Page 1

Smithsonian Institution FY 2022

Affirmative Action Plan

for the Recruitment, Hiring, Advancement, and

Retention of Persons with Disabilities

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

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

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

Section I: Efforts to Reach Regulatory Goals

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

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

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

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

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

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

PWD in the GS-1 to GS-10 cluster was above the 12% benchmark for representation at 12.7% for FY 22. GS-11 to Senior Level 

was below the 12% benchmark for representation at 8.29%, which is an improvement from 6.3% in FY 21.

*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

PWTD in the GS-1 to GS-10 Cluster were above the 2% benchmark for representation in FY22 (2.74%). For FY 2022, the 

Smithsonian workforce at the GS-11 to Senior Level was 2.4% above the benchmark

Grade Level Cluster(GS or Alternate Pay 

Planb)

Total Reportable Disability Targeted Disability

# # % # %

Numarical Goal -- 12% 2%

Grades GS-1 to GS-10 906 115 12.69 25 2.76

Grades GS-11 to SES 1941 144 7.42 41 2.11

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

The Director of the Office of Equal Employment and Supplier Diversity (OEESD) meets with Smithsonian Senior Leadership 

individually on a quarterly basis to provide updates on units under their purview and progress towards model EEO program 

implementation. These quarterly briefings include updates on workforce demographics and how snapshots of their workforces align 

with CLF data in terms of representation. The EEO Director highlights opportunities for improvement, which includes echoing the 

numerical benchmarks put forth by the EEOC regarding the employment of PWD and PWTD as appropriate. .
Smithsonian Institution FY 2022

Page 2

Section II: Model Disability Program

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

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

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

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

PROGRAM

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

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

Answer Yes

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

employment status, and responsible official.

Disability Program Task

# of FTE Staff By Employment Status Responsible Official 

(Name, Title, Office 

Full Time Part Time Collateral Duty Email)

Processing applications from PWD and PWTD 1 0 0 Amelda Fuller, 

Recruitment Branch 

Manager, Office of 

Human Resources, 

Fullera@si.edu

Answering questions from the public about 

hiring authorities that take disability into 

account

1 0 0 Amelda Fuller, 

Recruitment Branch 

Manager, Office of 

Human Resources, 

Fullera@si.edu

Special Emphasis Program for PWD and 

PWTD

1 0 0 Shahin Nemazee, Special 

Emphasis Program 

Manager, Office of Equal 

Employment and Supplier 

Diversity, 

nemazees@si.edu

Architectural Barriers Act Compliance 1 0 0 Beth Ziebarth, Director, 

Access Smithsonian, 

Access Smithsonian, 

ziebarth@si.edu

Section 508 Compliance 1 0 0 Deron Burba, Chief 

Information Officer, 

Office of the Chief 

Information Officer, 

BurbaD@si.edu
Smithsonian Institution FY 2022

Page 3

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 Carol Gover, EEO 

Program Manager and 

Accommodations 

Coordinator, Office of 

Equal Employment and 

Supplier Diversity, 

goverc@si.edu

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

During FY22 OEESD in collaboration with OHR and Access Smithsonian developed and delivered presentation on "Expanding 

Your Diversity Recruitment Strategy through the Workforce Recruitment Program." Session was featured during SI Disability ERG 

meeting. Resulted in over 75 senior level managers, employees and affiliated persons receiving information on resources available 

to hire individuals with disabilities. During FY 2022 the Office of Equal Employment and Supplier Diversity, in collaboration with 

Access Smithsonian and the Office of Human Resources delivered a webinar entitled Equal Opportunity for Individuals with 

Disabilities at the Smithsonian Institution to the Institution’s newly formed Disability Employee Resource Group. The webinar 

provided information on programs, policies, and procedures to engage and improve the recruitment, hiring and retention of 

individuals with disabilities. Topics covered included: o Section 501 of the Rehabilitation Act of 1973 o Reasonable 

Accommodation Process o SD214 (Equal Employment Opportunity Program) o SD215 (Accessibility for People with Disabilities) 

o Utilization of Special Hiring Authorities § Schedule A § Veterans Preference During FY 2022, Access Smithsonian trained 

multiple SI units' staff, volunteers, and interns on inclusive customer service, best practices, access services, and disability 

awareness. Sessions covered all disability related laws as applied to the Smithsonian.

B. PLAN TO ENSURE SUFFICIENT FUNDING FOR THE DISABILITY PROGRAM

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

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

funding and other resources.

Answer Yes

Section III: Program Deficiencies In The Disability Program

Section IV: Plan to Recruit and Hire Individuals with Disabilities

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

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

PWD and PWTD

A. PLAN TO IDENTIFY JOB APPLICATIONS WITH DISABILITIES

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

targeted disabilities.

The Smithsonian Institution continued to have a presence at recruitment/outreach events that target PWD and PWTD in FY22, 

examples include: •The Early Career and Internship Fair hosted by American University. Several colleges and universities 
Smithsonian Institution FY 2022

Page 4

participated in the event including Johns Hopkins University, University of Maryland, George Washington University, Georgetown 

University, American University, Howard University and Catholic University. •During FY22, OEESD in collaboration with OHR 

and Access Smithsonian developed and delivered presentation on "Expanding Your Diversity Recruitment Strategy through the 

Workforce Recruitment Program." Session was featured during SI Disability ERG meeting. Resulted in over 75 senior level 

managers, employees and affiliated persons receiving information on resources available to hire individuals with disabilities. •The 

Smithsonian participated in Operation Warfighter Internship/Career Fair at Ft. Belvoir. Representatives provided information on 

career and internship opportunities for transitioning warriors (military service members) along with sharing information on Veterans 

Preference and Schedule A hiring authorities. The Institution continued to encourage the use of hiring authorities that allowed the 

noncompetitive appointment of individuals with disabilities, such as Schedule A: •The Smithsonian American Art Museum 

(SAAM) continued their America InSight: Verbal Description Tours program. These staff led tours for individuals who are blind or 

have low vision highlight collections through rich verbal description and sensory experience. •The National Museum of American 

History provided visual descriptions for all the exhibition’s media. Of special note—and with support from Smithsonian 

Accessibility Innovation Fund—they are developing strategies for describing large-scale, immersive media experiences that have 

multiple images on multiple display surfaces in multiple locations simultaneously. Expert users will play a key role in developing 

descriptions, user interfaces, and navigation strategies. •During FY 2022 the Office of Equal Employment and Supplier Diversity, in 

collaboration with Access Smithsonian and the Office of Human Resources delivered a webinar entitled Equal Opportunity for 

Individuals with Disabilities at the Smithsonian Institution to the Institution’s newly formed Disability Employee Resource Group. 

The webinar provided information on programs, policies, and procedures to engage and improve the recruitment, hiring and 

retention of individuals with disabilities. Topics covered included: o Section 501 of the Rehabilitation Act of 1973 o Reasonable 

Accommodation Process o SD214 (Equal Employment Opportunity Program) o SD215 (Accessibility for People with Disabilities) 

o Utilization of Special Hiring Authorities § Schedule A § Veterans Preference To assist with the recruitment and retention of 

individuals with disabilities Smithsonian units also provided the following programing: •Mornings at the Museum: A sensoryfriendly program for children, teenagers, and young adults with disabilities. The program included early entry into the museum, 

facilitated and thematic activities, a take-a-break space, and pre-visit materials like social narratives and sensory maps. 

•Smithsonian Advancement D&I Initiative Webinar + Discussion: How to Make Virtual Events Accessible to People with 

Disabilities - One in four Americans has a disability, but few nonprofits are ensuring that their events are welcoming and accessible 

to these individuals. Program goal was to help create a plan to better include people with disabilities in virtual events and broaden 

your nonprofit’s reach. This webinar persuaded leaders to invest in making online gatherings more accessible, create a plan to 

improve accessibility at an event — and adapt your budget, and ensure communications materials are accessible and welcoming to 

donors with disabilities.

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 Smithsonian used a variety of appointing authorities to hire job applicants to include a special Schedule A (5 C.F.R. 

213.3102(u)) appointing authority for persons with qualifying Intellectual Disabilities, Severe Physical Disabilities, or Psychiatric 

Disabilities. Disabled veterans may also be considered under special hiring programs for veterans with disability ratings from the 

Department of Veterans Affairs of 30% or more. The Smithsonian fills positions two ways, competitively and non-competitively. 

All persons who are selected for positions must meet the qualification requirements for which they have been selected and be able 

to perform the essential duties of the position with or without reasonable accommodation. These positions are posted on the 

USAJOBS.GOV federal employment portal and other various recruitment outlets as deemed feasible/appropriate by the Institution/

Unit/Museum. These candidates are considered solely based on their credentials submitted against the job requirements. The noncompetitive process is engaged when a manager has identified a PWD and a position which are compatible. At that point, the 

recruitment package is prepared and submitted to the Office of Human Resources and processed accordingly.

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.

An individual hired under this authority (Schedule A) must be ready to perform the job for which they are being considered. This 

certification is a statement that the individual is likely to succeed in the performance of the duties of the position for which he or she 

is applying. For instance, the certification of job readiness for an individual applying for a position as an Administrative Assistant or 

an Accountant may state that the "individual is likely to succeed performing work in an office environment." This certification of 

job readiness may be obtained from the same individuals that provided the proof of disability. The certification may be on the same 
Smithsonian Institution FY 2022

Page 5

documentation as the proof of disability, or it may be a separate document. The agency determines if the PWD is eligible for 

appointment under such authority by verifying the Schedule A documentation for job readiness is acceptable from the following 

entities: a licensed medical professional (e.g., a physician or other medical professional certified by a state, the District of 

Columbia, or a U.S. territory to practice medicine); a licensed vocational rehabilitation specialist (i.e., state or private); or any 

Federal agency, state agency, or agency of the District of Columbia or a U.S. territory that issues or provides disability benefits. The 

HR office reviews the resume of the PWD against the classified position description along with the needs of the organization/unit/

museum. This information is verified thoroughly prior to being presented to the hiring manager for position compatibility. Once this 

process is solidified by the HR Specialist, the documentation is then forwarded to the manager to review the credentials of the 

PWD, interview, and assess the overall qualifications of each qualified candidate. In addition, requests for reasonable 

accommodations are processed according to the Smithsonian’s procedures. Such accommodations may include the following 

examples: providing or modifying equipment or devices; providing readers and interpreters; modifying work schedules; adjusting 

exams, training materials, and position reassignment. An explanation of how and when the PWD may be appointed is provided to 

each manager at that time. The manager may receive the PWD application via several ways: on a merit promotion certificate or 

using a standard email system as a password protected document.

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 Smithsonian provided a Fundamentals for Supervisor Training on various human resources topics, including hiring persons 

with disabilities. This training was offered 3 to 4 times per year by the Office of Human Resources (OHR) to all new managers and 

supervisors. This training is a rigorous 8-hour training class which lasts 3 days by which attendance is mandatory for all 3 days in 

order to receive a certificate of completion. This training also provides an opportunity for managers and supervisors to discuss in 

detail all phases of human resources, especially how to recruit using special hiring authorities. The Office of Equal Employment and 

Supplier Diversity participates and responds to questions about the reasonable accommodations process for individuals with 

disabilities. Participants receive a binder of appropriate literature and are given contact information for future reference. The 

Smithsonian also required mandatory EEO Training for Managers and Supervisors. The in-person session for new supervisors is 

offered 4 to 5 times per Fiscal Year and the refresher training (required every three years) is available online. Both cover the 

applicable authorities (i.e. ADA, Section 501 of the Rehab Act of 1973) that take disability into account. During FY 2022 Access 

Smithsonian staff trained multiple SI units' staff, volunteers, and interns on inclusive customer service, best practices, access 

services, and disability awareness.

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.

During FY 2022, the Smithsonian Institution continued its efforts to establish and maintain contacts with organizations that promote 

and assist PWD and PWTD in securing and maintaining employment. Some of the Smithsonian’s most noteworthy 

accomplishments in this area during FY 2022 can be found below: Teaching with UDL and Digital Women’s History Resources for 

Accessible Learning: Working collaboratively, the American Women’s History Initiative (AWHI) and Smithsonian Office of 

Educational Technology (OET) hosted a series of educator workshops based on the Universal Design for Learning (UDL) 

framework for K–12 educators -– with an emphasis on educators who teach learners with disabilities. Each workshop focused on 

the application of a specific UDL framework checkpoint to the teaching of women’s history, using resources from the 

Smithsonian’s collections and the Smithsonian Learning Lab. The series consisted of three virtual sessions piloting the program 

and, later, an in-person session co-led with teacher mentors selected from the virtual session cohort. Upon completion of these 

multilayered workshops, educators will be able to: identify UDL framework principles, apply specific UDL framework checkpoints 

in the classroom, demonstrate best practices for the development of accessible classroom content, implement relevant accessibility 

tools and technologies, evaluate the effectiveness of accessible classroom content, identify and use objects and resources relevant to 

women’s history across the Smithsonian collections, and use the Smithsonian Learning Lab to create accessible classroom content. 

Participated in Operation Warfighter Internship/Career Fair at Ft. Belvoir. SI representatives provided information on career and 

internship opportunities for transitioning warriors (military service members) along with sharing information on Veterans 

Preference and Schedule A hiring authorities. Greater Washington Internship Coalitions: As a member of the GWIC, Access 
Smithsonian Institution FY 2022

Page 6

Smithsonian is dedicated to increasing the number of internship and educational opportunities for individuals with disabilities at SI 

and in the community. The GWIC meets quarterly. Members regularly participate in outreach events such as affinity-group 

conferences and internship/career fairs in Washington, DC to promote SI academic programs to diverse audiences

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

For FY22 PWD accounted for 16.81% of new hires and PWTD accounted for 4.31% of new hires, both above the benchmarks.

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

PWTD selections were under the benchmark.

New Hires to Mission-Critical Occupations

Total

Reportable Disability Targetable Disability

New Hires New Hires

(#) (%) (%)

Numerical Goal -- 12% 2%

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

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

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

a. Qualified Applicants for MCO (PWD) Answer Yes

b. Qualified Applicants for MCO (PWTD) Answer Yes

Both were below the benchmark

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 
Smithsonian Institution FY 2022

Page 7

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

Both were below the benchmark

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 Smithsonian monitors applicant and selection criteria for career development programs. Access Smithsonian works to ensure 

the broadest inclusion, in part by implementing Smithsonian Directive 215 that covers accessibility for people with disabilities, 

including staff. Access Smithsonian in collaboration with units such as OEESD and OHR, provides training for Smithsonian staff 

about accessibility and disability. Access Smithsonian also works directly with individuals in the disability community as well as 

groups such as the American Association of People with Disabilities; with other cultural arts institutions such as the Kennedy 

Center; and with organizations such as the HSC Foundation (a parent organization that supports different levels and stages of care 

for people with disabilities) to identify opportunities to better serve PWD and PWTD.

B. CAREER DEVELOPMENT OPPORTUNITES

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

PROGRAM OVERVIEWS: Emerging Leaders Development Program (ELDP) is a leadership development program for employees 

who are competitively selected at the GS/IS 11-12. The purpose of this program is to develop a diverse team of employees to be 

creative and effective “leaders on the line” by developing their leadership and interdisciplinary skills throughout Smithsonian. 

Palmer Leadership Development Program (PLDP) is a leadership development program for employee who are competitively 

selected in grades GS13 and14. The purpose of this unique program is to strengthen a participant’s leadership skills, foster an 

innovative culture, to increase his/her professional network, and expand the use of organizational best practices. The PLDP goal is 

to enhance the participant's understanding of the complexities and breadth of the Smithsonian mission while preparing him/her to 

address new challenges. Foundations of Professional Development is a professional development program for Smithsonian staff 

targeting grades 7, 8, 9, and 10. With potential future demographic shifts towards a less experienced workforce, there is a need to 

create an inclusive pipeline of talent, to encourage retention and to instill a culture of continuous learning as early as possible.

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

supervisory recommendation/ approval to participate.

Career Development 

Opportunities

Total Participants PWD PWTD

Applicants (#) Selectees (#)

 Applicants 

(%) Selectees (%)

 Applicants 

(%) Selectees (%)

Internship Programs 0 0 0 0 0 0

Fellowship Programs 0 0 0 0 0 0

Mentoring Programs 0 0 0 0 0 0

Coaching Programs 0 0 0 0 0 0

Training Programs 0 0 0 0 0 0
Smithsonian Institution FY 2022

Page 8

Career Development 

Opportunities

Total Participants PWD PWTD

Applicants (#) Selectees (#)

 Applicants 

(%) Selectees (%)

 Applicants 

(%) Selectees (%)

Detail Programs 0 0 0 0 0 0

Other Career Development 

Programs

0 0 0 0 0 0

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

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

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

plan to provide the data in the text box.

a. Applicants (PWD) Answer N/A

b. Selections (PWD) Answer N/A

No new selections occurred in FY 2022.

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 N/A

b. Selections (PWTD) Answer N/A

No new selections occurred in FY 2022.

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

Time Off Awards: 1-10 Hours: SI is pleased to report that PWD represented 14.87% of 1–10-hour awards and PWTD represented 

16.67% 11-20 Hours: 17.20% were provided to PWD. 11-20 Hours: 16.67% were provided to PWTD. 21-30 Hours: 2.92% were 

provided to PWD. 21-30 Hours: 3.33 % were provided to PWTD. The Institution is pleased to be above the 2.0 benchmark. 31-40 

Hours: 8.16% were provided to PWD. 31-40 Hours: 3.33% were provided to PWTD. Cash Awards: $500 and Under 19.24% of the 

awards were provided to PWD. $500 and Under: 18.89% of the awards were provided to PWTD. $501-$999: 20.41% of the awards 

were provided to PWD. $501-$999: 21.11% of the awards were provided to PWTD. $1000-1999: 42.86% were provided to PWD 

$1000-1999: 44.44% were provided to PWTD, which is above the inclusion benchmark $2000-2999 6.41% PWD and 8.89% 

PWTD. $3000-3999: 7.38% PWD and 3.50% PWTD. $4000-4999: NO PWD or PWTD received award. $5000 or more: 1.64% 

PWD and 1.46% PWTD.

Time-Off Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Time-Off Awards 1 - 10 hours: 

Awards Given

503 14.83 13.99 16.85 14.12

Time-Off Awards 1 - 10 Hours: 

Total Hours

3950 114.53 110.17 130.34 109.02
Smithsonian Institution FY 2022

Page 9

Time-Off Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Time-Off Awards 1 - 10 Hours: 

Average Hours

7 2.03 0.22 7.87 0.00

Time-Off Awards 11 - 20 hours: 

Awards Given

547 17.44 15.14 16.85 17.65

Time-Off Awards 11 - 20 Hours: 

Total Hours

9204 297.67 254.03 286.52 301.57

Time-Off Awards 11 - 20 Hours: 

Average Hours

16 4.94 0.51 19.10 0.00

Time-Off Awards 21 - 30 hours: 

Awards Given

159 2.91 4.69 3.37 2.75

Time-Off Awards 21 - 30 Hours: 

Total Hours

3926 69.77 115.97 80.90 65.88

Time-Off Awards 21 - 30 Hours: 

Average Hours

24 6.98 0.77 26.97 0.00

Time-Off Awards 31 - 40 hours: 

Awards Given

348 8.14 9.82 3.37 9.80

Time-Off Awards 31 - 40 Hours: 

Total Hours

13883 337.21 390.53 134.83 407.84

Time-Off Awards 31 - 40 Hours: 

Average Hours

39 11.92 1.24 44.94 0.39

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

647 20.35 17.72 21.35 20.00

Cash Awards: $501 - $999: Total 

Amount

490989 15182.27 13491.84 15334.83 15129.02

Cash Awards: $501 - $999: 

Average Amount

758 216.86 24.26 806.74 10.98

Cash Awards: $1000 - $1999: 

Awards Given

1398 43.31 38.57 44.94 42.75

Cash Awards: $1000 - $1999: Total 

Amount

1776095 55668.90 48926.39 61183.15 53744.31

Cash Awards: $1000 - $1999: 

Average Amount

1270 373.55 40.42 1529.21 -29.80

Cash Awards: $2000 - $2999: 

Awards Given

375 6.69 10.97 8.99 5.88

Cash Awards: $2000 - $2999: Total 

Amount

864886 15405.23 25301.24 20441.57 13647.45

Cash Awards: $2000 - $2999: 

Average Amount

2306 669.77 73.54 2555.06 11.76

Cash Awards: $3000 - $3999: 

Awards Given

140 2.03 3.95 3.37 1.57

Cash Awards: $3000 - $3999: Total 

Amount

459585 6641.28 12978.42 11179.78 5057.25

Cash Awards: $3000 - $3999: 

Average Amount

3282 948.55 104.65 3725.84 -20.78

Cash Awards: $4000 - $4999: 

Awards Given

27 0.00 0.86 0.00 0.00

Cash Awards: $4000 - $4999: Total 

Amount

112587 0.00 3589.00 0.00 0.00
Smithsonian Institution FY 2022

Page 10

Cash Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Cash Awards: $4000 - $4999: 

Average Amount

4169 0.00 132.90 0.00 0.00

Cash Awards: $5000 or more: 

Awards Given

73 1.45 2.10 0.00 1.96

Cash Awards: $5000 or more: Total 

Amount

433299 8720.93 12521.49 0.00 11764.71

Cash Awards: $5000 or more: 

Average Amount

5935 1744.19 189.70 0.00 2352.94

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

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

a. Pay Increases (PWD) Answer Yes

b. Pay Increases (PWTD) Answer No

PWD (6.6 %). PWTD (3.50%).

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 No

ii. Internal Selections (PWD) Answer No

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
Smithsonian Institution FY 2022

Page 11

i. Qualified Internal Applicants (PWD) Answer Yes

ii. Internal Selections (PWD) Answer Yes

There were no qualified internal applicants or selections for GS-13 through GS-15. For SES/equivalent, PWD represented 16% of 

applications and selections

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

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

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

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

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

a. SES

i. Qualified Internal Applicants (PWTD) Answer No

ii. Internal Selections (PWTD) Answer No

b. Grade GS-15

i. Qualified Internal Applicants (PWTD) Answer 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

There were no qualified internal applicants or selections for GS-13 through GS-15. For SES/equivalent, PWTD represented 16% of 

applications and selections

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

No new hires identified as PWD

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 
Smithsonian Institution FY 2022

Page 12

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

No new hires identified as PWTD

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 Yes

ii. Internal Selections (PWD) Answer Yes

c. Supervisors

i. Qualified Internal Applicants (PWD) Answer Yes

ii. Internal Selections (PWD) Answer Yes

There were no qualified internal applicants (PWD) for managers and supervisors. PWD represented 16.6% of Executives selected.

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 Yes

ii. Internal Selections (PWTD) Answer Yes

c. Supervisors

i. Qualified Internal Applicants (PWTD) Answer Yes
Smithsonian Institution FY 2022

Page 13

ii. Internal Selections (PWTD) Answer Yes

PWTD represented 16.6% of Executives selected. No qualified internal applicants for managers or supervisors.

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

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

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

a. New Hires for Executives (PWD) Answer Yes

b. New Hires for Managers (PWD) Answer Yes

c. New Hires for Supervisors (PWD) Answer Yes

Although there were no new hires in the listed grade levels, there were 51 (16%) new hires of PWD in all grade levels.

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

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

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

a. New Hires for Executives (PWTD) Answer Yes

b. New Hires for Managers (PWTD) Answer Yes

c. New Hires for Supervisors (PWTD) Answer Yes

Although there were no new hires in the listed grade levels, there were 10 (3.17%) new hires of PWTD in all grades during FY 

2022.

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

OEESD in collaboration with OHR notified the appropriate unit HR liaisons and provided lists of eligible employees with a 

reminder that EEOC requires the Smithsonian to report annually on the conversion of Schedule A employees. Through our 

collaborative efforts, the Institution continued to work diligently to ensure the conversion of eligible Schedule A employees.

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

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

a.Voluntary Separations (PWD) Answer No

b.Involuntary Separations (PWD) Answer No
Smithsonian Institution FY 2022

Page 14

Seperations Total # Reportable Disabilities %

Without Reportable 

Disabilities %

Permanent Workforce: Reduction in Force 0 0.00 0.00

Permanent Workforce: Removal 15 0.56 0.39

Permanent Workforce: Resignation 96 3.66 2.49

Permanent Workforce: Retirement 127 4.51 3.33

Permanent Workforce: Other Separations 82 3.94 2.04

Permanent Workforce: Total Separations 320 12.68 8.25

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

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

a.Voluntary Separations (PWTD) Answer No

b.Involuntary Separations (PWTD) Answer No

Seperations Total # Targeted Disabilities %

Without Targeted Disabilities 

%

Permanent Workforce: Reduction in Force 0 0.00 0.00

Permanent Workforce: Removal 15 1.12 0.39

Permanent Workforce: Resignation 96 5.62 2.53

Permanent Workforce: Retirement 127 10.11 3.28

Permanent Workforce: Other Separations 82 4.49 2.17

Permanent Workforce: Total Separations 320 21.35 8.36

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.

SI has continued to use exit surveys This multi-unit effort will assist the Institution to identify retention related triggers. Exit 

surveys allow the Smithsonian to continue its efforts in making EEO, diversity and inclusion a top priority and all levels.

B. ACCESSIBILITY OF TECHNOLOGY AND FACILITIES

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

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

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

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

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

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

https://www.si.edu/FAQs/Access - OEESD is working with OCIO to ensure this announcement meets current EEOC standards in 

FY23.

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.si.edu/Accessibility https://airandspace.si.edu/rfp/exhibitions/files/j3-directive-215.pdf - OEESD is working with 
Smithsonian Institution FY 2022

Page 15

Access Smithsonian to ensure this announcement meets current EEOC standards in FY23.

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 Office of Equal Employment and Supplier Diversity, in collaboration with Access Smithsonian and the Office 

of Human Resources delivered a webinar entitled Equal Opportunity for Individuals with Disabilities at the Smithsonian Institution 

to the Institution’s newly formed Disability Employee Resource Group. The webinar Provided information on programs, policies, 

and procedures to engage and improve the recruitment, hiring and retention of individuals with disabilities. Topics covered 

included: o Section 501 of the Rehabilitation Act of 1973 o Reasonable Accommodation Process o SD214 (Equal Employment 

Opportunity Program) o SD215 (Accessibility for People with Disabilities) o Utilization of Special Hiring Authorities § Schedule 

A § Veterans Preference The Smithsonian has dedicated staff charged with improving accessibility throughout the Institution. The 

responsibilities include: o Advising on and implementing policy, practices, and procedures related to access for people with 

disabilities; o Reviewing facility and exhibition designs; o Providing technical assistance; o Conducting outreach to the disability 

community and other cultural arts organizations; o Providing staff education on disability topics; and o Working with Smithsonian 

museums and offices to provide direct services, including sign language interpretation, real time captioning, and alternate formats of 

publications.

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 FY 2022 was 30.8 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.

During FY 2022, the Institution provided Smithsonian-wide email announcements regarding Reasonable Accommodation for 

persons with disabilities. During the pandemic, information on reasonable accommodation and contact information for assistance 

were provided in COVID-19 announcements. Required EEO training provided employees, managers and supervisors with detailed 

information on the Reasonable Accommodation process. New employees are provided information on Reasonable Accommodation 

by representatives from OEESD during New Employee Orientation session that occur bi-weekly. During FY 2022 the Office of 

Equal Employment and Supplier Diversity, in collaboration with Access Smithsonian and the Office of Human Resources delivered 

a webinar entitled Equal Opportunity for Individuals with Disabilities at the Smithsonian Institution to the Institution’s newly 

formed Disability Employee Resource Group. The webinar Provided information on programs, policies, and procedures to engage 

and improve the recruitment, hiring and retention of individuals with disabilities. Topics covered included: o Section 501 of the 

Rehabilitation Act of 1973 o Reasonable Accommodation Process o SD214 (Equal Employment Opportunity Program) o SD215 

(Accessibility for People with Disabilities) o Utilization of Special Hiring Authorities § Schedule A § Veterans Preference

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.
Smithsonian Institution FY 2022

Page 16

The Smithsonian Institution processes requests for personal assistance services (PAS) in accordance with SI procedures.

Section VII: EEO Complaint and Findings Data

A. EEO COMPLAINT DATA INVOLVING HARASSMENT

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

to the governmentwide average?

Answer 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 Yes

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

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
Smithsonian Institution 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

Overall underrepresentation of Smithsonian’s PWD workforce (9.64%). This representation is 

below the EEOC benchmark of 12%, but an improvement from the 8.46% reported in FY21. GS-11 

to Senior Level was below the 12% benchmark for representation at 8.29 which is an improvement 

from 6.3% in FY 21. PWD were below inclusion rate for QSI’s (6.6 %). Time off awards below the 

inclusion rate: • 21-30 Hours: 2.92% were provided to PWD. • 31-40 Hours: 8.16% were provided 

to PWD. Cash Awards below the inclusion rate: • $3000-3999: 7.38% PWD • $4000-4999: NO 

PWD or PWTD received award. • $5000 or more: 1.64% PWD and 1.46% PWTD.

Y

Y

STATEMENT OF 

BARRIER GROUPS:

STATEMENT OF 

IDENTIFIED BARRIER:

Provide a succinct statement 

of the agency policy, 

procedure

or practice that has been 

determined to be the barrier 

of the 

undesired condition.

Barrier Group

People with Disabilities

People with Targeted Disabilities

Source of the Trigger:

Specific Workforce Data 

Table:

Barrier Analysis Process 

Completed?:

Barrier(s) Identified?:

Barrier Name Description of Policy, Procedure, or Practice

PWD and PWTD •	Low employee turnover rate;

•	Limited pool of candidates in the highly/best qualified categories;

•	Limited use of Schedule A authorities and special appointing 

procedures; and,

•	Limited availability of mission critical employment opportunities.

Objective(s) and Dates for EEO Plan

Date 

Initiated

Target Date Sufficient 

Funding / 

Staffing?

Date 

Modified

Date 

Completed

Objective Description

09/30/2021 09/30/2022 Yes Ongoing effort to continue the recruitment and 

retention strategies that increase opportunities for 

hiring, developing and retaining PWTD

Responsible Official(s)

Title Name Standards Address The Plan?

Interim Director, Office of Academic 

Appointments and Internships (OAAI)

Pamela E. Veenbaas Yes

Acting Director, OEESD Rudy D. Watley Yes

Head Diversity Officer / Director, Access 

Smithsonian

Beth Ziebarth Yes

Director, Office of Human Resources Antonio Guzman Yes
Smithsonian Institution FY 2022

Page 18

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

09/01/2023 Policy review and dissemination: Continue to review 

recruitment and hiring policies and procedures to 

determine if current practices result in barriers to PWD 

and PWTD.

Yes

06/01/2023 New Hires: Promote Schedule A appointments

•	Promote management’s increased utilization of Schedule 

A and special appointing authorities. 

•	Inform supervisors and managers of special hiring 

authorities.

•	Continued webinars to inform managers of special hiring 

authorities that target individuals with disabilities

Yes

07/01/2023 Academic Appointments : Increase internship program 

awareness for PWD and PWTD.

•	Advertise targeted internships for Access to 

Opportunities program.

•	Utilize DOL WRP Program

Yes

09/01/2023 Targeted recruitment: Continue expansion of recruitment 

initiatives and resources to locate qualified applicants 

with targeted disabilities.

•	Attend and/or participate in outreach activities, career, 

and job fairs, etc. 

•	Send vacancy announcements to academic institutions 

and professional organizations and other appropriate 

resources. 

•	Network with employee resource groups.

•	Share best practices for the recruitment and retention of 

PWD and PWTD.

•	Issue selecting official advisory letter regarding the use 

of Schedule A.

Yes

09/01/2023 Applicant data collection: Collect and analyze applicant 

data to identify potential barriers in the recruitment and 

hiring processes, and revise processes to remedy 

identified barriers.

Yes

09/01/2023 Accommodations: Provide and report on reasonable 

accommodations provided to qualified applicants and 

employees with disabilities.

Yes

09/01/2023 Policy review and dissemination: Continue to review 

recruitment and hiring policies and procedures to 

determine if current practices result in barriers to PWD 

and PWTD.

Yes
Smithsonian Institution FY 2022

Page 19

Report of Accomplishments

Fiscal Year Accomplishment

2022 •During FY 2022 the Office of Equal Employment and Supplier Diversity, in collaboration with Access 

Smithsonian and the Office of Human Resources, delivered a webinar entitled Equal Opportunity for 

Individuals with Disabilities at the Smithsonian Institution to the Institution’s newly formed Disability 

Employee Resource Group. The webinar provided information on programs, policies, and procedures to engage 

and improve the recruitment, hiring and retention of individuals with disabilities. Topics covered included:

o	Section 501 of the Rehabilitation Act of 1973

o	Reasonable Accommodation Process

o	SD214 (Equal Employment Opportunity Program)

o	SD215 (Accessibility for People with Disabilities)

o	Utilization of Special Hiring Authorities

§	Schedule A

§	Veterans Preference

•During FY 2022, Access Smithsonian trained multiple SI units' staff, volunteers, and interns on inclusive 

customer service, best practices, access services, and disability awareness. Sessions covered all disability 

related laws as applied to the Smithsonian.

•The Smithsonian Institution continued to have a presence at recruitment/outreach events that target PWD and 

PWTD to include in FY22: Early Career and Internship Fair hosted by American University. Several colleges 

and universities participated in the event including Johns Hopkins University, University of Maryland, George 

Washington University, Georgetown University, American University, Howard University and Catholic 

University. 

•Participated in Operation Warfighter Internship/Career Fair at Ft. Belvoir. SI representatives provided 

information on career and internship opportunities for transitioning warriors (military service members) along 

with sharing information on Veterans Preference and Schedule A hiring authorities. 

•The Institution continued to encourage the use of hiring authorities that allow the noncompetitive appointment 

of individuals with disabilities, such as Schedule A.

•The Smithsonian American Art Museum (SAAM) continued their America InSight: Verbal Description Tours 

program. These staff led tours for individuals who are blind or have low vision highlight collections through 

rich verbal description and sensory experience. 

•The National Museum of American History provided visual descriptions for all the exhibition’s media. Of 

special note—and with support from Smithsonian Accessibility Innovation Fund—we are developing strategies 

for describing large-scale, immersive media experiences that have multiple images on multiple display surfaces 

in multiple locations simultaneously. Expert users play a key role in developing descriptions, user interfaces, 

and navigation strategies.

•Mornings at the Museum: A sensory-friendly program for children, teenagers, and young adults with 

disabilities. The program includes early entry into the museum, facilitated and thematic activities, a take-abreak space, and pre-visit materials like social narratives and sensory maps.

•Smithsonian Advancement D&I Initiative Webinar + Discussion: How to Make Virtual Events Accessible to 

People With Disabilities - One in four Americans has a disability, but few nonprofits are ensuring that their 

events are welcoming and accessible to these individuals. Join us to learn how to create a plan to better include 

people with disabilities in virtual events and broaden your nonprofit’s reach. This webinar will persuade 

leaders to invest in making online gatherings more accessible, create a plan to improve accessibility at an event 

— and adapt your budget, and ensure communications materials are accessible and welcoming to donors with 

disabilities.

•The Smithsonian provided a Fundamentals for Supervisor Training on various human resources topics, 

including hiring persons with disabilities. This training is offered 3 to 4 times per year by the Office of Human 

Resources (OHR) to all new managers and supervisors. This training is a rigorous 8-hour training class which 

lasts 3 days by which attendance is mandatory for all 3 days in order to receive a certificate of completion. This 
Smithsonian Institution FY 2022

Page 20

Report of Accomplishments

Fiscal Year Accomplishment

training also provides an opportunity for managers and supervisors to discuss in detail all phases of human 

resources, especially how to recruit using special hiring authorities. The Office of Equal Employment and 

Supplier Diversity participates and responds to questions about the reasonable accommodations process for 

individuals with disabilities. Participants receive a binder of appropriate literature and are given contact 

information for future reference.

•The Smithsonian also required mandatory initial and refresher EEO Training for Managers and Supervisors. 

The session for new supervisors was offered 4 to 5 times per Fiscal Year and the refresher training (required 

every three years) is available online. Both cover the applicable authorities (i.e. ADA, Section 501 of the Rehab 

Act of 1973) that take disability into account. 

•During FY22 NMNH identified and updated accessibility deficiencies on its website.

•Teaching with UDL and Digital Women’s History Resources for Accessible Learning: Working 

collaboratively, the American Women’s History Initiative (AWHI) and Smithsonian Office of Educational 

Technology (OET) hosted a series of educator workshops based on the Universal Design for Learning (UDL) 

framework for K–12 educators -– with an emphasis on educators who teach learners with disabilities. Each 

workshop focused on the application of a specific UDL framework checkpoint to the teaching of women’s 

history, using resources from the Smithsonian’s collections and the Smithsonian Learning Lab. The series 

consisted of three virtual sessions piloting the program and, later, an in-person session co-led with teacher 

mentors selected from the virtual session cohort. Upon completion of these multilayered workshops, educators 

will be able to: identify UDL framework principles, apply specific UDL framework checkpoints in the 

classroom, demonstrate best practices for the development of accessible classroom content, implement relevant 

accessibility tools and technologies, evaluate the effectiveness of accessible classroom content, identify and use 

objects and resources relevant to women’s history across the Smithsonian collections, and use the Smithsonian 

Learning Lab to create accessible classroom content.

•Greater Washington Internship Coalitions: As a member of the GWIC, Access Smithsonian is dedicated to 

increasing the number of internship and educational opportunities for individuals with disabilities at SI and in 

the community. The GWIC meets quarterly. Members regularly participate in outreach events such as affinitygroup conferences and internship/career fairs in Washington, DC to promote SI academic programs to diverse 

audiences

•During FY 2022, the Institution provided Smithsonian-wide email announcements regarding Reasonable 

Accommodation for persons with disabilities. During the pandemic, information on reasonable accommodation 

and contact information for assistance were provided in COVID-19 announcements. 

•Required EEO training provided employees, managers, and supervisors with detailed information on the 

Reasonable Accommodation process. New employees are provided information on Reasonable 

Accommodation by representatives from OEESD during New Employee Orientation session that occur biweekly.
Smithsonian Institution FY 2022

Page 21

Report of Accomplishments

Fiscal Year Accomplishment

2022 •	PWD in the GS-1 to GS-10 cluster was above the 12% benchmark for representation at 12.7% for FY 22.

•PWTD in the GS-1 to GS-10 Cluster was above the 2% benchmark for representation in FY22 (2.74%). For 

FY 2022 the Smithsonian workforce at the GS-11 to Senior Level was 2.4% PWTD above the benchmark and 

an improvement from FY21.

•	For FY22 PWD accounted for 16.81% of new hires and PWTD accounted for 4.31% of new hires, both above 

the benchmarks. 

•	PWD represented 14.87% of 1–10-hour awards and PWTD represented 16.67%

•	11-20 Hours: 17.20% were provided to PWD. 

•	11-20 Hours: 16.67% were provided to PWTD.

•	21-30 Hours: 3.33 % were provided to PWTD. 

•	31-40 Hours: 3.33% were provided to PWTD. 

•	$500 and Under19.24% of the awards were provided to PWD.

•	$500 and Under: 18.89% of the awards were provided to PWTD.

•	$501-$999: 20.41% of the awards were provided to PWD.

•	$501-$999: 21.11% of the awards were provided to PWTD.

•	$1000-1999: 42.86% were provided to PWD

•	$1000-1999: 44.44% were provided to PWTD

•	$2000-2999: 8.89% PWTD

•	$3000-3999: 3.50% PWTD.

•	PWTD represented 3.5% of QSIs, above the benchmark

•During FY22 OEESD in collaboration with OHR and Access Smithsonian developed and delivered 

presentation on "Expanding Your Diversity Recruitment Strategy through the Workforce Recruitment 

Program." Session was featured during SI Disability ERG meeting. Resulted in over 75 senior level managers, 

employees and affiliated persons receiving information on resources available to hire individuals with 

disabilities.

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

The Institution continued to embrace EEO diversity and inclusion in all aspects of our operations. Many of the identified triggers 

and barriers require ongoing efforts to continue each fiscal year and we are encouraged to see improvements as each year passes. 

The Smithsonian will continue working towards meeting all benchmarks for PWD and PWTD and we thank the EEOC for their 

continued support

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

barrier(s).

Planned activities for FY 2023 will be analyzed and reported on the FY 2023 MD-715 report.

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.

Planned activities from previous reports have yielded improvements throughout SI’s workforce; such as the formation of the 

Disability Employee Resource Group and establishment of a Head Diversity Office in addition to increased focus on disability 

inclusion will only amplify the progress the Institution strives to make.