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Occupational Safety and Health Review 

Commission

FY 2023

Affirmative Action Plan

for the Recruitment, Hiring, Advancement, and

Retention of Persons with Disabilities

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

EEOC regulations (29 C.F.R. § 1614.203(e)) and MD-715 require agencies to describe how their affirmative action plan will 

improve the recruitment, hiring, advancement, and retention of applicants and employees with disabilities.

Section I: Efforts to Reach Regulatory Goals

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

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

1. Using the goal of 12% as the benchmark, does your agency have a trigger involving PWD by grade level cluster in the 

permanent workforce? If “yes”, describe the trigger(s) in the text box.

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

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

Using the goal of 12% as the benchmark, OSHRC does not believe it has a trigger involving PWD by grade level cluster due to the 

small size of OSHRC (50 permanent and 2 temporary/indefinite positions at the end of FY 2023), and because most of the positions 

require specialized experience and specific education requirements. In FY 2021 and FY 2022 we developed an Attorney Advisor 

hiring policy and an Administrative Law Judge recruitment hiring process, both of which allows us to attract broad applicant pools. 

We continue to expand our recruiting efforts, where possible, to reach PWD and PWTD by notifying recruiters and specific 

professional societies and associations.

*For GS employees, please use two clusters: GS-1 to GS-10 and GS-11 to SES, as set forth in 29 C.F.R. § 1614.203(d)(7). For all 

other pay plans, please use the approximate grade clusters that are above or below GS-11 Step 1 in the Washington, DC 

metropolitan region.

2. Using the goal of 2% as the benchmark, does your agency have a trigger involving PWTD by grade level cluster in the 

permanent workforce? If “yes”, describe the trigger(s) in the text box.

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

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

Using the goal of 2% as the benchmark, OSHRC does not believe it has a trigger involving PWTD by grade level cluster due to the 

small size of OSHRC (50 permanent and 2 temporary/indefinite positions at the end of FY 2023), and because most of the positions 

require specialized experience and specific education requirements. OSHRC met this goal for FY 2023.

Grade Level Cluster(GS or Alternate Pay 

Planb)

Total Reportable Disability Targeted Disability

# # % # %

Numarical Goal -- 12% 2%

Grades GS-11 to SES 39 2 5.13 1 2.56

Grades GS-1 to GS-10 10 1 10.00 0 0.00

3. Describe how the agency has communicated the numerical goals to the hiring managers and/or recruiters.
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FY 2023

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Information is conveyed to hiring managers during meetings, by electronic mail messages, etc.

Section II: Model Disability Program

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

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

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

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

PROGRAM

1. Has the agency designated sufficient qualified personnel to implement its disability program during the reporting period? 

If “no”, describe the agency’s plan to improve the staffing for the upcoming year.

Answer Yes

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

employment status, and responsible official.

Disability Program Task

# of FTE Staff By Employment Status Responsible Official 

(Name, Title, Office 

Full Time Part Time Collateral Duty Email)

3. Has the agency provided disability program staff with sufficient training to carry out their responsibilities during the 

reporting period? If “yes”, describe the training that disability program staff have received. If “no”, describe the training 

planned for the upcoming year.

Answer Yes

Disability program staff received routine training needed to carry out their responsibilities.

B. PLAN TO ENSURE SUFFICIENT FUNDING FOR THE DISABILITY PROGRAM

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

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

funding and other resources.

Answer Yes

Section III: Program Deficiencies In The Disability Program

Section IV: Plan to Recruit and Hire Individuals with Disabilities

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

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

PWD and PWTD

A. PLAN TO IDENTIFY JOB APPLICATIONS WITH DISABILITIES

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

targeted disabilities.
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FY 2023

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The agency’s Selective Placement Program, reasonable accommodation program, general recruitment process, and qualification 

analysis determinations are made by the agency’s human resources staff.

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

(e.g., Schedule A) to recruit PWD and PWTD for positions in the permanent workforce

OSHRC utilizes hiring appointment authorities to include: 30 Percent or More Disabled Veterans’ appointment authority, Veterans 

Recruitment Appointment authority, Veterans Employment Opportunities Act, and other special hiring authorities.

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

how the agency (1) determines if the individual is eligible for appointment under such authority; and, (2) forwards the 

individual's application to the relevant hiring officials with an explanation of how and when the individual may be 

appointed.

The agency’s human resources and/or dedicated Office of Personnel Management staff thoroughly review resumes and application 

materials, perform qualification analysis for positions being filled, review disability certificates, etc. Resumes and other application 

materials are then forwarded to the hiring officials on a separate certificate for those individuals eligible for a Schedule A and other 

special hiring authorities.

4. Has the agency provided training to all hiring managers on the use of hiring authorities that take disability into account 

(e.g., Schedule A)? If “yes”, describe the type(s) of training and frequency. If “no”, describe the agency’s plan to provide 

this training.

Answer Yes

Human resources staff provide routine training and informational materials to managers and supervisors about using hiring 

authorities that take disability into account.

B. PLAN TO ESTABLISH CONTACTS WITH DISABILITY EMPLOYMENT ORGANIZATIONS

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

securing and maintaining employment.

The agency’s human resources staff maintains contact with Selective Placement Coordinators at other federal agencies; veterans’ 

organizations; the Veterans’ Employment and Training Service of the Department of Labor; state and local employment agencies; 

and other organizations, for explaining the functions of the Review Commission and the types of positions available to persons with 

disabilities.

C. PROGRESSION TOWARDS GOALS (RECRUITMENT AND HIRING)

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

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

a. New Hires for Permanent Workforce (PWD) Answer No

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

Using the goal of 12% for PWD and 2% for PWTD as the benchmarks, OSHRC does not believe it has triggers involving PWD 

and/ or PWTD among new hires due to the small size of OSHRC (50 permanent positions at the end of FY 2023), and because most 

of the positions require specialized experience and specific education requirements. We routinely review our hiring processes to 

identify barriers for PWD and PWTD and plan to expand our recruiting efforts, where possible, to reach PWD and PWTD by 
Occupational Safety and Health Review 

Commission

FY 2023

New Hires Total

Reportable Disability Targeted Disability

Permanent 

Workforce

Temporary 

Workforce

Permanent 

Workforce

Temporary 

Workforce

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

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notifying recruiters and specific professional societies and associations. In February 2021, we developed an Attorney Advisor hiring 

policy which outlines the agency’s procedures for filling positions in the 0905-job series as our goal is to attract broad applicant 

pools. We developed an Administrative Law Judge recruitment hiring process in FY 2022. We routinely review our hiring 

processes to identify barriers for PWD and PWTD and expand our recruiting efforts, where possible, to reach PWD and PWTD by 

notifying recruiters and specific professional societies and associations.

% of Total 

Applicants

% of Qualified 

Applicants

% of New Hires

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

of the mission- critical occupations (MCO)? If “yes”, please describe the triggers below. Select “n/a” if the applicant data 

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

a. New Hires for MCO (PWD) Answer No

b. New Hires for MCO (PWTD) Answer No

Using the goal of 12% for PWD and 2% for PWTD as the benchmarks, OSHRC does not believe it has triggers involving PWD 

and/ or PWTD among new hires due to the small size of OSHRC (50 permanent positions at the end of FY 2023), and because most 

of the positions require specialized experience and specific education requirements. In FY 2023, we expanded our recruiting efforts, 

where possible, to reach PWD and PWTD by notifying recruiters and specific professional societies and associations.

New Hires to Mission-Critical Occupations

Total

Reportable Disability Targetable Disability

New Hires New Hires

(#) (%) (%)

Numerical Goal -- 12% 2%

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

applicants for any of the mission-critical occupations (MCO)? If “yes”, please describe the triggers below. Select “n/a” if 

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

a. Qualified Applicants for MCO (PWD) Answer No

b. Qualified Applicants for MCO (PWTD) Answer No

OSHRC does not believe triggers exist for PWD and/or PWTD among the qualified internal applicants for any of the missioncritical occupations due to the small size of OSHRC, and because most of the positions require specialized experience and specific 

education requirements.

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

to any of the mission- critical occupations (MCO)? If “yes”, please describe the triggers below. Select “n/a” if the 

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

a. Promotions for MCO (PWD) Answer No

b. Promotions for MCO (PWTD) Answer No
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FY 2023

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Section V: Plan to Ensure Advancement Opportunities for Employees with 

Disabilities

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

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

awards programs, promotions, and similar programs that address advancement. In this section, agencies should identify, and provide 

data on programs designed to ensure advancement opportunities for employees with disabilities.

A. ADVANCEMENT PROGRAM PLAN

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

The agency will continue to advertise its positions on the USAJobs website. Jobs advertised as open to all sources specify that it is 

open to individual with disabilities. The agency also has a designated point of contact for communicating with individuals with 

disabilities and hiring agencies about job opportunities.

B. CAREER DEVELOPMENT OPPORTUNITES

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

Career development opportunities are mainly limited to training due to the small size of OSHRC and because most of the positions 

require specialized experience and specific education requirements. However, individuals are internally promoted if they are 

deemed qualified for the position and vacancies exist. Individual Development Plans are part of our performance system and 

includes training, education, and developmental activities to acquire competencies.

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

supervisory recommendation/ approval to participate.

Career Development 

Opportunities

Total Participants PWD PWTD

Applicants (#) Selectees (#)

 Applicants 

(%) Selectees (%)

 Applicants 

(%) Selectees (%)

Internship Programs

Fellowship Programs

Mentoring Programs

Coaching Programs

Training Programs

Detail Programs

Other Career Development 

Programs

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

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

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

plan to provide the data in the text box.

a. Applicants (PWD) Answer No

b. Selections (PWD) Answer No
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FY 2023

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

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

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

plan to provide the data in the text box.

a. Applicants (PWTD) Answer No

b. Selections (PWTD) Answer No

Career development opportunities are limited due to the small size of OSHRC and because most of the positions require specialized 

experience and specific education requirements.

C. AWARDS

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

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

a. Awards, Bonuses, & Incentives (PWD) Answer No

b. Awards, Bonuses, & Incentives (PWTD) Answer No

Employee incentives are distributed to employees on a fair and equitable basis.

Time-Off Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Time-Off Awards 1 - 10 hours: 

Awards Given

2 0.00 4.55 0.00 0.00

Time-Off Awards 1 - 10 Hours: 

Total Hours

16 0.00 36.36 0.00 0.00

Time-Off Awards 1 - 10 Hours: 

Average Hours

8 0.00 18.18 0.00 0.00

Time-Off Awards 11 - 20 hours: 

Awards Given

4 33.33 6.82 100.00 0.00

Time-Off Awards 11 - 20 Hours: 

Total Hours

64 533.33 109.09 1600.00 0.00

Time-Off Awards 11 - 20 Hours: 

Average Hours

16 533.33 36.36 1600.00 0.00

Time-Off Awards 21 - 30 hours: 

Awards Given

0 0.00 0.00 0.00 0.00

Time-Off Awards 21 - 30 Hours: 

Total Hours

0 0.00 0.00 0.00 0.00

Time-Off Awards 21 - 30 Hours: 

Average Hours

0 0.00 0.00 0.00 0.00

Time-Off Awards 31 - 40 hours: 

Awards Given

0 0.00 0.00 0.00 0.00

Time-Off Awards 31 - 40 Hours: 

Total Hours

0 0.00 0.00 0.00 0.00

Time-Off Awards 31 - 40 Hours: 

Average Hours

0 0.00 0.00 0.00 0.00

Time-Off Awards 41 or more 

Hours: Awards Given

0 0.00 0.00 0.00 0.00

Time-Off Awards 41 or more 

Hours: Total Hours

0 0.00 0.00 0.00 0.00

Time-Off Awards 41 or more 

Hours: Average Hours

0 0.00 0.00 0.00 0.00
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Cash Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Cash Awards: $501 - $999: Awards 

Given

0 0.00 0.00 0.00 0.00

Cash Awards: $501 - $999: Total 

Amount

0 0.00 0.00 0.00 0.00

Cash Awards: $501 - $999: 

Average Amount

0 0.00 0.00 0.00 0.00

Cash Awards: $1000 - $1999: 

Awards Given

2 0.00 4.55 0.00 0.00

Cash Awards: $1000 - $1999: Total 

Amount

3614 0.00 8213.64 0.00 0.00

Cash Awards: $1000 - $1999: 

Average Amount

1807 0.00 4106.82 0.00 0.00

Cash Awards: $2000 - $2999: 

Awards Given

8 0.00 18.18 0.00 0.00

Cash Awards: $2000 - $2999: Total 

Amount

17814 0.00 40486.36 0.00 0.00

Cash Awards: $2000 - $2999: 

Average Amount

2226 0.00 5059.09 0.00 0.00

Cash Awards: $3000 - $3999: 

Awards Given

7 66.67 11.36 100.00 50.00

Cash Awards: $3000 - $3999: Total 

Amount

23940 230600.00 38686.36 358800.00 166500.00

Cash Awards: $3000 - $3999: 

Average Amount

3420 115300.00 7736.36 358800.00 -6450.00

Cash Awards: $4000 - $4999: 

Awards Given

6 0.00 13.64 0.00 0.00

Cash Awards: $4000 - $4999: Total 

Amount

28425 0.00 64602.27 0.00 0.00

Cash Awards: $4000 - $4999: 

Average Amount

4737 0.00 10765.91 0.00 0.00

Cash Awards: $5000 or more: 

Awards Given

6 0.00 13.64 0.00 0.00

Cash Awards: $5000 or more: Total 

Amount

60475 0.00 137443.18 0.00 0.00

Cash Awards: $5000 or more: 

Average Amount

10079 0.00 22906.82 0.00 0.00

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

increases or performance- based pay increases? If “yes”, please describe the trigger(s) in the text box.

a. Pay Increases (PWD) Answer No

b. Pay Increases (PWTD) Answer No

Due to budgetary constraints, no quality step increases were granted in FY 2023.

Other Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

3. If the agency has other types of employee recognition programs, are PWD and/or PWTD recognized disproportionately 

less than employees without disabilities? (The appropriate benchmark is the inclusion rate.) If “yes”, describe the 

employee recognition program and relevant data in the text box.

a. Other Types of Recognition (PWD) Answer N/A

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

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

the senior grade levels? (The appropriate benchmarks are the relevant applicant pool for qualified internal applicants and 

the qualified applicant pool for selectees.) For non-GS pay plans, please use the approximate senior grade levels. If “yes”, 

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

plan to provide the data in the text box.

a. SES

i. Qualified Internal Applicants (PWD) Answer No

ii. Internal Selections (PWD) Answer No

b. Grade GS-15

i. Qualified Internal Applicants (PWD) Answer No

ii. Internal Selections (PWD) Answer No

c. Grade GS-14

i. Qualified Internal Applicants (PWD) Answer No

ii. Internal Selections (PWD) Answer No

d. Grade GS-13

i. Qualified Internal Applicants (PWD) Answer No

ii. Internal Selections (PWD) Answer No

Given the small size of OSHRC, there are limited opportunities for promotions to the senior grade levels. Internal promotions 

typically occur due to staff turnover.

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

to the senior grade levels? (The appropriate benchmarks are the relevant applicant pool for qualified internal applicants 

and the qualified applicant pool for selectees.) For non-GS pay plans, please use the approximate senior grade levels. If 

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

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

a. SES

i. Qualified Internal Applicants (PWTD) Answer No

ii. Internal Selections (PWTD) Answer No

b. Grade GS-15

i. Qualified Internal Applicants (PWTD) Answer No

ii. Internal Selections (PWTD) Answer No

c. Grade GS-14

i. Qualified Internal Applicants (PWTD) Answer No

ii. Internal Selections (PWTD) Answer No
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d. Grade GS-13

i. Qualified Internal Applicants (PWTD) Answer No

ii. Internal Selections (PWTD) Answer No

Given the small size of OSHRC, there are limited opportunities for promotions to the senior grade levels. Internal promotions 

typically occur due to staff turnover.

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

to the senior grade levels? For non-GS pay plans, please use the approximate senior grade levels. If “yes”, describe the 

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

provide the data in the text box.

a. New Hires to SES (PWD) Answer N/A

b. New Hires to GS-15 (PWD) Answer N/A

c. New Hires to GS-14 (PWD) Answer N/A

d. New Hires to GS-13 (PWD) Answer N/A

OSHRC does not believe it has a trigger involving PWD among the new hires to senior grade levels. Due to the small size of 

OSHRC (50 permanent and 2 temporary/indefinite positions in FY 2023), most of our positions require specialized experience and 

specific education requirements. In FY 2023, OSHRC did not have any vacancies at the senior grade levels.

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

hires to the senior grade levels? For non-GS pay plans, please use the approximate senior grade levels. If “yes”, describe 

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

provide the data in the text box.

a. New Hires to SES (PWTD) Answer N/A

b. New Hires to GS-15 (PWTD) Answer N/A

c. New Hires to GS-14 (PWTD) Answer N/A

d. New Hires to GS-13 (PWTD) Answer N/A

OSHRC does not believe it has a trigger involving PWTD among the new hires to senior grade levels. Due to the small size of 

OSHRC (50 permanent and 2 temporary/indefinite positions in FY 2023), most of our positions require specialized experience and 

specific education requirements. In FY 2023, OSHRC did not have any vacancies at the senior grade levels.

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

supervisory

positions? (The appropriate benchmarks are the relevant applicant pool for qualified internal applicants and the qualified 

applicant pool for selectees.) If “yes”, describe the trigger(s) in the text box. Select “n/a” if the applicant data is not 

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

a. Executives

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

ii. Internal Selections (PWD) Answer N/A

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

ii. Internal Selections (PWD) Answer N/A

c. Supervisors

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

ii. Internal Selections (PWD) Answer N/A

OSHRC does not believe it has a trigger involving PWD among the qualified internal applicants and/or selectees for promotions to 

supervisory positions. In FY 2023, OSHRC did not have any promotions to supervisory positions.

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

to supervisory positions? (The appropriate benchmarks are the relevant applicant pool for qualified internal applicants and 

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

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

a. Executives

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

ii. Internal Selections (PWTD) Answer N/A

b. Managers

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

ii. Internal Selections (PWTD) Answer N/A

c. Supervisors

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

ii. Internal Selections (PWTD) Answer N/A

OSHRC does not believe it has a trigger involving PWTD among the qualified internal applicants and/or selectees for promotions to 

supervisory positions. In FY 2023, OSHRC did not have any promotions to supervisory positions.

7. Using the qualified applicant pool as the benchmark, does your agency have a trigger involving PWD among the selectees 

for new hires to supervisory positions? If “yes”, describe the trigger(s) in the text box. Select “n/a” if the applicant data is 

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

a. New Hires for Executives (PWD) Answer N/A

b. New Hires for Managers (PWD) Answer N/A

c. New Hires for Supervisors (PWD) Answer N/A

OSHRC does not believe it has a trigger involving PWD among the qualified internal applicants and/or selectees for promotions to 

supervisory positions. In FY 2023, OSHRC did not have any promotions to supervisory positions.

8. Using the qualified applicant pool as the benchmark, does your agency have a trigger involving PWTD among the 

selectees for new hires to supervisory positions? If “yes”, describe the trigger(s) in the text box. Select “n/a” if the 

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

a. New Hires for Executives (PWTD) Answer N/A
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b. New Hires for Managers (PWTD) Answer N/A

c. New Hires for Supervisors (PWTD) Answer N/A

OSHRC does not believe it has a trigger involving PWTD among the qualified internal applicants and/or selectees for promotions to 

supervisory positions. In FY 2023, OSHRC did not have any promotions to supervisory positions.

Section VI: Plan to Improve Retention of Persons with Disabilities

To be model employer for persons with disabilities, agencies must have policies and programs in place to retain employees with 

disabilities. In this section, agencies should: (1) analyze workforce separation data to identify barriers retaining employees with 

disabilities; (2) describe efforts to ensure accessibility of technology and facilities; and (3) provide information on the reasonable 

accommodation program and workplace assistance services.

A. VOLUNTARY AND INVOLUNTARY SEPARATIONS

1. In this reporting period, did the agency convert all eligible Schedule A employees with a disability into the competitive 

service after two years of satisfactory service (5 C.F.R. § 213.3102(u)(6)(i))? If “no”, please explain why the agency did 

not convert all eligible Schedule A employees.

Answer N/A

OSHRC did not have any eligible Schedule A employees in FY 2023.

2. Using the inclusion rate as the benchmark, did the percentage of PWD among voluntary and involuntary separations 

exceed that of persons without disabilities? If “yes”, describe the trigger below.

a.Voluntary Separations (PWD) Answer No

b.Involuntary Separations (PWD) Answer No

Seperations Total # Reportable Disabilities %

Without Reportable 

Disabilities %

Permanent Workforce: Reduction in Force 0 0.00 0.00

Permanent Workforce: Removal 0 0.00 0.00

Permanent Workforce: Resignation 0 0.00 0.00

Permanent Workforce: Retirement 2 0.00 4.17

Permanent Workforce: Other Separations 1 0.00 2.08

Permanent Workforce: Total Separations 3 0.00 6.25

3. Using the inclusion rate as the benchmark, did the percentage of PWTD among voluntary and involuntary separations 

exceed that of persons without targeted disabilities? If “yes”, describe the trigger below.

a.Voluntary Separations (PWTD) Answer No

b.Involuntary Separations (PWTD) Answer No

Seperations Total # Targeted Disabilities %

Without Targeted Disabilities 

%

Permanent Workforce: Reduction in Force 0 0.00 0.00

Permanent Workforce: Removal 0 0.00 0.00

Permanent Workforce: Resignation 0 0.00 0.00
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Seperations Total # Targeted Disabilities %

Without Targeted Disabilities 

%

Permanent Workforce: Retirement 2 0.00 4.00

Permanent Workforce: Other Separations 1 0.00 2.00

Permanent Workforce: Total Separations 3 0.00 6.00

4. If a trigger exists involving the separation rate of PWD and/or PWTD, please explain why they left the agency using exit 

interview results and other data sources.

N/A

B. ACCESSIBILITY OF TECHNOLOGY AND FACILITIES

Pursuant to 29 CFR §1614.203(d)(4), federal agencies are required to inform applicants and employees of their rights under Section 

508 of the Rehabilitation Act of 1973 (29 U.S.C. § 794(b), concerning the accessibility of agency technology, and the Architectural 

Barriers Act of 1968 (42 U.S.C. § 4151-4157), concerning the accessibility of agency facilities. In addition, agencies are required to 

inform individuals where to file complaints if other agencies are responsible for a violation.

1. Please provide the internet address on the agency’s public website for its notice explaining employees’ and applicants’ 

rights under Section 508 of the Rehabilitation Act, including a description of how to file a complaint.

https://www.oshrc.gov/assets/1/6/OSHRC_32_-_Reasonable_Accommodation_Policy_and_Procedures.pdf. If a request for 

reasonable accommodation is denied, the Review Commission encourages the use of an informal dispute resolution process to allow 

individuals with disabilities to obtain prompt reconsideration of denials of reasonable accommodation.

2. Please provide the internet address on the agency’s public website for its notice explaining employees’ and applicants’ 

rights under the

Architectural Barriers Act, including a description of how to file a complaint.

https://www.oshrc.gov/publications/accessibility-information/

3. Describe any programs, policies, or practices that the agency has undertaken, or plans on undertaking over the next fiscal 

year, designed to improve accessibility of agency facilities and/or technology.

OSHRC continues to work with building management to address Architectural Barriers and what steps would be required to make 

our space accessible.

C. REASONABLE ACCOMMODATION PROGRAM

Pursuant to 29 C.F.R. § 1614.203(d)(3), agencies must adopt, post on their public website, and make available to all job applicants 

and employees, reasonable accommodation procedures.

1. Please provide the average time frame for processing initial requests for reasonable accommodations during the reporting 

period. (Please do not include previously approved requests with repetitive accommodations, such as interpreting services.)

OSHRC did not have any reasonable accommodation requests in FY 2023.

2. Describe the effectiveness of the policies, procedures, or practices to implement the agency’s reasonable accommodation 

program. Some examples of an effective program include timely processing requests, timely providing approved 

accommodations, conducting training for managers and supervisors, and monitoring accommodation requests for trends.

Our reasonable accommodation policy outlines the processing of requests and providing reasonable accommodations to employees 
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FY 2023

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and applicants. OSHRC did not have any reasonable accommodation requests in FY 2023.

D. PERSONAL ASSISTANCE SERVICES ALLOWING EMPLOYEES TO PARTICIPATE IN THE 

WORKPLACE

Pursuant to 29 CFR §1614.203(d)(5), federal agencies, as an aspect of affirmative action, are required to provide personal 

assistance services (PAS) to employees who need them because of a targeted disability, unless doing so would impose an undue 

hardship on the agency.

Describe the effectiveness of the policies, procedures, or practices to implement the PAS requirement. Some examples of 

an effective program include timely processing requests for PAS, timely providing approved services, conducting training 

for managers and supervisors, and monitoring PAS requests for trends.

OSHRC had no personal assistance services (PAS) requests in FY 2023. Our reasonable accommodation policy includes PAS 

procedures.

Section VII: EEO Complaint and Findings Data

A. EEO COMPLAINT DATA INVOLVING HARASSMENT

1. During the last fiscal year, did a higher percentage of PWD file a formal EEO complaint alleging harassment, as compared 

to the governmentwide average?

Answer No

2. During the last fiscal year, did any complaints alleging harassment based on disability status result in a finding of 

discrimination or a settlement agreement?

Answer N/A

3. If the agency had one or more findings of discrimination alleging harassment based on disability status during the last 

fiscal year, please describe the corrective measures taken by the agency.

B. EEO COMPLAINT DATA INVOLVING REASONABLE ACCOMMODATION

1. During the last fiscal year, did a higher percentage of PWD file a formal EEO complaint alleging failure to provide a 

reasonable

accommodation, as compared to the government-wide average?

Answer No

2. During the last fiscal year, did any complaints alleging failure to provide reasonable accommodation result in a finding of 

discrimination or a settlement agreement?

Answer N/A

3. If the agency had one or more findings of discrimination involving the failure to provide a reasonable accommodation 

during the last fiscal year, please describe the corrective measures taken by the agency.

Section VIII: Identification and Removal of Barriers

Element D of MD-715 requires agencies to conduct a barrier analysis when a trigger suggests that a policy, procedure, or practice 

may be impeding the employment opportunities of a protected EEO group.
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1. Has the agency identified any barriers (policies, procedures, and/or practices) that affect employment opportunities for 

PWD and/or PWTD?

Answer No

2. Has the agency established a plan to correct the barrier(s) involving PWD and/or PWTD?

Answer N/A

3. Identify each trigger and plan to remove the barrier(s), including the identified barrier(s), objective(s), responsible 

official(s), planned activities, and, where applicable, accomplishments

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

OSHRC does not believe it has a trigger involving hiring and/or retaining PWD and PWTD due to its small size (50 permanent and 

2 temporary/indefinite positions at the end of FY 2023), and because most of the positions require specialized experience and 

specific education requirements. In FY 2023, we continued to review policies, procedures, and/or practices for triggers that will 

prevent us from hiring and/or retaining PWD and PWTD. We did not identify any triggers.

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

barrier(s).

No barriers were identified that resulted in planned activities.

6. If the planned activities did not correct the trigger(s) and/or barrier(s), please describe how the agency intends to improve 

the plan for the next fiscal year.

No barriers were identified that resulted in planned activities.