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Equal Employment Opportunity 

Commission

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 No

*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

The participation rate for PWTD is above the 2% goal for the GS-1 to GS-10 cluster (10.74%) and GS-11 to SES cluster (5.17%).

Grade Level Cluster(GS or Alternate Pay 

Planb)

Total Reportable Disability Targeted Disability

# # % # %

Numarical Goal -- 12% 2%

Grades GS-1 to GS-10 595 195 32.77 55 9.24

Grades GS-11 to SES 1537 323 21.01 66 4.29

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

Hiring goals are communicated to hiring officials during their HR consultation with District Directors and District Resource 

Managers when discussing the utilization of non-competitive hiring flexibilities (Schedule A Disability Hiring) to fill positions at 

the GS-11 and below. In addition, the hiring goals are communicated through the FEORP and DVAAP reports for the agency on an 

annual basis.

Section II: Model Disability Program
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Commission

FY 2022

Page 2

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

In FY 2021, EEOC hired an additional DPM in OCHCO’s Employee Services Division.

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

2 0 0 Jackie Cumber

Disability Program 

Manager (DPM)

Jackie.Cumber@eeoc.gov

Special Emphasis Program for PWD and 

PWTD

1 0 0 Darrell Overbey

Acting Special Emphasis 

Program Manager

darrell.overbey@eeoc.gov

Processing applications from PWD and PWTD 6 0 0 Shelita Aldrich

Director, Operations 

Services Division

Shelita.Aldrich@eeoc.gov

Section 508 Compliance 2 0 0 Terri Youngblood

Accessibility Consultant

Terri.Youngblood@eeoc.gov

Answering questions from the public about 

hiring authorities that take disability into 

account

6 0 0 Shelita Aldrich

Director, Operations 

Services Division

Shelita.Aldrich@eeoc.gov

Architectural Barriers Act Compliance 0 0 0 Donnie Landon

Director, Central Services 

Division

Donnie.Landon@eeoc.gov

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

Top ADA Cases of 2021, www.accessibilityonline.org Section 508 Best Practices Webinar/Architectural Barriers Act (ABA), 

www.accessibilityonline.org FEED, Disability Employment Strategies, DOL/ODEP Autism Acceptance Month: Perspectives on 

Neurodiversity and DEIA, K&L Gates, www.klgates.com FEED, Strategies for Establishing Effective Disability Working Group, 

DOL/ODEP Ergonomics, Humanscale

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

FY 2022

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

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

funding and other resources.

Answer Yes

Section III: Program Deficiencies In The Disability Program

Brief Description of Program 

Deficiency

C.2.b.5. Does the agency process all initial accommodation requests, excluding ongoing interpretative services, within 

the time frame set forth in its reasonable accommodation procedures? [see MD-715, II(C)] If “no”, please provide the 

percentage of timely-processed requests, excluding ongoing interpretative services, in the comments column.

Objective Process reasonable accommodation within time frame set forth in procedure.

Target Date Sep 30, 2023

Completion Date

Planned Activities

Target Date Completion Date Planned Activity

Oct 31, 2022 October 14, 2022 Onboard two detailees to assist with the backlog

Dec 31, 2022 December 31, 2022 Revise internal tracking report

Jun 30, 2023 Develop Standard Operating Procedure

Accomplishments

Fiscal Year Accomplishment

2022 • EEOC has one of the highest percentages (>25%) of employees with disability 

in the Federal Government. • End of FY 2021 (9/26/2021) hired an additional 

Disability Program Manager (DPM) • Implemented new tracking system • 

Medical/disability RA o Increased number of requests - The disability/medical 

RA program received 49% more requests than the average of the past three 

years. o Modification of RA process for requests based on the COVID-19 

vaccination requirement • Religious exemption/exception to the COVID-19 

vaccination requirements. o New program/New DPM role o Created new 

religious accommodation policy and process o Provided training to agency on 

the process • eCase Management System o Develop software/program o RA 

Process mapping o User Accessibility Testing (UAT) o Implementation/trouble 

shooting (ongoing) • VAX APP o Prioritization of cross walking the VAX APP 

submissions in coordination with OCHCO. • COVID-19 Screening/Testing 

Program o Prioritization of the agency’s COVID-19 Screening and Testing 

Programs o Participated in creation and development of the program and process 

o Weekly updates to Offices • Gender Identity and Inclusion Program o New 

DPM Role o Prioritization of the gender identity and inclusion program, policy 

and process in coordination with OCH and OLC • Interpreting Services contract 

renewal • Reader Services contract initiation • As part of Executive Order 14035, 

a reorganization was done and DPM’s were moved from OCHCO to the newly 

created Diversity, Equity, Inclusion, and Accessibility Division in the Office for 

Civil Rights, Diversity, and Inclusion. • Leadership approved two detailees to 

assist with backlog of cases.

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 
Equal Employment Opportunity 

Commission

FY 2022

Page 4

targeted disabilities.

The seven staffing specialists are registered for the Workforce Recruitment Program (WRP) database which is a free resource that 

helps federal hiring managers connect with qualified candidates with disabilities for all jobs. The WRP database includes students 

and recent graduates with disabilities who are available for internships, temporary, or permanent employment in the Federal 

Government. Candidates represent a wide range of academic and professional backgrounds. All candidates are eligible for federal 

hiring under the Schedule A hiring authority. The WRP is managed jointly by Department of Labor’s Office of Disability 

Employment Policy and the Department of Defense. The EEOC also utilizes OPM’s Shared List of People with Disabilities for 

recruitment through the OPM Talent Portal; the Ticket-to-Work Program which provides people receiving Social Security disability 

benefits choices for receiving employment services; State Vocational Rehabilitation Agencies (SVRAs) and State Disability Service 

agencies to recruit potential applicants with disabilities; DOL’s Veterans’ Employment and Training Service (VETS) program; 

VA's Vocational Rehabilitation and Employment (VR&E) Service, which fills workforce needs with trained, educated, and 

experienced disabled veterans; and DOD’s Operation Warfighter and Hiring Heroes Programs.

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

The Agency uses Schedule A (Disability) and 30% disabled veteran hiring authority to recruit PWD and PWTD.

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.

A. USAJOBS, where applicants with disabilities are directed to fax or email their completed application package directly to the 

Human Resource Specialist (HRS) specifying the vacancy they wish to be considered, by vacancy identification number. Once 

received, the Selective Placement Coordinator determines if the applicant meets the Schedule A 213.23102(u) requirements and 

then forwards the application package to the appropriate HRS for a qualification analysis. B. Applicants with disabilities may also 

provide their application directly to the hiring office at any time. The District Resource Manager or HRS should forward any 

medical documentation to the Selective Placement Coordinator to certify the candidate meets the Schedule A 213.3102(u) 

requirements and to ensure the confidentiality of all medical information. The HRS may then certify that the applicant meets the 

qualifications for the position. C. Applicants with disabilities may also provide their application to an EEOC representative at hiring 

job fairs. These applications are then provided to the Selective Placement Coordinator who will then certify that the candidate meets 

the Schedule A 213.3102 (u) requirements before forwarding the application package to the appropriate HRS for a qualification 

analysis. D. Applicants with disabilities may also provide their application directly to the Selective Placement Coordinator at any 

time. The SPC reviews the current recruitment inventory to identify potential position (s), determines that the applicant meets the 

Schedule A 213.3102(u) requirements and then forwards the application package onto the appropriate HRS for possible certification.

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

The agency provided annual training for new supervisors and mid-level supervisors on hiring, which included Schedule A hiring for 

PWD/PWTD. EEOC also has developed for government-wide usage the “ABCs of SCHEDULE A for the Hiring Manager and 

How to Hire Using the Schedule A Appointing Authority.” The guidance is located on EEOC.gov and our intranet page. EEOC 

Order 530.014, EEOC Excepted Service Policy, discusses the use of the excepted appointment under Schedule A that may be used 

to appoint applicants with disabilities without coemption and the required documents needed. During HR consultation, managers 

are encouraged to review resumes of those with a disability if a position is posted on USAJobs.

B. PLAN TO ESTABLISH CONTACTS WITH DISABILITY EMPLOYMENT ORGANIZATIONS
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FY 2022

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

securing and maintaining employment.

The Agency plans to continue utilizing the following resources: WRP; OPM’s Shared List of People with Disabilities for 

recruitment; Ticket-to-Work Program; State Vocational Rehabilitation Agencies (SVRAs); DOL’s Veterans’ Employment and 

Training Service (VETS) program; VA's Vocational Rehabilitation and Employment (VR&E) Service; and DOD’s Operation 

Warfighter and Hiring Heroes Programs. The Agency also continued outreach to establish a pipeline of qualified individuals with 

disabilities will be conducted in the upcoming fiscal year. The EEOC maintains contact with the National Telecommuting Institute 

(NTI), a non-profit organization whose mission is to identify and develop work-at-home jobs for home-based individuals with a 

physical disability. These individuals are part of the Social Security Administration’s Ticket to Work Program.

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

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

% of Total 

Applicants

% of Qualified 

Applicants

% of New Hires

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

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

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

a. New Hires for MCO (PWD) Answer No

b. New Hires for MCO (PWTD) Answer No

Applicant flow data for new hires shows the occupational series 0260 and 0905 had qualified applicant with PWD or PWTD with 

no selections. However, the Agency’s personnel system data shows the same selections having PWD and PWTD. Again, this 

indicates that the selected applicants did not disclose their disability status during the application process. After selection, however, 

they provide their disability status on the SF 256. There are no triggers for PWD and PWTD in the Agency’s MCOs.

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.
Equal Employment Opportunity 

Commission

FY 2022

Page 6

a. Qualified Applicants for MCO (PWD) Answer No

b. Qualified Applicants for MCO (PWTD) Answer No

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

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

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

a. Promotions for MCO (PWD) Answer No

b. Promotions for MCO (PWTD) Answer No

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.

In FY 2022, EEOC provided various external opportunities for training and development for employees at all levels (entry, mid, 

supervisory, managerial, and executive). Most programs supported professional and career training and developmental needs as part 

of our Individual Development Program (IDP) training. Employees submit training requests on a quarterly basis for external 

training opportunities. Also, EEOC provides technical training and development through its National Training Program. This 

program is geared towards EEOC's mission-critical occupations. In FY 2022, EEOC sponsored a myriad of internally facilitated 

courses that were offered virtually to all employees. Marketing of these courses included providing directions and resources to 

participate in these trainings for PWD and PWTD. Lastly, the EEOC Mentoring Program is focused on connecting employees 

across EEOC with leaders who have experience and passion in the development of others. The goal of the program is to foster 

relationships between the leaders of EEOC with employees who might work in a separate area, and to create discussion and learning 

around specific topics. This program is open to every EEOC employee, regardless of position, grade, or status. In all training and 

development activities, EEOC ensures that employees with disabilities are provided accommodations to allow full participation, as 

required.

B. CAREER DEVELOPMENT OPPORTUNITES

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

Training and Employee Development Division (TEDD) delivers high-quality, non-technical training and employee development 

programs to Agency employees. TEDD successfully sponsored several leadership, supervisory, executive, professional, and career 

development programs for this performance cycle. Some of the workshops included Ten Soft Skills You Need, TEDD Book 

Discussion Win Every Day: Proven Practices for Extraordinary Results, Time Management, Communication Strategies, Goal 

Setting and Getting Things Done, Tuition Assistance Program Webinar and IDP Development, LMS, and SF-182 Review. In 2021, 

the Agency also reestablished its Mentoring Program for EEOC employees. In all training and development activities, EEOC 

ensures that it accommodates its employees with disabilities.

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

supervisory recommendation/ approval to participate.
Equal Employment Opportunity 

Commission

FY 2022

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Career Development 

Opportunities

Total Participants PWD PWTD

Applicants (#) Selectees (#)

 Applicants 

(%) Selectees (%)

 Applicants 

(%) Selectees (%)

Internship Programs 0 0 0 0 0 0

Detail Programs 0 0 0 0 0 0

Fellowship Programs 0 0 0 0 0 0

Other Career Development 

Programs

389 10 0 0 0 0

Mentoring Programs 74 39 38.2 28.2 7.9 7.69

Coaching Programs 14 9 11.1 11.1 0 0

Training Programs 360 360 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

Applicants for Coaching program fall below benchmarks in PWD. Selections for Mentoring program are 10% less than those who 

applied.

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

Applicants for Coaching program fall below benchmarks in PWTD.

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

Total No Disability Not Identified PWD PWTD Time-Off Awards: 11 - 20 hours # 1368 906 134 328 83 Inclusion Rate 67.76% 

50.95% 60.29% 57.64% Time-Off Awards: 21 - 30 hours # 75 55 4 16 3 Inclusion Rate 4.11% 1.52% 2.94% 2.08% Cash Awards: 

$501 - $999 # 587 380 61 146 41 Inclusion Rate 28.42% 23.19% 26.84% 28.47% Cash Awards: $2000 - $2999 # 600 415 64 121 

23 Inclusion Rate 31.04% 24.33% 22.24% 15.97% Cash Awards: $3000 - $3999 # 351 281 25 45 10 Inclusion Rate 21.02% 9.51% 

8.27% 6.94% Cash Awards: $4000 - $4999 # 73 60 7 6 2 Inclusion Rate 4.49% 2.66% 1.10% 1.39%
Equal Employment Opportunity 

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FY 2022

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Time-Off Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Time-Off Awards 1 - 10 hours: 

Awards Given

922 44.02 43.49 40.50 45.09

Time-Off Awards 1 - 10 Hours: 

Total Hours

6930 335.33 324.68 287.60 349.87

Time-Off Awards 1 - 10 Hours: 

Average Hours

7 1.35 0.53 5.79 0.00

Time-Off Awards 11 - 20 hours: 

Awards Given

1333 58.30 66.44 53.72 59.70

Time-Off Awards 11 - 20 Hours: 

Total Hours

21082 919.50 1052.37 860.33 937.53

Time-Off Awards 11 - 20 Hours: 

Average Hours

15 2.90 1.13 13.22 -0.25

Time-Off Awards 21 - 30 hours: 

Awards Given

72 3.09 3.99 2.48 3.27

Time-Off Awards 21 - 30 Hours: 

Total Hours

1841 82.05 100.68 67.77 86.40

Time-Off Awards 21 - 30 Hours: 

Average Hours

25 5.02 1.88 22.31 -0.25

Time-Off Awards 31 - 40 hours: 

Awards Given

34 1.35 1.73 1.65 1.26

Time-Off Awards 31 - 40 Hours: 

Total Hours

1289 51.74 66.14 59.50 49.37

Time-Off Awards 31 - 40 Hours: 

Average Hours

37 7.34 2.86 29.75 0.50

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

687 29.73 33.94 29.75 29.72

Cash Awards: $501 - $999: Total 

Amount

515089 22389.38 25323.40 22189.26 22450.38

Cash Awards: $501 - $999: 

Average Amount

749 145.37 56.13 615.70 2.02

Cash Awards: $1000 - $1999: 

Awards Given

935 46.33 45.90 42.15 47.61

Cash Awards: $1000 - $1999: Total 

Amount

1245431 61430.89 61376.45 57525.62 62621.16

Cash Awards: $1000 - $1999: 

Average Amount

1332 255.79 100.60 1127.27 -9.82

Cash Awards: $2000 - $2999: 

Awards Given

622 24.32 32.13 16.53 26.70

Cash Awards: $2000 - $2999: Total 

Amount

1508953 58927.22 77887.89 38404.13 65182.37

Cash Awards: $2000 - $2999: 

Average Amount

2425 467.57 182.39 1919.83 24.94

Cash Awards: $3000 - $3999: 

Awards Given

375 9.07 22.50 6.61 9.82

Cash Awards: $3000 - $3999: Total 

Amount

1295125 30964.29 77868.77 22760.33 33464.74
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Cash Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Cash Awards: $3000 - $3999: 

Average Amount

3453 658.69 260.42 2844.63 -7.56

Cash Awards: $4000 - $4999: 

Awards Given

89 1.93 5.19 3.31 1.51

Cash Awards: $4000 - $4999: Total 

Amount

376604 8194.21 21966.29 14068.60 6403.78

Cash Awards: $4000 - $4999: 

Average Amount

4231 819.31 318.28 3516.53 -2.77

Cash Awards: $5000 or more: 

Awards Given

31 0.97 1.81 0.83 1.01

Cash Awards: $5000 or more: Total 

Amount

575141 14831.47 35336.04 16471.07 14331.74

Cash Awards: $5000 or more: 

Average Amount

18552 2966.22 1472.31 16471.07 -1149.87

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

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

a. Pay Increases (PWD) Answer No

b. Pay Increases (PWTD) Answer No

Other Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

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

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

employee recognition program and relevant data in the text box.

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

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

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 N/A

ii. Internal Selections (PWD) Answer N/A

b. Grade GS-15

i. Qualified Internal Applicants (PWD) Answer No

ii. Internal Selections (PWD) Answer Yes

c. Grade GS-14
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i. Qualified Internal Applicants (PWD) Answer No

ii. Internal Selections (PWD) Answer Yes

d. Grade GS-13

i. Qualified Internal Applicants (PWD) Answer No

ii. Internal Selections (PWD) Answer Yes

GS-15 Internal Selection PWD Applicant Pool 14.70%, Qualified 38.55%, Selected 9.67% GS-14 Internal Selection PWD 

Applicant Pool 20.96, Qualified 38.35%, Selected 21.05% GS-13 Internal Selection PWD Applicant Pool 31.62, Qualified 40.94%, 

Selected 20.00% Note that about 75% of applicants are omitting the disability question.

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 No

ii. Internal Selections (PWTD) Answer Yes

c. Grade GS-14

i. Qualified Internal Applicants (PWTD) Answer No

ii. Internal Selections (PWTD) Answer Yes

d. Grade GS-13

i. Qualified Internal Applicants (PWTD) Answer No

ii. Internal Selections (PWTD) Answer Yes

Applicant Flow data is not available for SES positions at EEOC. GS-15 Internal Selection PWD Applicant Pool 2.67%, Qualified 

12.04%, Selected 0% GS-14 Internal Selection PWD Applicant Pool 6.27, Qualified 23.28%, Selected 2.63% GS-13 Internal 

Selection PWD Applicant Pool 7.20, Qualified 15.74%, Selected 11.42% Note that greater than 60% of applicants are omitting the 

disability question. Additionally, applicants with compensable veteran preference are omitting or saying no disability.

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

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

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

provide the data in the text box.

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

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

c. New Hires to GS-14 (PWD) Answer No
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d. New Hires to GS-13 (PWD) Answer No

Applicant Flow data is not available for SES positions at EEOC because the agency does not utilize the certificate feature in USAS. 

As a result, EEOC issues SES certificates and closes the files manually. For applicant flow data to be available, the agency must 

audit certificates/lose out announcements within the USAS system.

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

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

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

provide the data in the text box.

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

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

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

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

Applicant Flow data is not available for SES positions at EEOC. GS-15 Applicant Pool PWTD 11.81%, Selected 0% GS-14 

Applicant Pool PWTD 9.20%, Selected 0% Note that greater than 60% of applicants are omitting the disability question. 

Additionally, applicants with compensable veteran preference are omitting or saying no disability.

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

supervisory

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

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

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

a. Executives

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

ii. Internal Selections (PWD) Answer N/A

b. Managers

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

ii. Internal Selections (PWD) Answer N/A

c. Supervisors

i. Qualified Internal Applicants (PWD) Answer No

ii. Internal Selections (PWD) Answer Yes

EEOC’s applicant flow data does not contain information regarding executives and managers. PWD Relevant Applicant Pool 

24.94%, Qualified Internal Applicants 43.01%, Selected 26.98%. Note 75.88% of qualified applicants omitted disability question.

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

ii. Internal Selections (PWTD) Answer N/A

b. Managers

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

ii. Internal Selections (PWTD) Answer N/A

c. Supervisors

i. Qualified Internal Applicants (PWTD) Answer No

ii. Internal Selections (PWTD) Answer No

EEOC’s applicant flow data does not contain information regarding executives and managers. PWTD Relevant Applicant Pool 

5.47%, Qualified Internal Applicants 19.65%, Selected 4.76%. Note 75.88% of qualified applicants omitted disability question.

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

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

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

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

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

c. New Hires for Supervisors (PWD) Answer No

EEOC’s applicant flow data does not contain information regarding executives and managers.

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

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

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

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

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

c. New Hires for Supervisors (PWTD) Answer Yes

EEOC’s applicant flow data does not contain information regarding executives and managers. PWTD Applicant Pool 7.57%, 

Selected 0%. Note if one person was selected the percentage would be 7.69%.

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.
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Answer No

The EEOC highly encourages supervisors to convert Schedule A employees to competitive service; however, there are 10 

employees who have not been converted. The agency plans to work with supervisors to get those employees converted as soon as 

possible.

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

The agency had a total of 9 involuntary separations in FY 2022. Of those separations, 7 (inclusion rate 1.27%) were PWD and 2 

(inclusion rate 0.14%) were PWOD.

Seperations Total # Reportable Disabilities %

Without Reportable 

Disabilities %

Permanent Workforce: Reduction in Force 0 0.00 0.00

Permanent Workforce: Removal 10 1.34 0.18

Permanent Workforce: Resignation 65 3.82 2.73

Permanent Workforce: Retirement 84 4.78 3.58

Permanent Workforce: Other Separations 75 3.63 3.40

Permanent Workforce: Total Separations 234 13.58 9.90

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

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

a.Voluntary Separations (PWTD) Answer No

b.Involuntary Separations (PWTD) Answer No

Seperations Total # Targeted Disabilities %

Without Targeted Disabilities 

%

Permanent Workforce: Reduction in Force 0 0.00 0.00

Permanent Workforce: Removal 10 0.00 0.49

Permanent Workforce: Resignation 65 4.07 2.93

Permanent Workforce: Retirement 84 1.63 4.01

Permanent Workforce: Other Separations 75 4.07 3.42

Permanent Workforce: Total Separations 234 9.76 10.85

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.

Of the 12 who responded as disabled in the exit survey, 10 said they would return to the agency. Most left for career opportunities 

and work life balance.

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 
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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.

EEOC's Section 508 compliance contact is Terri Youngblood, who can be reached at (202) 921-2509 or Deanna Scott at (202) 

921-2690, or e-mail 508coordinator@eeoc.gov. For information about filing a complaint against the EEOC under Section 508, 

contact the Office for Civil Rights, Diversity & Inclusion at (202) 921-2945 or TTY at (202) 559-0019. To file a complaint against 

another agency, contact that agency's Section 508 Coordinator. Contact information for Section 508 Coordinators may be found at 

www.section508.gov/508-coordinator-listing.

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.

The Architectural Barriers Act (ABA) requires access to facilities that are designed, built, altered, or leased with Federal funds. The 

Access Board is the federal agency responsible for enforcing the ABA. The Access Board's accessibility standards are available on 

their website at www.access-board.gov/guidelines-and-standards/buildings-and-sites/about-the-aba-standards, and information 

about filing a complaint may be found at www.access-board.gov/aba-enforcement/file-a-complaint.

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.

During FY 2022, the agency will continue to focus on safety and accessibility for PWD and PWTD. For employees who may have a 

remote work reasonable accommodation, the DPM will ensure those individuals are equipped with the adaptive technology and any 

other tools or resources they may require performing their essential work functions remotely.

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 number of business days from date request received by Disability Program Manager (DPM) to date of initial contact 

was 1 business day (requirement is 7 business days). The percentage processed timely was 27%. With employees’ return to the 

office post-pandemic, the disability/medical RA program received 49% more requests than the average of the past three years.

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.

EEOC’s RA program in FY 2022 had many firsts. Examples of the reasonable accommodation program’s effectiveness include: • 

Medical/disability RA o Increased number of requests - The disability/medical RA program received 49% more requests than the 

average of the past three years. o Modification of RA process for requests based on the COVID-19 vaccination requirement o End 

of FY RA purchases prioritization • Religious exemption/exception to the COVID-19 vaccination requirements. o New program/

New DPM role o Created new religious accommodation policy and process o Provided training to agency on the process • eCase 

Management System o Develop software/program o RA Process mapping o User Accessibility Testing (UAT) o Implementation/

trouble shooting (ongoing) • VAX APP o Prioritization of cross walking the VAX APP submissions in coordination with OCHCO. 

• COVID-19 Screening/Testing Program o Prioritization of the agency’s COVID-19 Screening and Testing Programs o Participated 

in creation and development of the program and process o Weekly updates to Offices • Gender Identity and Inclusion Program o 
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New DPM Role o Prioritization of the gender identity and inclusion program, policy and process in coordinating with OCH and 

OLC • Interpreting Services contract renewal • Reader Services contract initiation

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.

While EEOC’s PAS policies, procedures and practices have been successfully implemented, two requests for PAS were received in 

FY 2022 and they were timely processed. Reasonable accommodation trainings (including PAS) were conducted for managers and 

supervisors.

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 Yes

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.

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

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

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

PWD and/or PWTD?

Answer No

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

Answer N/A

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

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

Other

Workforce Data Table - B1

Multiple triggers throughout the report; however, many based on incomplete data

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

10/01/2022 10/01/2023 Yes Further analyze EEOC’s policies, practices, and 

procedures to determine any barriers

Responsible Official(s)

Title Name Standards Address The Plan?

Director OCRDI Marvin Williams Yes

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

10/01/2023 Develop a summary of the findings from the workgroup 

and update action items as necessary.

Yes 10/01/2022

Report of Accomplishments

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

This plan of action was established at the end of FY 2021; therefore, all planned activities will occur in 2022.

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

barrier(s).

Based on preliminary analysis of available data, we have not found evidence that has caused the trigger for the awards distribution 

of PWD and PWTD. We will conduct a more in-depth analysis in FY 2022.

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.

Plan to do a thorough barrier analysis