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DOD Defense Threat Reduction 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 Yes

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

The GS-1 to GS-10 Cluster decreased in representation of PWD during FY22 (0.22) in comparison with FY21 (0.42%). The 

analysis also noted that representation of employees in Cluster GS-1 to GS-10 decreased in from 29 employees in FY21 to 14 

employees in FY22.

*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

Grade Level Cluster(GS or Alternate Pay 

Planb)

Total Reportable Disability Targeted Disability

# # % # %

Numarical Goal -- 12% 2%

Grades GS-1 to GS-10 14 3 21.43 1 7.14

Grades GS-11 to SES 1218 187 15.35 47 3.86

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

Information regarding the numerical goals is shared with hiring officials and Managers during the Strategic Recruitment 

Discussions (SRDs) to improve the incorporation of information regarding special hiring authorities for veterans, disabled veterans 

and 30% or more disabled veterans, PWDs and PWTDs.

Section II: Model Disability Program
DOD Defense Threat Reduction Agency FY 2022

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

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

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

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

PROGRAM

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

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

Answer Yes

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)

Processing reasonable accommodation requests 

from applicants and employees

1 0 0 Sherry Parker

Supervisory HR Specialist

Processing applications from PWD and PWTD 1 0 0 Jacqueline Preliou-Holland

Human Resource 

Specialist

Architectural Barriers Act Compliance 1 0 0 Eric Reed

Facilities Plans and Space

Eric.c.reed8.civ@mail.mil

Answering questions from the public about 

hiring authorities that take disability into 

account

1 0 0 Cheryl B. Williams-Payton

SEPM Program Manager

Special Emphasis Program for PWD and 

PWTD

1 0 0 Cheryl B. Williams-Payton

SEPM Program Manager

Section 508 Compliance 1 0 0 James Taylor

508 Coordinator

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

In FY22, the Disability Program Manager received one-on-one training designed to increase the knowledge and skills related to 

preparation of the MD-715 Part J and Applicant Flow Data.

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
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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.

DTRA Outreach Team partnered with the Department of Defense’s Operation Warfighter (OWF) Program. In FY22, DTRA 

participated in four Employment and Education Initiatives (E2I) & Operation Warfighter (OWF) Programs, the inaugural virtual 

event, two additional virtual and one in-person event, with a total of 455 OWF Internship candidates receiving positive DTRA 

brand-messaging and exposure of potential next generation workforce. At the career fairs, Persons with Disabilities (PWD) were 

able to provide their resumes and Schedule A letter to the Agency’s Disability Program Manager. DTRA Outreach participated in 

several successful Diversity, disabled, veteran, and STEM outreach engagements, resulting with over 7,000 participants introduced 

to the DTRA, DoD and Federal employment, Diversity, inclusion, culture and opportunities. Outreach collaboration with 

Handshake rendered over 80 various nation-wide collegiate events with over 5,000 students, alumni and facilities whom attended 

DTRA presentations of Agency Overview, Question & Answer sessions, navigation and exploration of www.USAJOBS.gov. 

Utilizing the Agency Strategic Plan along with the Equity, Diversity and Inclusion Office Diversity Hiring Guidance, DTRA 

Outreach ensured, facilitated and created open-dialogue for DTRA leaders, key stakeholders, hiring Managers and Employee 

Resources Groups (ERGs) to reach academia, corporate industry, infinity groups, communities and under-represented groups 

through outreach efforts. The Selective Placement Program Coordinator (SPCC) coordinated with hiring Managers to consider 

hiring noncompetitive applicants before announcing the job on USAJobs.gov. DTRA Outreach Team and EI Offices met bi-weekly 

to discuss the various virtual outreach opportunities.

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

During FY22 the Agency used the following authorities to hire persons with disabilities: 1. Schedule A for PWD and PWTD 2. 

Pathways 3. Veterans with a 30% or greater disability rating 4. Workforce Recruitment Program 5. Operation Warfighter 6. 

Veterans’ Recruitment Appointment (VRA)

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 USAJobs announcements included language informing applicants they can be considered under Schedule A. In the 

USAJobs announcements, we defined the position requirements and the required supporting documentation for Schedule A 

eligibility. Schedule A applicants must meet the specialized experience and best qualified category. To ensure eligibility, the 

applicant must provide a signed Schedule A letter or other documentation that indicates 30 percent or more disabled. The Special 

Emphasis Program Manager/DPM provided the Schedule A Applicant’s resume to the HR Staffing Team, which is forwarded to a 

Hiring Official. This process was done outside of the USAJobs competitive process, to ensure all interested Schedule A Applicants 

have an immediate opportunity to be hired.

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
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The HR Staffing Team incorporated information regarding special hiring authorities to recruit PWD and PWTD into the strategic recruitment discussions with hiring Managers. Strategic recruitment discussions occurred at the beginning of each hiring request. 

The Disability Program Manager provided disability-related training for Supervisors and hiring Managers that covered the hiring 

goals and special hiring authorities.

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.

DTRA maintained partnerships with PWD/PWTD organizations (i.e., WRP, Operations Warfighter and other organizations that 

serve disabled Veterans). DTRA also utilized the Pathways program to recruit and fill positions within the Agency.

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

New Hires Total

Reportable Disability Targeted Disability

Permanent 

Workforce

Temporary 

Workforce

Permanent 

Workforce

Temporary 

Workforce

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

4647 6.52 0.00 3.87 0.00

2686 6.07 0.00 3.39 0.00

42 7.14 0.00 4.76 0.00

% of Total 

Applicants

% of Qualified 

Applicants

% of New Hires

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

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

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

a. New Hires for MCO (PWD) Answer Yes

b. New Hires for MCO (PWTD) Answer Yes

Using the qualified applicant pool as the benchmark triggers were identified among PWD and PWTD new hires for the following 

MCO series. • Security Administration 0800; PWD 6.02% • International Relations 0131; PWD 5.73%, PWTD 1.27% • Intelligence 

0132; PWD 7.29% • Human Resources Management 0201; PWD 5.67%, PWTD 1.70% • Telecommunications 0391; PWD 10.00%, 

PWTD 0.00% • Financial Administration 0501; PWD 0.00%, PWTD 0.00% • Accounting 0510; PWTD 0.00% • Budget Analysis 

0560; PWD 2.76%, PWD 0.55% • Contracting 1102; PWD 6.98% • Computer Science 1550; PWD 8.82% • General Education 

Training 1701; PWD 10%, • Training Instruction 1712; PWD 7.69%, • Information Technology Management 2210; PWD 5.54% 

NOTE: The analysis was conducted based on the data provided by USAStaffing.
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New Hires to Mission-Critical Occupations

Total

Reportable Disability Targetable Disability

New Hires New Hires

(#) (%) (%)

Numerical Goal -- 12% 2%

0080 SECURITY 0 0.00 0.00

0131 INTERNATIONAL RELATIONS 0 0.00 0.00

0132 INTELLIGENCE 16 6.25 6.25

0201 HUMAN RESOURCES 0 0.00 0.00

0346 LOGISTICS MANAGEMENT 0 0.00 0.00

0391 TELECOMMUNICATIONS 0 0.00 0.00

0501 FINANCIAL ADMINISTRATION & 

PROGRAM

0 0.00 0.00

0510 ACCOUNTING 0 0.00 0.00

0560 BUDGET ANALYSIS 7 0.00 0.00

1102 CONTRACTING 8 12.50 12.50

1550 COMPUTER SCIENCE 3 33.33 0.00

1701 GENERAL EDUCATION TRAINING 0 0.00 0.00

1712 TRAINING INSTRUCTION 1 0.00 0.00

2010 INVENTORY MANAGEMENT 0 0.00 0.00

2130 TRAFFIC MANAGEMENT 0 0.00 0.00

2210 INFORMATION TECHNOLOGY 

MANAGEMENT

7 0.00 0.00

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 Yes

b. Qualified Applicants for MCO (PWTD) Answer Yes

Using the qualified applicant pool as the benchmark triggers were identified among PWD and PWTD qualified internal applicants 

for the following MCO series. • Security Administration 0800; PWD 7.76% • International Relations 0131; PWD 6.67% • 

Intelligence 0132; PWD 7.73% • Human Resources Management 0201; PWD 6.83% • Logistics Management 0346; PWTD 0.00% 

• Financial Administration 0501; PWD 0.00%, PWTD 0.00% • General Education Training 1701; PWD 10%, PWTD 0.00% • 

Training Instruction 1712; PWD 11.11% • Inventory Management 2010; PWD 9.09%, PWTD 0.00% • Information Technology 

Management 2210; PWD 9.92% NOTE: The analysis was conducted based on the data provided by USAStaffing.

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 Yes

Using the qualified applicant pool as the benchmark triggers were identified among PWD and PWTD internal competitive 

promotions for the following MCO series. • Security Administration 0800; PWD 0.00%, PWTD 0.00% • International Relations 

0131; PWD 0.00%, PWTD 0.00% • Intelligence 0132; PWD 0.00%, PWTD 0.00% • Logistics Management 0346; PWD 0.00%, 

PWTD 0.00% • Telecommunications 0391; PWD 0.00%, PWTD 0.00% • Financial Administration 0510; PWD 0.00%, PWTD 

0.00% • General Education Training 1701; PWD 0.00%, PWTD 0.00% • Training Instruction 1712; PWD 0.00%, PWTD 0.00% • 
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Inventory Management 2010; PWD 0.00%, PWTD 0.00% • Traffic Management 2130; PWD 0.00%, PWTD 0.00% • Information 

Technology Management 2210; PWD 0.00%, PWTD 0.00% NOTE: The analysis was conducted based on the data provided by 

USAStaffing.

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 provided training for Managers and Supervisors with the goal of increasing their knowledge and equipping them with 

the tools and resources available for effectively managing PWD and PWTD Employees. Managers and Supervisors were 

encouraged to promote the career development of all Employees, including PWDs and PWTDs. The Disability Program Manager 

shared career development and advancement program information with PWD and PWTD Employees. The Disability Program 

Manager encouraged them to participate in the available career development and advancement programs.

B. CAREER DEVELOPMENT OPPORTUNITES

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

DTRA offered training opportunities for Employees via the DTRA Learning Management System (LMS) online portal and via 

various DTRA Training and Development SharePoint online portals. DTRA ensured announcements for the Competitive Academic 

Program, and Competitive Leadership Programs as well as Agency Group Training announcements are sent to all Employees to 

include PWDs and PWTDs. Other training and development opportunities are available at will be all employees via various DTRA 

Training and Development SharePoint online portals. DTRA had two (2) PWDs whom participated in Competitive Academic 

Program(s), one (1) PWD who participated in a Competitive Leadership Development Program, and two (2) PWDs participated in 

Career Broadening Program(s). Additionally, six (6) PWDs and 2 PWTDs participated in DTRAs mentoring program.

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

Internship Programs

Training Programs

Fellowship Programs

Detail Programs

Mentoring Programs 72 72 8.33 8.33 2.77 2.77

Other Career Development 

Programs

66 33 10.60 16.66 0.00 0.00

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 
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plan to provide the data in the text box.

a. Applicants (PWD) Answer Yes

b. Selections (PWD) Answer Yes

Analysis of the available data indicated that there is a trigger in all career development programs for applicants and selections of 

PWDs. Other Career Development Programs at DTRA is made up of Career Broadening, Leadership Development Program, and 

Competitive Academic Program. While IWDs applied for and were selected for all three programs, representation in the Career 

Broadening (8.57%) and Competitive Leadership Program (8.69%) PWD applicants were below the benchmark of 12%. NOTE: 

Analysis was conducted based on data provide by the Office of Human Resources.

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

Analysis of the available data indicated that there is a trigger in all career development programs for applicants and selections of 

PWTDs. NOTE: Analysis was conducted based on data provide by the Office of Human Resources.

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

The Agency identified triggers involving the percentage of PWDs and PWTDs who received Time Off Awards hours using the 

inclusion rate as the benchmark, as follows: PWTD whom received a Time Off Award of 1-10 hours PWD whom received a Time 

Off Award of 11-20 hours PWTD whom received a Time Off Award of 11-20 hours PWD whom received a Time Off Award of 

31-40 hours PWTD whom received a Time Off Award of 31-40 hours The Agency identified triggers involving the percentage of 

PWD and PWTD who received Cash Awards using the inclusion rate as the benchmark, as follows: PWD whom received a Cash 

Award $500-$999 PWD whom received a Cash Award $2,000-$2,999 PWTD whom received a Cash Award $2,000-$2,999 PWTD 

whom received a Cash Award $3,000-$3,999 PWD whom received a Cash Award $4,000-$4999 PWTD whom received a Cash 

Award $4,000-$4,999 PWD whom received a Cash Award $5,000 or more PWTD whom received a Cash Award $5,000 or more 

NOTE: The analysis was conducted based on the data provided by ADVANA.

Time-Off Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Time-Off Awards 1 - 10 hours: 

Awards Given

33 2.99 1.89 0.00 3.97

Time-Off Awards 1 - 10 Hours: 

Total Hours

265 23.88 15.72 0.00 31.79

Time-Off Awards 1 - 10 Hours: 

Average Hours

8 3.98 0.84 0.00 5.30

Time-Off Awards 11 - 20 hours: 

Awards Given

73 4.48 5.35 4.00 4.64

Time-Off Awards 11 - 20 Hours: 

Total Hours

1214 69.65 90.15 64.00 71.52
DOD Defense Threat Reduction Agency FY 2022

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Time-Off Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Time-Off Awards 11 - 20 Hours: 

Average Hours

16 7.46 1.68 32.00 -0.66

Time-Off Awards 21 - 30 hours: 

Awards Given

142 13.43 10.38 16.00 12.58

Time-Off Awards 21 - 30 Hours: 

Total Hours

3461 327.86 252.62 384.00 309.27

Time-Off Awards 21 - 30 Hours: 

Average Hours

24 11.94 2.52 48.00 0.00

Time-Off Awards 31 - 40 hours: 

Awards Given

732 52.74 57.44 48.00 54.30

Time-Off Awards 31 - 40 Hours: 

Total Hours

26559 1912.94 2088.78 1752.00 1966.23

Time-Off Awards 31 - 40 Hours: 

Average Hours

36 17.91 3.77 72.00 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

Cash Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Cash Awards: $501 - $999: Awards 

Given

385 28.36 29.14 34.00 26.49

Cash Awards: $501 - $999: Total 

Amount

284370 20790.05 21552.20 25428.00 19254.30

Cash Awards: $501 - $999: 

Average Amount

738 364.68 77.46 1494.00 -9.27

Cash Awards: $1000 - $1999: 

Awards Given

310 23.88 22.96 24.00 23.84

Cash Awards: $1000 - $1999: Total 

Amount

356381 27909.95 26117.71 30736.00 26974.17

Cash Awards: $1000 - $1999: 

Average Amount

1149 581.09 119.18 2560.00 -74.17

Cash Awards: $2000 - $2999: 

Awards Given

116 8.96 9.12 8.00 9.27

Cash Awards: $2000 - $2999: Total 

Amount

287179 22149.75 22471.80 18448.00 23375.50

Cash Awards: $2000 - $2999: 

Average Amount

2475 1230.35 258.28 4612.00 110.60

Cash Awards: $3000 - $3999: 

Awards Given

198 14.93 14.68 10.00 16.56

Cash Awards: $3000 - $3999: Total 

Amount

704417 51777.11 52635.53 32150.00 58276.16

Cash Awards: $3000 - $3999: 

Average Amount

3557 1725.87 375.89 6430.00 168.21

Cash Awards: $4000 - $4999: 

Awards Given

193 13.43 15.20 14.00 13.25

Cash Awards: $4000 - $4999: Total 

Amount

873341 60647.26 68993.71 62600.00 60000.66

Cash Awards: $4000 - $4999: 

Average Amount

4525 2245.77 475.79 8942.00 28.48

Cash Awards: $5000 or more: 

Awards Given

311 20.40 25.79 16.00 21.85

Cash Awards: $5000 or more: Total 

Amount

2376049 146279.60 198900.63 103484.00 160450.33
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Cash Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Cash Awards: $5000 or more: 

Average Amount

7640 3567.66 808.49 12934.00 466.23

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

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

a. Pay Increases (PWD) Answer Yes

b. Pay Increases (PWTD) Answer Yes

A total of 71 Quality Step Increases were awarded. The Agency identified triggers regarding PWD and PWTD. NOTE: The analysis 

was conducted based on the data provided by ADVANA.

Other Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Total Performance Based Pay 

Increases Awarded

0 0.00 0.00 0.00 0.00

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 N/A

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

D. PROMOTIONS

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

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

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

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

plan to provide the data in the text box.

a. SES

i. Qualified Internal Applicants (PWD) Answer Yes

ii. Internal Selections (PWD) Answer Yes

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 Yes

ii. Internal Selections (PWD) Answer Yes

d. Grade GS-13

i. Qualified Internal Applicants (PWD) Answer Yes

ii. Internal Selections (PWD) Answer Yes
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The Agency identified a potential trigger for PWD qualified internal applicants for internal competitive promotions based the fact 

that the required benchmarks are not available in order to complete the analysis. NOTE: The analysis was conducted based on the 

data provided by ADVANA and the Office of Human Capital.

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

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

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

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

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

a. SES

i. Qualified Internal Applicants (PWTD) Answer Yes

ii. Internal Selections (PWTD) Answer Yes

b. Grade GS-15

i. Qualified Internal Applicants (PWTD) Answer Yes

ii. Internal Selections (PWTD) Answer Yes

c. Grade GS-14

i. Qualified Internal Applicants (PWTD) Answer Yes

ii. Internal Selections (PWTD) Answer Yes

d. Grade GS-13

i. Qualified Internal Applicants (PWTD) Answer Yes

ii. Internal Selections (PWTD) Answer Yes

The Agency identified a potential trigger for PWTD qualified internal applicants for internal competitive promotions based the fact 

that the required benchmarks are not available in order to complete the analysis. NOTE: The analysis was conducted based on the 

data provided by ADVANA and the Office of Human Capital.

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 Yes

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

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

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

The Agency identified a potential trigger for PWD New Hires based the fact that the required benchmarks are not available in order 

to complete the analysis. NOTE: The analysis was conducted based on the data provided by ADVANA and the Office of Human 

Capital.

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 
DOD Defense Threat Reduction Agency FY 2022

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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 Yes

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

The Agency identified a potential trigger for PWTD New Hires based the fact that the required benchmarks are not available in 

order to complete the analysis. NOTE: The analysis was conducted based on the data provided by ADVANA and the Office of 

Human Capital.

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 No

ii. Internal Selections (PWD) Answer No

b. Managers

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

ii. Internal Selections (PWD) Answer N/A

c. Supervisors

i. Qualified Internal Applicants (PWD) Answer Yes

ii. Internal Selections (PWD) Answer Yes

The Agency identified a potential trigger for PWD Qualified Internal Applicants/Selectees based the fact that the required 

benchmarks are not available in order to complete the analysis. The Agency has no employees whom are coded as Managers. 

During FY22, there were no Executive internal promotions. NOTE: The analysis was conducted based on the data provided by 

ADVANA and the Office of Human Capital.

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 No

ii. Internal Selections (PWTD) Answer No

b. Managers

i. Qualified Internal Applicants (PWTD) Answer No
DOD Defense Threat Reduction Agency FY 2022

Page 12

ii. Internal Selections (PWTD) Answer No

c. Supervisors

i. Qualified Internal Applicants (PWTD) Answer Yes

ii. Internal Selections (PWTD) Answer Yes

The Agency identified a potential trigger for PWTD Qualified Internal Applicants/Selectees based the fact that the required 

benchmarks are not available in order to complete the analysis. The Agency has no employees whom are coded as Managers. 

During FY22, there were no Executive internal promotions. NOTE: The analysis was conducted based on the data provided by 

ADVANA and the Office of Human Capital.

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 No

b. New Hires for Managers (PWD) Answer No

c. New Hires for Supervisors (PWD) Answer Yes

The Agency identified a potential trigger for PWD New Hires due to the fact that the required benchmarks are not available in order 

to complete the analysis. The Agency has no employees whom are coded as Managers. During FY22, there were no Executive New 

Hires. NOTE: The analysis was conducted based on the data provided by ADVANA and the Office of Human Capital.

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 No

b. New Hires for Managers (PWTD) Answer No

c. New Hires for Supervisors (PWTD) Answer Yes

The Agency identified a potential trigger for PWD New Hires due to the fact that the required benchmarks are not available in order 

to complete the analysis. The Agency has no employees whom are coded as Managers. During FY22, there were no Executive New 

Hires. NOTE: The analysis was conducted based on the data provided by ADVANA and the Office of Human Capital.

Section VI: Plan to Improve Retention of Persons with Disabilities

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

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

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

accommodation program and workplace assistance services.

A. VOLUNTARY AND INVOLUNTARY SEPARATIONS

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

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

not convert all eligible Schedule A employees.

Answer Yes
DOD Defense Threat Reduction Agency FY 2022

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

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

a.Voluntary Separations (PWD) Answer Yes

b.Involuntary Separations (PWD) Answer Yes

The Agency identified a trigger regarding Voluntary Separations PWD (16.42%). Additionally, the Agency identified a trigger 

regarding Involuntary Separations PWD (0.50%). NOTE: The analysis was conducted based on the data provided in the EEOC 

MD-715 table.

Seperations Total # Reportable Disabilities %

Without Reportable 

Disabilities %

Permanent Workforce: Reduction in Force 0 0.00 0.00

Permanent Workforce: Removal 1 0.49 0.00

Permanent Workforce: Resignation 30 2.94 2.07

Permanent Workforce: Retirement 57 6.37 3.80

Permanent Workforce: Other Separations 80 3.92 6.22

Permanent Workforce: Total Separations 168 13.73 12.10

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

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

a.Voluntary Separations (PWTD) Answer Yes

b.Involuntary Separations (PWTD) Answer No

The Agency identified a trigger regarding Voluntary Separations PWTD (14%).

Seperations Total # Targeted Disabilities %

Without Targeted Disabilities 

%

Permanent Workforce: Reduction in Force 0 0.00 0.00

Permanent Workforce: Removal 1 0.00 0.08

Permanent Workforce: Resignation 30 0.00 2.29

Permanent Workforce: Retirement 57 9.80 3.97

Permanent Workforce: Other Separations 80 1.96 6.03

Permanent Workforce: Total Separations 168 11.76 12.37

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.

The available Agency exit interview results does not contain information regarding why PWDs or PWTDs separated from the 

Agency during FY22.

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.
DOD Defense Threat Reduction Agency FY 2022

Page 14

https://www.DTRA.mil/Mission/Equity-Diversity-and-Inclusion-Office/

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.DTRA.mil/Mission/Equity-Diversity-and-Inclusion-Office/Accessibility/

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.

The Executive Order 13583 established a coordinated, Government-wide initiative to promote Diversity and inclusion in the Federal 

workforce. During FY22, the Diversity and Inclusion (D&I) Council and the Employee Resource Groups (ERGs) continued 

working to build an inclusive workforce. All six of the ERGs established action plan which included steps toward improving the 

culture and educating the DTRA workforce regarding their perspective focus group. During FY22 the ERGs began to receive 

barrier analysis training from the Office of Equity, Diversity and Inclusion. The ERGs were provided data and tasked with initiating 

trigger analysis. The Women’s ERG identified four (4) triggers related to women in the DTRA workforce. Currently they are 

preparing to initiate barrier analysis into two (2) of the identified triggers.

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.)

The average time frame for processing initial requests for reasonable accommodations during the reporting period was 30 calendar 

days.

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

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

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

DTRA’s Reasonable Accommodation Program (RA) provided requestors an approval within 30 calendar days. In August 2022, HR 

revised its Reasonable Accommodation Handbook in accordance with guidance from the Equal Employment Opportunity 

Commission (EEOC). The revised procedures are posted on DTRA's external website, https://www.DTRA.mil/Work-With-Us/Payand-Benefits/. The Agency processed 6 RA requests, which included a combination of assistive technologies, sit/stand workstations, 

ergonomic chairs, extra laptop and dragon software. The RA coordinator worked closely with the Information Management and 

Technology Directorate and the Acquisition and Logistics Directorate to provide approved accommodations for individuals, such as 

sit/stand workstations, ergonomic chairs; extra laptop, dragon software and coordinated with the Environmental, Safety and 

Occupational Health Office (ES) to ensure ergonomic assessments were conducted upon request. The Agency provided Sign 

Language Interpreter (SLI) services for workplace meetings, conferences, training, and special events. The Agency maintained an 

SLI log which tracked expenditures for all events and requirements, facilitating participation in over 728 events during FY22.

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.
DOD Defense Threat Reduction Agency FY 2022

Page 15

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.

DTRA did not receive any requests for PAS during FY22.

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.

During FY22 there were no complaints alleging harassment based on disability status that resulted in a finding of discrimination or 

settlement agreement.

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.

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
DOD Defense Threat Reduction Agency FY 2022

Page 16

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
DOD Defense Threat Reduction Agency FY 2022

Page 17

STATEMENT OF 

CONDITION THAT WAS 

A TRIGGER FOR A 

POTENTIAL BARRIER:

Provide a brief narrative 

describing the condition at 

issue.

How was the condition 

recognized as a potential 

barrier?

Workforce Data (if so identify the table)

Workforce Data Table - B1

The lower than anticipated participation of New Hire PWDs 3 (0.42%) in the GS-1 to GS-10 

Cluster.

N

N

STATEMENT OF 

BARRIER GROUPS:

STATEMENT OF 

IDENTIFIED BARRIER:

Provide a succinct statement 

of the agency policy, 

procedure

or practice that has been 

determined to be the barrier 

of the 

undesired condition.

Barrier Group

People with Disabilities

Source of the Trigger:

Specific Workforce Data 

Table:

Barrier Analysis Process 

Completed?:

Barrier(s) Identified?:

Barrier Name Description of Policy, Procedure, or Practice

Objective(s) and Dates for EEO Plan

Date 

Initiated

Target Date Sufficient 

Funding / 

Staffing?

Date 

Modified

Date 

Completed

Objective Description

10/01/2021 12/31/2023 Yes Obtain the required data to conduct the analysis and 

identify specific triggers, barriers and resolutions.

Conduct barrier analysis to identify barriers related to 

the lower than anticipated representation.

Responsible Official(s)

Title Name Standards Address The Plan?

Affirmative Employment Program 

Manager

Mary Lynn Dickson Yes

Director, Equity, Diversity and Inclusion Willisa Donald Yes

Director, Human Resource Directorate Christine Enriquez, Colonel, United 

States Army

Yes

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

03/30/2022 Meet with Human Resources to define specific data needs. Yes 12/31/2022
DOD Defense Threat Reduction Agency FY 2022

Page 18

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

06/30/2022 Coordinate with Human Resources for development of 

specified data reports.

Yes 06/30/2023

09/30/2022 Spot check data reports by conducting MD-715 analysis 

to identify additional needs.

Yes 12/31/2022

10/15/2022 Receive all required data to complete the MD-715 

required analysis.

Yes 09/30/2023

Report of Accomplishments

Fiscal Year Accomplishment

2022 During FY22, additional data became available via USAStaffing for the preparation of the MD-715 and for 

barrier analysis. USAStaffing data for FY22 included Mission Critical Occupations with distribution by RNO 

and Disability. 

The EI Office participated in discussions with HR and demonstrations of potential Data Dashboards during 

FY22, and met with the individual whom is creating the Data Dashboards to provide additional input.
DOD Defense Threat Reduction Agency FY 2022

Page 19

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 - B6

The lower than anticipated participation of PWD and PWTD in regard to new hires in Mission 

Critical Occupations (MCO).

N

N

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 12/31/2023 Yes Obtain the required data to conduct the analysis and 

identify specific triggers, barriers and resolutions.

Conduct barrier analysis to identify barriers related to 

the lower than anticipated representation.

Responsible Official(s)

Title Name Standards Address The Plan?

Director Equity Diversity and Inclusion 

Office

Willisa Donald No

Director Human Resource Directorate Christine Enriquez, Colonel, United 

States Army

No

Affirmative Employment Program 

Manager

Mary Lynn Dickson Yes
DOD Defense Threat Reduction Agency FY 2022

Page 20

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

03/30/2022 Meet with Human Resources to define specific data needs. Yes 12/31/2022

06/30/2022 Coordinate with Human Resources for development of 

specified data reports.

Yes 06/30/2023

09/30/2022 Spot check data reports by conducting MD-715 analysis 

to identify additional needs.

Yes 12/31/2022

10/15/2022 Receive all required data to complete the MD-715 

required analysis.

Yes 09/30/2023

Report of Accomplishments

Fiscal Year Accomplishment

2022 During FY22, additional data became available via USAStaffing for the preparation of the MD-715 and for 

barrier analysis. USAStaffing data for FY22 included Mission Critical Occupations with distribution by RNO 

and Disability. 

The EI Office participated in discussions with HR and demonstrations of potential Data Dashboards during 

FY22, and met with the individual whom is creating the Data Dashboards to provide additional input.
DOD Defense Threat Reduction Agency FY 2022

Page 21

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 - B6

The lower than anticipated participation of PWD and PWTD as qualified internal applicants for 

Internal Competitive Promotions among MCOs.

N

N

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 12/31/2023 Yes Obtain the required data to conduct the analysis and 

identify specific triggers, barriers and resolutions.

Conduct barrier analysis to identify barriers related to 

the lower than anticipated representation.

Responsible Official(s)

Title Name Standards Address The Plan?

Affirmative Employment Program 

Manager

Mary Lynn Dickson Yes

Director Equity Diversity and Inclusion 

Office

Willisa Donald No

Director Human Resource Directorate Christine Enriquez, Colonel, United 

States Army

No
DOD Defense Threat Reduction Agency FY 2022

Page 22

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

03/30/2022 Meet with Human Resources to define specific data needs. Yes 12/31/2022

06/30/2022 Coordinate with Human Resources for development of 

specified data reports.

Yes 06/30/2023

09/30/2022 Spot check data reports by conducting MD-715 analysis 

to identify additional needs.

Yes 12/31/2022

10/15/2022 Receive all required data to complete the MD-715 

required analysis.

Yes 09/30/2023

Report of Accomplishments

Fiscal Year Accomplishment

2022 Although, many steps were taken in FY22 that granted the EI Office access to data software systems, and the 

data provided by the Office of Human Capital (OHC), all of the required data for completion of the MD-715 

was available.
DOD Defense Threat Reduction Agency FY 2022

Page 23

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?

Other

USA Staffing and EEOC Excel Worksheet B11

There is a potential trigger regarding PWD and PWTD selectees for Internal Applicants/Selectees 

for Promotions to the senior grade levels, as not all of the data required for the analysis is available.

N

N

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 12/31/2023 Yes Obtain the required data to conduct the analysis and 

identify specific triggers, barriers and resolutions.

Conduct barrier analysis to identify barriers related to 

the lower than anticipated representation.

Responsible Official(s)

Title Name Standards Address The Plan?

Director Equity Diversity and Inclusion 

Office

Willisa Donald No

Director Human Resource Directorate Christine Enriques, Colonel United States 

Army

No

Affirmative Employment Program 

Manager

Mary Lynn Dickson Yes
DOD Defense Threat Reduction Agency FY 2022

Page 24

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

03/30/2022 Meet with Human Resources to define specific data needs. Yes 12/31/2022

06/30/2022 Coordinate with Human Resources for development of 

specified data reports.

Yes 06/30/2023

09/30/2022 Spot check data reports by conducting MD-715 analysis 

to identify additional needs.

Yes 12/31/2022

10/15/2022 Receive all required data to complete the MD-715 

required analysis.

Yes 09/30/2023

Report of Accomplishments

Fiscal Year Accomplishment

2022 During FY22, additional data became available via USAStaffing for the preparation of the MD-715 and for 

barrier analysis. USAStaffing data for FY22 included Mission Critical Occupations with distribution by RNO 

and Disability. 

The EI Office participated in discussions with HR and demonstrations of potential Data Dashboards during 

FY22, and met with the individual whom is creating the Data Dashboards to provide additional input.
DOD Defense Threat Reduction Agency FY 2022

Page 25

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?

Other

Workforce Data Table - B1

There is a potential trigger regarding New Hires of PWD and PWTD to Senior grade levels, as not 

all of the required data is available to conduct the analysis.

N

N

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 12/31/2023 Yes Obtain the required data to conduct the analysis and 

identify specific triggers, barriers and resolutions.

Conduct barrier analysis to identify barriers related to 

the lower than anticipated representation.

Responsible Official(s)

Title Name Standards Address The Plan?

Affirmative Employment Program 

Manager

Mary Lynn Dickson Yes

Director Equity Diversity and Inclusion 

Office

Willisa Donald No

Director, Human Resource Directorate Christine Enriquez, Colonel United States 

Army

Yes
DOD Defense Threat Reduction Agency FY 2022

Page 26

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

03/30/2022 Meet with Human Resources to define specific data needs. Yes 12/31/2022

06/30/2022 Coordinate with Human Resources for development of 

specified data reports.

Yes 06/30/2023

09/30/2022 Spot check data reports by conducting MD-715 analysis 

to identify additional needs.

Yes 12/31/2022

10/15/2022 Receive all required data to complete the MD-715 

required analysis.

Yes 09/30/2023

Report of Accomplishments

Fiscal Year Accomplishment

2022 During FY22, additional data became available via USAStaffing for the preparation of the MD-715 and for 

barrier analysis. USAStaffing data for FY22 included Mission Critical Occupations with distribution by RNO 

and Disability. 

The EI Office participated in discussions with HR and demonstrations of potential Data Dashboards during 

FY22, and met with the individual whom is creating the Data Dashboards to provide additional input.
DOD Defense Threat Reduction Agency FY 2022

Page 27

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

There is a potential trigger regarding promotions of PWD and PWTD to Supervisory positions, as 

not all of the required data is available to conduct the analysis.

N

N

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 12/31/2023 Yes Obtain the required data to conduct the analysis and 

identify specific triggers, barriers and resolutions.

Conduct barrier analysis to identify barriers related to 

the lower than anticipated representation.

Responsible Official(s)

Title Name Standards Address The Plan?

Affirmative Employment Program 

Manager

Mary Lynn Dickson Yes

Director, Equity Diversity Inclusion Office Willisa Donald No

Director, Human Resource Directorate Christine Enriquez, Colonel, United 

States Army

No
DOD Defense Threat Reduction Agency FY 2022

Page 28

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

03/30/2022 Meet with Human Resources to define specific data needs. Yes 12/31/2022

06/30/2022 Coordinate with Human Resources for development of 

specified data reports.

Yes 06/30/2023

09/30/2023 Spot check data reports by conducting MD-715 analysis 

to identify additional needs.

Yes 12/31/2022

10/15/2022 Receive all required data to complete the MD-715 

required analysis.

Yes 09/30/2023

Report of Accomplishments

Fiscal Year Accomplishment

2022 During FY22, additional data became available via USAStaffing for the preparation of the MD-715 and for 

barrier analysis. USAStaffing data for FY22 included Mission Critical Occupations with distribution by RNO 

and Disability. 

The EI Office participated in discussions with HR and demonstrations of potential Data Dashboards during 

FY22, and met with the individual whom is creating the Data Dashboards to provide additional input.
DOD Defense Threat Reduction Agency FY 2022

Page 29

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?

Other

Workforce Data Table - B1

There is a potential trigger regarding PWD New Hires to Supervisory positions, as not all of the 

required data is available to conduct the analysis. There is a potential trigger regarding PWTD New 

Hires to Supervisory positions, as not all of the required data is available to conduct the analysis.

N

N

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 12/31/2023 Yes Obtain the required data to conduct the analysis and 

identify specific triggers, barriers and resolutions.

Conduct barrier analysis to identify barriers related to 

the lower than anticipated representation.

Responsible Official(s)

Title Name Standards Address The Plan?

Director, Equity Diversity and Inclusion 

Office

Willisa Donald No

Director, Human Resource Directorate Christine Enriquez, Colonel, United 

States Army

No

Affirmative Employment Program 

Manager

Mary Lynn Dickson Yes
DOD Defense Threat Reduction Agency FY 2022

Page 30

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

03/30/2022 Meet with Human Resources to define specific data needs. Yes 12/31/2022

06/30/2022 Coordinate with Human Resources for development of 

specified data reports.

Yes 06/30/2023

09/30/2022 Spot check data reports by conducting MD-715 analysis 

to identify additional needs.

Yes 12/31/2022

10/15/2022 Receive all required data to complete the MD-715 

required analysis.

Yes 09/30/2023

Report of Accomplishments

Fiscal Year Accomplishment

2022 During FY22, additional data became available via USAStaffing for the preparation of the MD-715 and for 

barrier analysis. USAStaffing data for FY22 included Mission Critical Occupations with distribution by RNO 

and Disability. 

The EI Office participated in discussions with HR and demonstrations of potential Data Dashboards during 

FY22, and met with the individual whom is creating the Data Dashboards to provide additional input.
DOD Defense Threat Reduction Agency FY 2022

Page 31

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 - B9

Lower than anticipated participation of PWD and PWTD as follows: PWTD Time-Off Awards of 

1-10 Hours; PWD/PWTD Time-Off Awards 11-20; and PWD/PWTD Time-Off Award 31-40 hours.

N

N

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 12/31/2023 Yes Identify specific barriers and resolutions.

Responsible Official(s)

Title Name Standards Address The Plan?

Affirmative Employment Program 

Manager

Mary Lynn Dickson Yes

Director, Human Resource Directorate Christine Enriquez, Colonel, United 

States Army

No

Director, Equity Diversity and Inclusion 

Office

Willisa Donald No

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

03/30/2021 Conduct analysis of workforce data by Directorate to 

identify trends.

Yes 06/01/2023
DOD Defense Threat Reduction Agency FY 2022

Page 32

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

04/30/2021 Engage with Human Resources to review Supervisor and 

Manager Awards Training.

Yes 07/01/2023

05/30/2021 Engage with Disability Program Manager to ensure that 

Disability Training for Supervisors and Managers 

addresses the provision of Awards.

Yes 07/01/2023

Report of Accomplishments

Fiscal Year Accomplishment

2022 The Directorate and ERG workforce briefs were initiated and are in the process of being completed. The EI 

Office met with the ERGs and provided their leaders with Barrier Analysis instruction, the MD-715 A & B 

tables, and the EEOC Trigger Tables. The ERGs have begun a review of this data to identify potential triggers 

for further analysis.
DOD Defense Threat Reduction Agency FY 2022

Page 33

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 - B9

Lower than anticipated participation in receipt of Cash Awards: PWD $500-$999; PWD $2000-

$2999; PWTD $3000-$3999, PWD/PWTD $4000-$4999; and PWD/PWTD $5000-$5999.

N

N

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 12/31/2023 Yes Identify specific barriers and resolutions.

Responsible Official(s)

Title Name Standards Address The Plan?

Director, Equity Diversity and Inclusion 

Office

Willisa Donald No

Affirmative Employment Program 

Manager

Mary Lynn Dickson Yes

Director, Human Resource Directorate Christine Enriquez, Colonel United States 

Army

No

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

03/30/2021 Conduct analysis of workforce data by Directorate to 

identify trends.

Yes 06/01/2023
DOD Defense Threat Reduction Agency FY 2022

Page 34

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

04/30/2021 Engage with Human Resources to review Supervisor and 

Manager Awards Training.

Yes 07/01/2023

05/30/2021 Engage with Disability Program Manager to ensure that 

Disability Training for Supervisors and Managers 

addresses the provision of Awards.

Yes 07/01/2023

Report of Accomplishments

Fiscal Year Accomplishment

2022 The Directorate and ERG workforce briefs were initiated and are in the process of being completed. The EI 

Office met with the ERGs and provided their leaders with Barrier Analysis instruction, the MD-715 A & B 

tables, and the EEOC Trigger Tables. The ERGs have begun a review of this data to identify potential triggers 

for further analysis.
DOD Defense Threat Reduction Agency FY 2022

Page 35

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 - B9

Lower than anticipated participation of PWD and PWTD receiving Quality Step Increases.

N

N

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 12/31/2023 Yes Identify specific barriers and resolutions.

Responsible Official(s)

Title Name Standards Address The Plan?

Affirmative Employment Program 

Manager

Mary Lynn Dickson Yes

Director, Human Resource Directorate Christine Enriquez, Colonel, United 

States Army

No

Director, Equity Diversity and Inclusion 

Office

Willisa Donald No

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

03/30/2021 Conduct analysis of workforce data by Directorate to 

identify trends.

Yes 06/01/2023
DOD Defense Threat Reduction Agency FY 2022

Page 36

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

04/30/2021 Engage with Human Resources to review Supervisor and 

Manager Awards Training.

Yes 07/01/2023

05/30/2021 Engage with Disability Program Manager to ensure that 

Disability Training for Supervisors and Managers 

addresses the provision of Awards.

Yes 07/01/2023

Report of Accomplishments

Fiscal Year Accomplishment

2022 The Directorate and ERG workforce briefs were initiated and are in the process of being completed. The EI 

Office met with the ERGs and provided their leaders with Barrier Analysis instruction, the MD-715 A & B 

tables, and the EEOC Trigger Tables. The ERGs have begun a review of this data to identify potential triggers 

for further analysis.
DOD Defense Threat Reduction Agency FY 2022

Page 37

STATEMENT OF 

CONDITION THAT WAS 

A TRIGGER FOR A 

POTENTIAL BARRIER:

Provide a brief narrative 

describing the condition at 

issue.

How was the condition 

recognized as a potential 

barrier?

Workforce Data (if so identify the table)

Workforce Data Table - B1

The lower than anticipated participation of PWD and PWTD applicants and selectees in Career 

Development Programs.

N

N

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 12/31/2023 Yes Identify barriers and resolutions for PWD and PWTD 

participation in Career Development Programs.

Responsible Official(s)

Title Name Standards Address The Plan?

Director, Human Resource Directorate Christine Enriquez, Colonel, United 

States Army

No

Affirmative Employment Program 

Manager

Mary Lynn Dickson Yes

Director, Equity Diversity and Inclusion 

Office

Willisa Donald No
DOD Defense Threat Reduction Agency FY 2022

Page 38

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

12/31/2021 Facilitate a meeting with HR to ensure all career 

development announcements contain information for 

PWD/PWTDs in need of accommodations.

Yes 12/15/2022

03/30/2022 Conduct analysis of workforce data by Career 

Development Program to identify trends.

Yes 11/30/2022

06/30/2022 Conduct analysis of workforce data by Directorate to 

identify trends.

Yes 05/30/2023

07/30/2022 Engage with Disability Program Manager to ensure that 

Disability Training for Supervisors and Managers address 

the participation of PWD/PWTDs in Career Development 

Programs.

Yes 01/31/2023

09/30/2022 Conduct benchmarking with other Federal agencies 

regarding Career Development Programs specifically 

designed for PWD and PWTDs.

Yes 06/30/2023

Report of Accomplishments

Fiscal Year Accomplishment

2022 Analysis of Career Development data for the workforce and ERGs was initiated during FY22, and is ongoing 

as requested data is received.
DOD Defense Threat Reduction Agency FY 2022

Page 39

STATEMENT OF 

CONDITION THAT WAS 

A TRIGGER FOR A 

POTENTIAL BARRIER:

Provide a brief narrative 

describing the condition at 

issue.

How was the condition 

recognized as a potential 

barrier?

Workforce Data (if so identify the table)

Workforce Data Table - B1

The higher than anticipated percentage of voluntary and involuntary separations for PWD and 

PWTD.

N

N

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

01/01/2021 12/31/2023 Yes Identify barriers and resolutions for PWD and PWTD 

related to voluntary and involuntary separations.

Responsible Official(s)

Title Name Standards Address The Plan?

Affirmative Empoyment Program 

Manager

Mary Lynn Dickson Yes

Director, Equity Diversity and Inclusion 

Office

Willisa Donald No

Director, Human Resource Directorate Christine Enriquez, Colonel, United 

States Army

No

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

09/30/2023 Coordinate with the Office of Human Capital to 

determine if expanded Exit Interview Data is available.

Yes
DOD Defense Threat Reduction Agency FY 2022

Page 40

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

09/30/2023 Review Exit Interview questions to determine if 

Disability or Reasonable Accommodation information is 

collected.

Yes

12/31/2023 Analyze Separations data to identify trends. Yes

Report of Accomplishments

Fiscal Year Accomplishment

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

Although, many steps were taken in FY22 that granted the EI Office access to data software systems, and the data provided by the 

Office of Human Capital (OHC), all of the required data for completion of the MD-715 was available.

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

barrier(s).

NA

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.

NA