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DOD Defense Security Cooperation 

Agency

FY 2022

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 Yes

PWDs were underrepresented for the GS-11 through SES cluster, representing 10.48% (50 employees). Although this was an 

increase from FY21 (48, 10.55%), it remains below the 12% target goal.

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

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

metropolitan region.

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

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

a. Cluster GS-1 to GS-10 (PWTD) Answer Yes

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

PWTDs were not represented for the GS-01 through GS-10 cluster in FY22. This was the same as in FY21. PWTDs were 

underrepresented for the GS-11 through SES cluster, representing 1.47% (7 employees). Although this was an increase from FY21 

(6, 1.32%), it remains below the 2% target goal. It is important to note that PWTDs were well represented and above the 2% goal at 

the GS-12 level (3, 5.17%), underrepresented at GS-13 (1, 0.74%) and GS-14 (3, 1.68%), and not represented at the GS-15 and SES 

levels.

Grade Level Cluster(GS or Alternate Pay 

Planb)

Total Reportable Disability Targeted Disability

# # % # %

Numarical Goal -- 12% 2%

Grades GS-1 to GS-10 28 6 21.43 0 0.00

Grades GS-11 to SES 481 51 10.60 7 1.46

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

September 2021, DO-S met with DSCA leadership concerning assumption of EEO servicing. The hiring goals were communicated 

initially by DO-S at that time. DO-S will add to its EEO training, information about the hiring goals in effort to inform the entire 
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FY 2022

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DSCA staff – supervisors/managers and non-supervisors.

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

Yes - DO-S has a full-time Disability Program Coordinator (DPC) who primarily services the reasonable accommodations requests 

of DO-S serviced agencies. Also, the AEP/SEP Program Manager monitors the hiring of PWDs and PWTDs at DO-S serviced 

agencies. Due to limited FTEs and funding, no positions will be added to the EEO staff. DSCA will add a Human Resources 

Specialist to TM to focus on EEO related efforts.

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

employment status, and responsible official.

Disability Program Task

# of FTE Staff By Employment Status Responsible Official 

(Name, Title, Office 

Full Time Part Time Collateral Duty Email)

Answering questions from the public about 

hiring authorities that take disability into 

account

1 0 0 James Lee

DSCA Human Resources 

Specialist

Processing applications from PWD and PWTD 1 0 0 James Seals

DSCA Human Resources 

Specialist

Processing reasonable accommodation requests 

from applicants and employees

1 0 0 Quentin Mason

DPC, DO-S

Quentin.Mason@dla.mil

Section 508 Compliance 1 0 0 Richard Williamson

Richard.c.williamson14.civ@mail.mil

Architectural Barriers Act Compliance 1 0 0 Mona Fobish

Mona.c.fobish.civ@mail.mil

Special Emphasis Program for PWD and 

PWTD

1 0 0 Michael Bellinger, Jr.

Affirmative Employment 

Manager, DO-S

Michael.Bellinger@dla.mil

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

Yes - The DO-S DPC/RA Coordinator has attended RA and Disability Program Manager Training. In addition, the DLA Enterprise 
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EEO Office, Affirmative Employment and Diversity Division hosts regular meetings to discuss complaint and RA issues. The 

meetings also give an opportunity to receive updates to disability-related issues, discuss challenges, and share best practices.

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

Yes - DO-S has a full-time DPC/RA Coordinator, whose primary duties of this person’s position has been to process RA requests. 

This person is getting acclimated to the other responsibilities of a DPC. In the meantime, the AEP/SEP Manager continues to 

monitor PWD and PWTD participation rates within DSCA and building relationship with the Soldiers for Life – Technical 

Assistance Program (SFL-TAP) at Fort Belvoir to increase outreach opportunities to veterans with disabilities. Due to limited FTEs 

and funding, no positions will be added to the EEO staff. DSCA will add a Human Resources Specialist to TM to focus on EEO 

related efforts.

Section III: Program Deficiencies In The Disability Program

Section IV: Plan to Recruit and Hire Individuals with Disabilities

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

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

PWD and PWTD

A. PLAN TO IDENTIFY JOB APPLICATIONS WITH DISABILITIES

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

targeted disabilities.

The Agency continued its use of Schedule A and Veterans appointing authorities to hire PWD. In addition to the available 

mechanisms to hire, DO-S will explore the possibility of DSCA participating in or expanding participation in the Workforce 

Recruitment Program for College Students with Disabilities (WRP), as a resource to include PWTDs in the workforce. The WRP 

allows agencies to employ PWTDs for 14 weeks of experience with the Agency. This program provides the opportunity for both 

students and DSCA to assess skills, capability, and desire to work for the Agency. At the end of the 14 weeks, the Agency has the 

opportunity to hire a student on its rolls. DO-S will expand its outreach efforts to reach PWTDs for DSCA.

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

DSCA continued its use of Schedule A (5 CFR 213.3102(u)) to hire persons with intellectual, severely physical, and psychiatric 

disabilities. Persons eligible for such appointment must apply against specific job announcements and submit required 

documentation. Unsolicited resumes that are not for specific job opportunity announcements are not accepted. DSCA also utilized 

Veteran’s Preference appointments to hire veterans with disabilities. DSCA vacancy announcements on USAJOBs are nearly 

always open to Veterans eligible for Veterans Recruitment Appointment, GS-11 and below, 30% Disabled Veteran (no grade 

limitation); and Veterans Employment Opportunity Act (VEOA), competitive with no grade limitation.

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.
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Individuals eligible for Schedule A or Veterans appointing authorities must apply for specific vacancies. They are encouraged to apply via USAJOBs. Candidates must submit the proper documents to substantiate their Schedule A or Veterans appointment 

eligibility. Depending on the appointment authority, documentation is a letter for a physician or care providing certifying their 

hiring eligibility, a DD form 214, Military Discharge paperwork, and letter from the Department of Veterans’ Affairs or military 

branch of service certifying their overall service-connected disability. Hiring managers may coordinate with HR when desiring to 

utilize Schedule A or Veterans appointing authorities to hire. They are to provide HR with the candidate’s resume, Schedule A letter 

and veterans documentation if applicable. HR also refers qualified applicants to hiring managers based on their identified 

appointing authority (e.g., Schedule A, 30% or more disabled veteran, or both).

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

Annual training is provided to DSCA’s workforce that includes information on hiring authorities for PWD/PWTDs (e.g., Schedule 

A and Veteran’s hiring authorities) and is tailored to the needs of supervisors, managers, and hiring officials.

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.

DO-S will connect DSCA with the Fort Belvoir Soldiers for Life – Technical Assistance Program Office to increase its outreach 

footprint to soldiers who are planning to retire and current veterans. DO-S has an informal partnership that has led to increased 

awareness of and participation in SFL-TAP outreach events for increasing awareness of DLA. DO-S and DSCA can partner to do 

the same for DSCA. DO-S can also share information with DSCA about Operation Warfighter (OWF) and Wounded Warrior 

Outreach/Recruitment events. During FY19, DO-S participated in outreach events of SFL-TAP, OWF, and Wounded Warrior for 

the first time for the Defense Logistics Agency (DLA). As such, an assessment was made concerning the ROI on loss of manpower 

and resources. DO-S determined that these events effectively serve the purpose of outreach - publicizing DLA to attendees and will 

recommend them to DSCA for their participation as well. DO-S works with the Computer/Electronic Accommodations Program to 

assist PWDs and PWTDs with maintaining successful employment through the attainment of equipment that will make it possible 

and/or easier to successfully execute the duties of the job.

C. PROGRESSION TOWARDS GOALS (RECRUITMENT AND HIRING)

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

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

a. New Hires for Permanent Workforce (PWD) Answer Yes

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

Of the 95 total new permanent new hires, there were nine (9) that self-identified as having a disability; therefore, PWDs were 

underrepresented at 9.47%. PWTDs were not represented.

New Hires Total

Reportable Disability Targeted Disability

Permanent 

Workforce

Temporary 

Workforce

Permanent 

Workforce

Temporary 

Workforce

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

0

0

% of Total 

Applicants

% of Qualified 
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Applicants

% of New Hires 0

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 Yes

Of the 34 total MCO permanent new hires, PWDs were well represented at 17.65% (6). PWTDs not represented.

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 Yes

Of the 34 total MCO permanent new hires, PWDs were well represented at 17.65% (6). PWTDs not represented.

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 Yes

b. Promotions for MCO (PWTD) Answer No

Of the 46 total MCO permanent promotions., PWDs (5, 10.87%) were underrepresented, while PWTDs (1, 2.17%) were well 

represented.

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.

DO-S servicing of DSCA started August 2019. This plan will be examined and enhanced in upcoming years.
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B. CAREER DEVELOPMENT OPPORTUNITES

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

DSCA had participation on their detail program during FY22.

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 (%)

Coaching Programs 0 0 0 0 0 0

Training Programs 0 0 0 0 0 0

Detail Programs 3 0 0 0 0 0

Internship Programs 0 0 0 0 0 0

Mentoring Programs 0 0 0 0 0 0

Fellowship Programs 0 0 0 0 0 0

Other Career Development 

Programs

0 0 0 0 0 0

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

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

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

plan to provide the data in the text box.

a. Applicants (PWD) Answer Yes

b. Selections (PWD) Answer Yes

PWDs were not represented

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 Yes

b. Selections (PWTD) Answer Yes

PWTDs were not represented

C. AWARDS

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

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

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

b. Awards, Bonuses, & Incentives (PWTD) Answer Yes
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Time-off award (1-10 hours): PWDs and PWTDs were not represented. Time-off award (21-30 hours): PWTDs underrepresented at 

1.89%. It is important to note that PWTDs increased from FY21 (1.33%). Time-off award (31-40 hours): PWDs underrepresented at 

10.39% which is a decline from FY21 (10.95%). PWTDs underrepresented at 1.43% yet an increase from FY21 (0.71%). Cash 

awards ($500 and under): PWTDs were not represented. Cash awards ($1,000-$1,999): PWTDs were not represented. Cash awards 

($2,000-$2,999): PWDs underrepresented at 10%. PWTDs were not represented, a decline from FY21 (1.56%). Cash awards 

($4,000-$4,999): PWDs underrepresented at 1.92%. PWTDs were not represented, a decline from FY21 (1.61%).

Time-Off Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Time-Off Awards 1 - 10 hours: 

Awards Given

5 0.00 1.25 0.00 0.00

Time-Off Awards 1 - 10 Hours: 

Total Hours

32 0.00 8.02 0.00 0.00

Time-Off Awards 1 - 10 Hours: 

Average Hours

6.4 0.00 1.60 0.00 0.00

Time-Off Awards 11 - 20 hours: 

Awards Given

26 8.77 4.76 14.29 8.00

Time-Off Awards 11 - 20 Hours: 

Total Hours

412 140.35 76.19 228.57 128.00

Time-Off Awards 11 - 20 Hours: 

Average Hours

15.85 28.07 4.01 228.57 0.00

Time-Off Awards 21 - 30 hours: 

Awards Given

53 15.79 9.27 14.29 16.00

Time-Off Awards 21 - 30 Hours: 

Total Hours

1302 378.95 225.56 342.86 384.00

Time-Off Awards 21 - 30 Hours: 

Average Hours

24.57 42.11 6.10 342.86 0.00

Time-Off Awards 31 - 40 hours: 

Awards Given

281 52.63 55.64 57.14 52.00

Time-Off Awards 31 - 40 Hours: 

Total Hours

9980 1824.56 1979.95 1828.57 1824.00

Time-Off Awards 31 - 40 Hours: 

Average Hours

35.52 60.82 8.92 457.14 5.34

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

Cash Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Cash Awards: $501 - $999: Awards 

Given

8 1.75 1.50 14.29 0.00

Cash Awards: $501 - $999: Total 

Amount

5911 1684.21 1052.88 13714.29 0.00

Cash Awards: $501 - $999: 

Average Amount

738.88 1684.21 175.48 13714.29 0.00

Cash Awards: $1000 - $1999: 

Awards Given

36 15.79 5.26 0.00 18.00

Cash Awards: $1000 - $1999: Total 

Amount

57196 23863.16 8423.56 0.00 27204.00

Cash Awards: $1000 - $1999: 

Average Amount

1588.78 2651.46 401.12 0.00 3022.66

Cash Awards: $2000 - $2999: 

Awards Given

60 10.53 12.53 0.00 12.00
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Cash Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Cash Awards: $2000 - $2999: Total 

Amount

145602 23896.49 30747.87 0.00 27242.00

Cash Awards: $2000 - $2999: 

Average Amount

2426.7 3982.75 614.96 0.00 4540.34

Cash Awards: $3000 - $3999: 

Awards Given

66 21.05 12.53 28.57 20.00

Cash Awards: $3000 - $3999: Total 

Amount

230023 75047.37 43372.18 98557.14 71756.00

Cash Awards: $3000 - $3999: 

Average Amount

3485.2 6253.95 867.44 49278.57 230.50

Cash Awards: $4000 - $4999: 

Awards Given

52 1.75 11.53 0.00 2.00

Cash Awards: $4000 - $4999: Total 

Amount

230955 7963.16 51032.08 0.00 9078.00

Cash Awards: $4000 - $4999: 

Average Amount

4441.44 7963.16 1109.39 0.00 9078.00

Cash Awards: $5000 or more: 

Awards Given

172 35.09 32.58 42.86 34.00

Cash Awards: $5000 or more: Total 

Amount

1206463 231731.58 233732.08 234314.29 231370.00

Cash Awards: $5000 or more: 

Average Amount

7014.32 11586.58 1797.94 78104.71 2274.04

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

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

a. Pay Increases (PWD) Answer Yes

b. Pay Increases (PWTD) Answer No

PWDs were underrepresented at 8.33%

Other Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Total Performance Based Pay 

Increases Awarded

6 1.75 1.00 0.00 2.00

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 No

b. Other Types of Recognition (PWTD) Answer No

Performance Base Pay Increase: PWTDs were not represented in FY22.

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.
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a. SES

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

ii. Internal Selections (PWD) Answer N/A

b. Grade GS-15

i. Qualified Internal Applicants (PWD) Answer Yes

ii. Internal Selections (PWD) Answer Yes

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 Yes

ii. Internal Selections (PWD) Answer Yes

Reviewing DSCA internal promotions for MCOs in FY22, PWDs were not represented for GS-13 positions. PWDs were well 

represented for GS-14 positions at 14.29% (2 of 14). PWDs were underrepresented for GS-15 positions at 11.11% (1 of 9). There 

were no internal promotions for SES positions.

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 N/A

ii. Internal Selections (PWTD) Answer N/A

b. Grade GS-15

i. Qualified Internal Applicants (PWTD) Answer Yes

ii. Internal Selections (PWTD) Answer Yes

c. Grade GS-14

i. Qualified Internal Applicants (PWTD) Answer Yes

ii. Internal Selections (PWTD) Answer Yes

d. Grade GS-13

i. Qualified Internal Applicants (PWTD) Answer Yes

ii. Internal Selections (PWTD) Answer Yes

Reviewing DSCA internal promotions for MCOs in FY22, PWTDs were not represented for GS-13, GS-14, or GS-15 positions. 
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There were no internal promotions for SES positions.

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 No

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

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

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

Of the total 46 permanent new hires for the MCOs, there were 24 at the GS-13, 19 at the GS-14, and 3 at the GS-15 grade levels. 

There were zero new hires for SES. PWDs were not represented at the GS-15 grade levels, PWDs (2, 10.53%) were 

underrepresented at the GS-14 grade level, and PWDs were well represented at the GS-13 grade level. GS-13: PWDs (12.5%) well 

represented.

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 No

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

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

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

Of the total 46 permanent new hires for the MCOs, there were 24 at the GS-13, 19 at the GS-14, and 3 at the GS-15 grade levels. 

There were zero new hires for SES. PWTDs were not represented at any 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 Yes

ii. Internal Selections (PWD) Answer Yes

b. Managers

i. Qualified Internal Applicants (PWD) Answer Yes

ii. Internal Selections (PWD) Answer Yes

c. Supervisors

i. Qualified Internal Applicants (PWD) Answer Yes
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ii. Internal Selections (PWD) Answer Yes

Executives: PWDs were underrepresented at 10.34% Managers and Supervisors: PWDs were not represented.

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 Yes

ii. Internal Selections (PWTD) Answer Yes

b. Managers

i. Qualified Internal Applicants (PWTD) Answer Yes

ii. Internal Selections (PWTD) Answer Yes

c. Supervisors

i. Qualified Internal Applicants (PWTD) Answer Yes

ii. Internal Selections (PWTD) Answer Yes

PWTDs were not represented

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

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

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

a. New Hires for Executives (PWD) Answer Yes

b. New Hires for Managers (PWD) Answer Yes

c. New Hires for Supervisors (PWD) Answer No

Executives – PWDs were underrepresented at 5.71% Managers – PWDs were underrepresented at 9.30%

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

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

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

a. New Hires for Executives (PWTD) Answer Yes

b. New Hires for Managers (PWTD) Answer Yes

c. New Hires for Supervisors (PWTD) Answer Yes

PWTDs were not represented.

Section VI: Plan to Improve Retention of Persons with Disabilities
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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

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 Yes

Voluntary (retirement): PWDs were 5% (1); whereas persons who identified as not having a disability were at 85% (17). 

Involuntary (removal): PWDs were at 100% (1). This was the only removal.

Seperations Total # Reportable Disabilities %

Without Reportable 

Disabilities %

Permanent Workforce: Reduction in Force 0 0.00 0.00

Permanent Workforce: Removal 1 1.59 0.00

Permanent Workforce: Resignation 24 3.17 4.45

Permanent Workforce: Retirement 20 1.59 3.85

Permanent Workforce: Other Separations 32 7.94 5.47

Permanent Workforce: Total Separations 77 14.29 13.77

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

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

a.Voluntary Separations (PWTD) Answer No

b.Involuntary Separations (PWTD) Answer Yes

PWTDs were not represented.

Seperations Total # Targeted Disabilities %

Without Targeted Disabilities 

%

Permanent Workforce: Reduction in Force 0 0.00 0.00

Permanent Workforce: Removal 1 0.00 0.18

Permanent Workforce: Resignation 24 14.29 4.18

Permanent Workforce: Retirement 20 0.00 3.64

Permanent Workforce: Other Separations 32 0.00 5.82

Permanent Workforce: Total Separations 77 14.29 13.82

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.
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Refer to Section I.

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.

DSCA’s website is at https://www.dsca.mil/ and the information pertaining to website accessibility can be found at https://

dodcio.defense.gov/DoDSection508/Std_Stmt.aspx

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.

DSCA’s link to the Architectural Barriers Act information can be found on their public website at https://www.dsca.mil/eeo-equalemployment-opportunity which directs their workforce to DLA’s public website at https://www.dla.mil/EEO/Business/

Architectural-Barriers-Act/ DO-S is working with DSCA to correct this on their website. Accomplishments will be reflected on the 

FY23 report.

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.

DO-S servicing of DSCA started August 2019. DO-S will become familiar with DSCA activities to address any concerns about 

facility and technology issues, and improvements made for either or both.

C. REASONABLE ACCOMMODATION PROGRAM

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

and employees, reasonable accommodation procedures.

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

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

In FY22, the average time frame for initial processing RA requests was 54.5-days, an increase in processing time by 13.5-days 

(32.93%) as compared to FY21 (41-days). Decision Makers (DMs) were slow to action on RA requests because the request needed 

more information.

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

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

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

During FY22, DO-S provided substantive assistance and subject matter expertise to employees of DSCA in the area of RA. DO-S 

conducted numerous counseling sessions with management and employees regarding RA processes and disability concerns, and 

processed RA requests and contacts/inquiries. DO-S increased awareness of the RA process by serviced employees and first line 

supervisors and has increased the amount and quality of the interactive process between employees, management officials, and the 

RA Coordinator. As the facilitator of the process, the RA Coordinator provides individual guidance to the employee and 

management in order for DSCA to provide an effective means of accommodation agreed upon by all. DO-S will educate the DSCA 
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workforce through formal training about RAs and disabilities, to include hidden disabilities, and hiring appointing authorities for 

PWDs.

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.

DLA’s PAS Policy is included in DLA’s Reasonable Accommodations Procedures. DSCA follows DLA’s RA procedures as one of 

DLA’s EEO customers. DSCA supervisors and employees are given information about PAS during EEO training offered and may 

retrieve further information on PAS via DSCA’s public website at https://www.dsca.mil/eeo-equal-employment-opportunity which 

directs the workforce to DLA’s public website at https://www.dla.mil/EEO/Offers/PersonalAssistanceServices/ DSCA did not have 

any PAS requests during the FY22 reporting period.

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 No

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

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

No. DSCA had zero complaints that alleged harassment. DSCA had zero (0) findings of discrimination.

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 No

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

during the last fiscal year, please describe the corrective measures taken by the agency.
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No. DSCA had zero complaints that alleged harassment. DSCA had zero (0) findings of discrimination.

Section VIII: Identification and Removal of Barriers

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

may be impeding the employment opportunities of a protected EEO group.

1. Has the agency identified any barriers (policies, procedures, and/or practices) that affect employment opportunities for 

PWD and/or PWTD?

Answer Yes

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

Answer Yes

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

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

CONDITION THAT WAS 

A TRIGGER FOR A 

POTENTIAL BARRIER:

Provide a brief narrative 

describing the condition at 

issue.

How was the condition 

recognized as a potential 

barrier?

Workforce Data (if so identify the table)

Workforce Data Table - B1

PWD and PWTD

Y

Y

STATEMENT OF 

BARRIER GROUPS:

STATEMENT OF 

IDENTIFIED BARRIER:

Provide a succinct statement 

of the agency policy, 

procedure

or practice that has been 

determined to be the barrier 

of the 

undesired condition.

Barrier Group

People with Disabilities

People with Targeted Disabilities

Source of the Trigger:

Specific Workforce Data 

Table:

Barrier Analysis Process 

Completed?:

Barrier(s) Identified?:

Barrier Name Description of Policy, Procedure, or Practice

Objective(s) and Dates for EEO Plan

Date 

Initiated

Target Date Sufficient 

Funding / 

Staffing?

Date 

Modified

Date 

Completed

Objective Description

10/01/2021 04/01/2023 Yes EEO will monitor and correct barriers that may be 

incorrectly categorizing employee’s identification for 

the hiring, promotion, and awards.

Responsible Official(s)

Title Name Standards Address The Plan?

DO-S Staff Director Beverly Johnson Yes

DO-S AEP/SEP Manager Michelle Crafts Yes

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

04/01/2023 Monitor Hiring, Promotion, and Awards Practice Yes
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Report of Accomplishments

Fiscal Year Accomplishment

2022 Triggers found in DSCA’s external hiring, internal promotions, and awards program in FY22 for PWDs and 

PWTDs. DO-S will On August 31, 2022, EEOC approved DSCA’s EEO Award Instruction and is pending 

implementation into its award program. DO-S will continue to monitor DSCA’s recruitment and retainment 

efforts for effects on its workforce.”

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

DO-S continues to monitor DSCA’s hiring, promotion, and awards practices.

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

barrier(s).

N/A

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.

N/A