosed with ALS. As the disease progressed, the NWTRB allowed the staff member 

to work from home full time, resulting in the elimination of physical exertion and 

workplace stress. The NWTRB ’s system administrator performed an on-going 

communication needs assessment to determine the most effective alternative 

communication device for aiding the employee’s ability to perform the essential 

functions of his job.

In accordance with the NWTRB ’s COOP plan and telework policy, the NWTRB safely 

and successfully completed a COOP exercise on May 12, 2011, to ensure the continuous 

performance of the NWTRB ’s essential functions and operations during an emergency. 

The COOP exercise focused on 1) testing telework and its ability to enable social 

distancing without negatively affecting the agency’s ability to meet its mission 

requirements and 2) testing the electronic readiness and functionality of the remote 

backup emergency server. The exercise required that all NWTRB employees evacuate 

their office work environments and move to their alternative home teleworking office 

without any disruption to NWTRB functions.

 Occupational Exposure Limits

Not reported.
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Accomplishments

Not reported.

Goals

The NWTRB will continue to review the guidance issued by various sectors of the Government 

to ensure that its COOP policies and procedures are complete, and refine its plans on the basis of 

testing, reviews, and lessons learned. The NWTRB plans to conduct COOP exercises on a 

regular basis to institute emergency operations at their alternate home facility, including the 

correct operations of all equipment procedures, processes, and systems that support the 

organization infrastructure.
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U.S. Railroad Retirement Board

The U. S. Railroad Retirement Board (RRB) is an independent agency in the executive branch of 

the federal Government. The RRB’s primary function is to administer comprehensive 

retirement, survivor, and unemployment-sickness benefit programs for the nation’s railroad 

workers and their families, under the Railroad Retirement, and Railroad Unemployment 

Insurance Acts. In connection with the retirement program, the RRB has administrative 

responsibilities under the Social Security Act for certain benefit payments and railroad workers’ 

Medicare coverage. The RRB is headed by a three-member Board, appointed by the President, 

with the advice and consent of the Senate.

The RRB is headquartered at 844 North Rush Street, Chicago, IL, 60611-2092. Approximately 

744 of the total 987 agency employees are located at headquarters in an office environment. The 

RRB has about 55 field offices located throughout the continental United States, where about 

243 employees are located in an office environment. Field offices are located in buildings 

managed by the GSA or private sector companies while the headquarters building is managed by 

the RRB, under a delegation of authority from GSA.

Statistics

Not reported

Overseas Employees

The RRB has about 55 field offices located throughout the continental United States where about 

243 employees are located in an office environment.

OSH Initiatives

Motor Vehicle

Not reported.

Integrating OSH and Emergency Response

Not reported.

Agency Specific OSH Resources

Not reported.

Employee Support

The RRB Safety and Health Program is described in an extensive manual and serves as 

documentation for the various detailed activities that comprise the RRB OSH program. The 

manual is distributed to all RRB supervisory personnel and is available to all RRB employees.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

A six-person safety committee has been very active for many years. Three members are 

appointed by the employee representative American Federation of Government 
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Employees, and three members are appointed by the senior executive officer. The 

committee meets monthly or more often, if necessary. Meeting minutes are posted on all 

floors in the headquarters building and on the RRB intranet for all employees to be aware 

of safety issues. Safety committee members maintain a vital network with employees 

who report potential problems that need to be investigated. The facility manager, who is 

a permanent member of the safety committee, receives information quickly through 

committee members and can utilize his building staff to correct problems before 

accidents happen. This feedback system, which is employee-based, has been successful 

in keeping accidents to a reasonable minimum over the years.

Important safety issues are also reported to the Federal Managers Association periodic 

meetings, and those minutes are available to supervisors and managers.

 Ergonomic Safety Program

Not reported.

 Psychosocial Risk Factors

Not reported.

 Telework

Not reported.

 Occupational Exposure Limits

Substantially, all of the RRB employees work in a modern office environment, which is 

well-lighted and generally considered to be quite safe. Most RRB employees work with 

a variety of office machines, such as personal computers, monitors, printers, fax 

machines, copy machines, etc. RRB employees are not exposed to significant risks as 

would be the case in an industrial or commercial environment.

Accomplishments

Not reported

Goals

Not reported.
Page 301 

U.S. Trade and Development Agency

The U.S. Trade and Development Agency (USTDA) is a micro-agency with a mission that is 

primarily accomplished in a sedentary office environment with the hazards that commonly 

accompany office work. The agency is very sensitive to occupational safety and health (OSH) 

issues, and is aware of and responsive to any situations that may arise that would endanger any 

of its staff. USTDA had one injury by an employee on temporary duty (TDY) in India during 

2011. The agency provides awareness training to prevent any potential injuries, monitors the 

physical office environment in conjunction with the property management office and GSA, and 

provides flexibilities as needed to provide reasonable accommodation requests and to correct any 

issues that occur. In 2011, the focus has been two-fold: 1) on providing information and 

awareness training on the safety of staff and their families during emergency situations, 

including COOP and emergency response situations, and 2) to upgrade workstation set-ups, 

including the replacement of existing office chairs for upgraded ergonomic models. USTDA 

continually offers workplace flexibilities and opportunities for staff-led activities that promote 

general health and safety, and continues to provide resources, as needed, in the form of 

professional technical support and/or funding.

Statistics

For the first time since the agency began reporting OSH data in FY 2004, USTDA had one workrelated injury in FY 2011. This incident occurred when an employee on TDY in New Delhi, 

India, was traveling as a passenger in a hotel car that was involved in a traffic accident.

Based upon the formulas provided, USDTA’s total case rate, and lost-time case rate both equal 2.

Overseas Employees

USTDA employees are stationed in Arlington, Virginia. The responsibilities of approximately 

26 agency employees require short term travel overseas. These trips are coordinated with and 

are under the auspices of the Department of State. USTDA employees follow OSHA, and the 

safety and medical guidelines of the State embassy personnel. USTDA has initiated safety 

awareness training for those whose responsibilities include travel.

OSH Initiatives

Motor Vehicle

USTDA works to ensure compliance with EOs 13043 and 13513 by posting the requirement to 

wear seatbelts (EO 13043), and the ban on texting while driving (EO 13513) on the agency 

intranet, and by including these requirements on all Travel Authorization documents. Since FY 

2004, USTDA had reported no work-related accidents. In FY 2011, USTDA reports one workrelated injury involving a motor vehicle. The injury took place while the employee was on 

overseas TDY, and was a passenger riding in the rear seat of the vehicle at the time of the 

accident. The vehicle was driven by a professional driver from the hotel, and the accident 

occurred when an on-coming vehicle crossed the center line and hit the hotel car. The 

employee’s face struck the back of the front sear headrest upon impact which resulted in facial 

lacerations and nose and tooth fractures. As a result of this incident, USTDA held an informal 
Page 302 

brown bag for employees on safe practices while on TDY. The agency also covers these issues 

in an updated Orientation Handbook for employees whose responsibilities include travel.

Integrating OSH and Emergency Response

Emergency response training has been available and provided to all staff, including contactors 

and volunteers. This includes periodic emergency evacuation and shelter-in-place (SIP) drills, 

including two fire drills; greater distribution of contact information for SIP situations; full 

agency participation in the annual Eagle Horizon exercises; and increased information and 

resources for staff and families on emergency contacts, emergency planning and on responding 

safely in emergency situations. Additional emergency response drills for each type of 

emergency would be beneficial for the staff, and is planned by the agency’s leased building 

property management.

Agency Specific OSH Resources

As a micro agency with a single location in an office setting, USTDA does not have a formal 

OSH program or self-evaluation protocol. USTDA is responsive to feedback and suggestions 

from staff on any training and/or programs and strives to make the health and safety activities as 

effective and as meaningful as possible. The agency also closely analyzes OPM’s Employee 

Viewpoint Survey responses to address any issues that may indicate weakness in areas relating to 

health and safety. The agency has provided a Comment Box to encourage staff to send directly 

to the Director of the agency a message, in an anonymous manner, should there be any safety or 

health issues to be investigated or reviewed, with senior management assurances that all 

comments would be addressed. USTDA is responsive to all requests for workplace flexibilities 

including those involving ergonomic accommodations or work scheduling. Safety training 

related to overseas travel was initially covered this year, and is a topic to be covered in an 

updated Orientation training handbook for new mission program employees. Additional 

emphasis will be on placed on providing training on related psychosocial risk factors.

Employee Support

Work conducted at USTDA is primarily sedentary in a leased-GSA space. The agency is 

sensitive to, and provides OSH awareness to, all staff with regard to lifting and extending 

physical exertion in moving heavy objects within the office. This growing awareness is evident 

in the increased requests for moving services. Evaluations of ergonomics in the workplace are 

provided for new desktop workstations and training is provided to new staff. Contracted 

cleaning staff provides caution signage in areas that may be a temporary hazard and repair and 

maintenance to agency physical space is conducted during non-business hours.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

None reported.

 Ergonomic Safety Program

USTDA works with the DoD Computer Accommodations Program to provide guidance 

and train-the-trainer assessments on proper ergonomic workstation set up for employees. 
Page 303 

Ergonomic keyboards, wrist pads, trays and chairs, in addition to desks, task lights and 

foot rests, are all available to employees as needed.

 Psychosocial Risk Factors

During the last fiscal year, USTDA worked with its EAP to provide training sessions 

related to health and nutrition, and dealing with stress. USTDA also regularized its 

Telework Program, which has allowed employees to balance their work/life 

responsibilities more easily, and has provided flexible scheduling for those employees 

with the ability to better manage events that could be psychosocial risks.

 Telework

Report indicated that the agency has a telework program.

 Occupational Exposure Limits

Not reported.

Accomplishments

Throughout FY 2011, USTDA provided increased employee emphasis and awareness of 

ergonomics to establish improved office computer work habits and general employee wellness in 

the workplace. A program to replace task chairs throughout the office was begun in FY 2011,

and will continue into FY 2012.

Increased workplace flexibilities, and a regularized telework program were provided for staff to 

manage life events, and to attend health and exercise regimens. Success in these areas is 

indicated by the increased number of employees who request such flexible arrangements during 

their duty hours.

USTDA had one work-related injury incurred by an employee while on TDY overseas. 

Subsequently, a training session was convened to provide staff guidance, best practices, 

emergency contact information, and a venue to share lessons learned. This training will receive 

more emphasis in FY 2012.

Goals

The agency goal in FY 2012 is to be continually aware of and sensitive to the needs of agency 

staff and to achieve an injury free record. Additional emergency drills are planned for the year, 

as is training through the agency’s EAP on stress management, time management and balance of 

work and family, and training on best safety practices while employees are on TDY. Continued 

general awareness of OSH issues within the office workplace, and awareness training on and 

responses to emergency situations will be a continuing focus during the next fiscal year.
Page 304 

Vietnam Education Foundation

When I was directed by the President, GAO or our auditors, I prepared many policies and also 

have now drafted a staff handbook that I expect to be published within 60 days.

Statistics

Not reported

Overseas Employees

Not reported

OSH Initiatives

Motor Vehicle

A policy was written and sent out to all staff and board members explaining that they cannot be 

in any cars while on official government business and texting. 

Integrating OSH and Emergency Response

Not reported.

Agency Specific OSH Resources

No changes reported.

Employee Support

It has been outlined in the new staff handbook that was just designed.

Other OSH Support Activities

 Field Federal Safety and Health Councils & Other Social Networking

Reported as not applicable.

 Ergonomic Safety Program

None yet.

 Psychosocial Risk Factors

No.

 Telework

No.

 Occupational Exposure Limits

Not reported.

Accomplishments and Goals

Not reported.
Page 305 

OSHA did not receive reports from 13 independent agencies, even after contacting them 

repeatedly to ensure they had received the initial request. Of the 13, the following two agencies 

have failed to submit reports for the past four fiscal years (FYs 2008 – 2011):

 American Battle Monuments Commission

 Small Business Administration

The Federal Housing Finance Agency has failed to submit reports for the past three fiscal years 

(FY 2009 - FY 2011).

The following five agencies have failed to submit reports for the past two fiscal years (FY 2010

and FY 2011):

 Advisory Council on Historic Preservation

 Corporation for National and Community Service

 National Mediation Board

 U.S. Access Board

 U.S. Agency for International Development

The following five agencies failed to submit reports for FY 2011:

 Broadcasting Board of Governors

 Federal Labor Relations Authority

 Millennium Challenge Corporation

 Office of Special Counsel

 U.S. Arctic Research Commission

OSHA recommends that the Secretary work with the agency heads to ensure that all agencies 

submit an annual report to OSHA.