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Federal Maritime Commission FY 2021

Affirmative Action Plan

for the Recruitment, Hiring, Advancement, and

Retention of Persons with Disabilities

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

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

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

Section I: Efforts to Reach Regulatory Goals

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

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

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

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

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

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

Table B4 shows: GS 1-10: 10 total employees, zero (0.0%) PWD, which is below the 12% benchmark, therefore there is a trigger.

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

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

metropolitan region.

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

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

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

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

Table B4 shows: GS 1-10: 10 total employees, no PWTD (below the 2% benchmark, therefore there is a trigger).

Grade Level Cluster(GS or Alternate Pay 

Planb)

Total Reportable Disability Targeted Disability

# # % # %

Numarical Goal -- 12% 2%

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

Grades GS-11 to SES 101 15 14.85 4 3.96

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

In FY 2022 and in prior years, the FMC published Diversity and Inclusion Strategic Plans. The plans include objectives to utilize 

strategic hiring initiatives for persons with disabilities. Also in 2016, the FMC issued a Action Plan to senior leadership, hiring 

managers, and the Office of Human Resources stating the agency’s goal to increase the overall total workforce of PWD and PWTD 

each year for the next five years. Since 2019 and continuing in FY 2021, the FMC has continued to communicate this target to 

senior leaders and hiring managers in senior leadership meetings and to individual hiring managers, during the recruitment and 

hiring process.

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

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

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

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

PROGRAM

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

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

Answer Yes

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

employment status, and responsible official.

Disability Program Task

# of FTE Staff By Employment Status Responsible Official 

(Name, Title, Office 

Full Time Part Time Collateral Duty Email)

Section 508 Compliance 1 0 0 Catie-Megan Moran

Web Content Specialist

cmoran@fmc.gov

Architectural Barriers Act Compliance 1 0 0 Katona Bryan Wade

Director, Office of 

Management Services

kbryan-wade@fmc.gov

Answering questions from the public about 

hiring authorities that take disability into 

account

1 0 0 Victoria Schenck

Human Resources 

Specialist

vschenck@fmc.gov

Special Emphasis Program for PWD and 

PWTD

1 0 0 Camella Woodham

Director, Equal 

Employment Opportunity

cwoodham@fmc.gov

Processing applications from PWD and PWTD 1 0 0 Courtney Killion

Selective Placement 

Coordinator/Director

ckillion@fmc.gov

Processing reasonable accommodation requests 

from applicants and employees

1 0 0 Courtney Killion

Director, Office of Human 

Resources

ckillion@fmc.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

In FY 2020, all Human Resources (HR) Specialists successfully completed OPM’s Special Placement Program Coordinator training 

in order to carry out their responsibilities related to the disability program. In addition, the HR Specialists, EEO Director, and 

managers completed the Office of Personnel Management’s online training on Schedule A.

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.
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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 FMC continues to utilize a variety of recruitment strategies designed to increase the number of qualified applicants with 

disabilities and applicants with targeted disabilities with the major occupations. The FMC utilized the following resources to 

identify job applicants with disabilities: OPM Shared Register of Candidates with Disabilities (Bender List), and the Workforce 

Recruitment Program (WRP). The WRP is a recruitment and referral program that connects federal and private sector employers 

with college students and recent graduates.

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 FMC uses Schedule A appointing authority (5 C.F.R. 213.310(2)) and 30% or More Disabled Veteran appointing authority (5 

U.S.C. 3112; C.F.R. 316.302, 316.402, and 315.707) to proactively hire PWD expeditiously. FMC job announcements contain 

information explaining how to apply under Schedule A and other excepted service hiring authorities.

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

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

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

appointed.

To determine if an applicant is eligible under Schedule A, the Office of Human Resources reviews their application package to 

determine if they provided the required documentation (as described in the vacancy announcement from OPM’s Disability 

Employment Page). The documentation is reviewed for eligibility under the hiring authority. This procedure is applied when a 

candidate submits an application through USAJobs and/or directly to OHR. If the documentation submitted is unclear, we give 

tentative consideration under this hiring authority. In this case, if the individual is selected, we ask the selectee to furnish the 

appropriate documentation. When an applicant applies through USAJobs, we review their package for qualifications and eligibility. 

Those eligible and qualified under non-competitive hiring authorities are placed on a certificate of eligibles that is separate from 

those competitively eligible. Additionally, the OHR searches OPM’s list of Persons with Disabilities (Bender) and/or any resumes 

we have on file. If qualified candidates are found, the resumes are forwarded to the hiring official via email for consideration.

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 FMC provides mandatory annual training for senior leadership, hiring managers, and HR specialists to: - Promote and support 

employment of PWD/ PWTD for all employment opportunities in the agency; - Use Schedule A authority for people with 
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disabilities; - Use other tools available to assist hiring managers to identify qualified applicants with disabilities; and - Remain 

versed on the FMC’s procedures for providing reasonable accommodation to job applicants and employees with disabilities.

B. PLAN TO ESTABLISH CONTACTS WITH DISABILITY EMPLOYMENT ORGANIZATIONS

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

securing and maintaining employment.

The Human Resources Office utilizes the Workforce Recruitment Program and the EEO Director sends recruitment announcements 

to disability affinity groups in an effort to identify job applicants with disabilities, including individuals with targeted disabilities.

C. PROGRESSION TOWARDS GOALS (RECRUITMENT AND HIRING)

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

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

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

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

Table B1 shows the FMC hired 16 total staff members. Three (18.75%) new hires self-identified as a PWD, which exceeds the 12% 

hiring goal. One (6.25%) new hire self- identified as an PWTD, which also exceeds the 2% hiring goal.

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 Yes

b. New Hires for MCO (PWTD) Answer Yes

Using applicant flow data, including only those who self-identified, triggers exist for the following occupations of the MCOs for 

PWD/PWTD: PWD - Economist (0110) - Out of 37 qualified applicants, five were selected. Two of the 37 applicants were PWD. 

Zero PWD were selected. - Program Management (0340) - Out of 18 qualified applicants, 1 was selected. Zero of the 18 applicants 

were PWD. Zero PWD were selected. - General Attorney (0905) - Out of 343 qualified applicants, six were selected. Sixteen of the 

343 applicants were PWD. Zero PWD were selected. PWTD - Economist (0110) - Out of 37 qualified applicants, five were 

selected. Zero of the 37 applicants were PWTD. Zero PWTD were selected. - Program Management (0340) - Out of 18 qualified 

applicants, 1 was selected. Zero of the 18 applicants were PWTD. Zero PWTD were selected. - General Attorney (0905) - Out of 

343 qualified applicants, six were selected. Sixteen of the seven applicants were PWTD. Zero PWTD were selected.
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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 N/A

b. Qualified Applicants for MCO (PWTD) Answer N/A

Relevant applicant pool data is not available. The provided data from USA Staffing does not identify which current FMC 

employees would qualify for a job series they are not currently in. The OHR does not adjudicate applicant qualifications until an 

applicant applies for a specific position, and the applicant may qualify based on experience obtained prior to entry into their current 

job series, or into the FMC. The FMC has not attempted to develop an estimate for job series-relevant applicant pools, to date. 

Based on this, we are not attempting to tabulate relevant applicant pools for this reporting cycle.

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 N/A

b. Promotions for MCO (PWTD) Answer N/A

Relevant applicant pool data is not available. The provided data from USA Staffing does not identify which current FMC 

employees would qualify for a job series they are not currently in. The OHR does not adjudicate applicant qualifications until an 

applicant applies for a specific position, and the applicant may qualify based on experience obtained prior to entry into their current 

job series, or into the FMC. The FMC has not attempted to develop an estimate for job series-relevant applicant pools, to date. 

Based on this, we are not attempting to tabulate relevant applicant pools for this reporting cycle.

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.

All managers and supervisors are encouraged to promote the career development of all employees, including individuals with 

disabilities and individuals with targeted disabilities. FMC continued to promote opportunities through the Office of Human 

Resources. Through OHR, the Commission requests that each office share and encourage all employees, including employees with 

disabilities, to participate in career development and advancement programs.

B. CAREER DEVELOPMENT OPPORTUNITES

1. Please describe the career development opportunities that the agency provides to its employees.
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The FMC continues to offer various ways for employees to further their educational goals. The Office of Human Resources (OHR) 

sends notices from various sources advising employees of all available training opportunities. Also, training opportunities within the 

employee’s area of expertise are provided through the employee’s individual supervisor. In FY 2018, all employees completed a 

Training Needs Assessments. These assessments are still being used to determine training needs. FMC employees have access to 

training/career development courses by a variety of means: FMC’s partnership with Skillsoft offers thousands of learning courses 

which can be used as quick references, as practical job aids to gain in-depth knowledge, or practice skills. These resources are 

aligned to support competencies, job roles, or blended learning offerings. FMC’s Leadership Programs establish required and 

optional developmental activities throughout the year for new and seasoned leaders at all levels. FMC’s partnership with the Small 

Agency Council, which offers a variety of courses throughout the year. All courses are open to all employees, with supervisor 

approval.

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

supervisory recommendation/ approval to participate.

Career Development 

Opportunities

Total Participants PWD PWTD

Applicants (#) Selectees (#)

 Applicants 

(%) Selectees (%)

 Applicants 

(%) Selectees (%)

Coaching Programs 0 0 0 0 0 0

Mentoring Programs 0 0 0 0 0 0

Detail Programs 0 0 0 0 0 0

Fellowship Programs 0 0 0 0 0 0

Training Programs 0 0 0 0 0 0

Internship Programs 0 0 0 0 0 0

Other Career Development 

Programs

5 5 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

Detailed applicant flow data (AFD) for the career development programs identified above is not available.

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

Detailed applicant flow data (AFD) for the career development programs identified above is not available.

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

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

Data not available.

Time-Off Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Time-Off Awards 1 - 10 hours: 

Awards Given

23 37.50 18.82 50.00 33.33

Time-Off Awards 1 - 10 Hours: 

Total Hours

180 300.00 145.88 400.00 266.67

Time-Off Awards 1 - 10 Hours: 

Average Hours

7 50.00 8.24 200.00 0.00

Time-Off Awards 11 - 20 hours: 

Awards Given

32 43.75 28.24 50.00 41.67

Time-Off Awards 11 - 20 Hours: 

Total Hours

633 812.50 572.94 850.00 800.00

Time-Off Awards 11 - 20 Hours: 

Average Hours

19 112.50 23.53 425.00 8.33

Time-Off Awards 21 - 30 hours: 

Awards Given

25 6.25 25.88 0.00 8.33

Time-Off Awards 21 - 30 Hours: 

Total Hours

644 150.00 672.94 0.00 200.00

Time-Off Awards 21 - 30 Hours: 

Average Hours

25 150.00 30.59 0.00 200.00

Time-Off Awards 31 - 40 hours: 

Awards Given

59 37.50 57.65 25.00 41.67

Time-Off Awards 31 - 40 Hours: 

Total Hours

2314 1500.00 2285.88 800.00 1733.33

Time-Off Awards 31 - 40 Hours: 

Average Hours

39 250.00 45.88 800.00 66.67

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

27 43.75 21.18 100.00 25.00

Cash Awards: $501 - $999: Total 

Amount

18950 30156.25 14852.94 68750.00 17291.67

Cash Awards: $501 - $999: 

Average Amount

701 4306.25 824.71 17175.00 16.67

Cash Awards: $1000 - $1999: 

Awards Given

51 50.00 45.88 50.00 50.00

Cash Awards: $1000 - $1999: Total 

Amount

73500 71875.00 66470.59 75000.00 70833.33

Cash Awards: $1000 - $1999: 

Average Amount

1441 8981.25 1703.53 37500.00 -525.00

Cash Awards: $2000 - $2999: 

Awards Given

4 6.25 3.53 0.00 8.33

Cash Awards: $2000 - $2999: Total 

Amount

8850 16250.00 7352.94 0.00 21666.67
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Cash Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Cash Awards: $2000 - $2999: 

Average Amount

2212 16250.00 2450.59 0.00 21666.67

Cash Awards: $3000 - $3999: 

Awards Given

47 18.75 48.24 0.00 25.00

Cash Awards: $3000 - $3999: Total 

Amount

141000 56250.00 144705.88 0.00 75000.00

Cash Awards: $3000 - $3999: 

Average Amount

3000 18750.00 3529.41 0.00 25000.00

Cash Awards: $4000 - $4999: 

Awards Given

0 0.00 0.00 0.00 0.00

Cash Awards: $4000 - $4999: Total 

Amount

0 0.00 0.00 0.00 0.00

Cash Awards: $4000 - $4999: 

Average Amount

0 0.00 0.00 0.00 0.00

Cash Awards: $5000 or more: 

Awards Given

7 6.25 4.71 0.00 8.33

Cash Awards: $5000 or more: Total 

Amount

78510 79406.25 48451.76 0.00 105875.00

Cash Awards: $5000 or more: 

Average Amount

11215 79406.25 12112.94 0.00 105875.00

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

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

a. Pay Increases (PWD) Answer No

b. Pay Increases (PWTD) Answer No

Data not available.

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 No

b. Other Types of Recognition (PWTD) Answer No

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
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b. Grade GS-15

i. Qualified Internal Applicants (PWD) Answer No

ii. Internal Selections (PWD) Answer No

c. Grade GS-14

i. Qualified Internal Applicants (PWD) Answer No

ii. Internal Selections (PWD) Answer No

d. Grade GS-13

i. Qualified Internal Applicants (PWD) Answer No

ii. Internal Selections (PWD) Answer No

Relevant applicant pool data is not available. Although all promotions are advertised to the public on USAJobs.gov, the FMC is 

unable to determine the percentage of qualified internal applicants by disability distribution due to limited applicant flow data 

available.

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 N/A

ii. Internal Selections (PWTD) Answer N/A

c. Grade GS-14

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

ii. Internal Selections (PWTD) Answer N/A

d. Grade GS-13

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

ii. Internal Selections (PWTD) Answer N/A

Relevant applicant pool data is not available. Although all promotions are advertised to the public on USAJobs.gov, the FMC is 

unable to determine the percentage of qualified internal applicants by disability distribution due to limited applicant flow data 

available.

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 
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provide the data in the text box.

a. New Hires to SES (PWD) Answer No

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

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

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

The FMC was unable to analyze new hires for PWD as compared to the required benchmark using applicant flow data. Applicant 

flow data does not identify which new hires were lateral transfers from other government agencies and which ones received 

promotions.

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

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

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

provide the data in the text box.

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

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

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

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

The FMC was unable to analyze new hires for PWTD as compared to the required benchmark using applicant flow data. Applicant 

flow data does not identify which new hires were lateral transfers from other government agencies and which ones received 

promotions.

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 N/A

ii. Internal Selections (PWD) Answer N/A

The FMC was unable to analyze new hires for PWTD as compared to the required benchmark using applicant flow data. Applicant 

flow data does not identify which new hires were lateral transfers from other government agencies and which ones received 

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

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

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

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

a. Executives

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

ii. Internal Selections (PWTD) Answer N/A

b. Managers

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

ii. Internal Selections (PWTD) Answer N/A

c. Supervisors

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

ii. Internal Selections (PWTD) Answer N/A

Due to the limited availability of applicant flow data, the FMC is unable to identify the participation rates of disability distribution 

of qualified internal applicants.

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

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

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

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

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

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

Due to the limited availability of applicant flow data, the FMC is unable to identify the participation rates of disability distribution 

of qualified internal applicants.

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 N/A

Due to the limited availability of applicant flow data, the FMC is unable to identify the participation rates of disability distribution 

of qualified internal applicants.

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 
Federal Maritime Commission FY 2021

Page 12

accommodation program and workplace assistance services.

A. VOLUNTARY AND INVOLUNTARY SEPARATIONS

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

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

not convert all eligible Schedule A employees.

Answer N/A

In FY 2021, there were no Schedule A employees eligible to convert to competitive service.

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

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

a.Voluntary Separations (PWD) Answer No

b.Involuntary Separations (PWD) Answer No

Seperations Total # Reportable Disabilities %

Without Reportable 

Disabilities %

Permanent Workforce: Reduction in Force 0 0.00 0.00

Permanent Workforce: Removal 1 0.00 0.98

Permanent Workforce: Resignation 2 0.00 1.96

Permanent Workforce: Retirement 5 0.00 4.90

Permanent Workforce: Other Separations 3 6.25 1.96

Permanent Workforce: Total Separations 11 6.25 9.80

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 1 0.00 0.88

Permanent Workforce: Resignation 2 0.00 1.75

Permanent Workforce: Retirement 5 0.00 4.39

Permanent Workforce: Other Separations 3 25.00 1.75

Permanent Workforce: Total Separations 11 25.00 8.77

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

interview results and other data sources.

N/A

B. ACCESSIBILITY OF TECHNOLOGY AND FACILITIES
Federal Maritime Commission FY 2021

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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.fmc.gov/about-the-fmc/accessibility-notice/.

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.fmc.gov/about-the-fmc/accessibility-notice/.

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.

In FY 2021, the FMC continued to enable and allow all employees the flexibility to telework. The FMC will continue to ensure 

their internal and external websites comply with all facility and technological guidance.

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.)

No RA requests during the timeframe reported, likely due to the expanded work schedules during the pandemic.

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.

All reasonable accommodation requests were completed in a timely manner. The only reasonable accommodation request received 

was for ad hoc telework.

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.

The FMC did not receive any PAS requests in FY 2021.
Federal Maritime Commission FY 2021

Page 14

Section VII: EEO Complaint and Findings Data

A. EEO COMPLAINT DATA INVOLVING HARASSMENT

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

to the governmentwide average?

Answer No

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

discrimination or a settlement agreement?

Answer N/A

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

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

The FMC did not have any findings in FY 2021.

B. EEO COMPLAINT DATA INVOLVING REASONABLE ACCOMMODATION

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

reasonable

accommodation, as compared to the government-wide average?

Answer No

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

discrimination or a settlement agreement?

Answer N/A

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

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

The FMC did not have any findings in FY 2021.

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 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
Federal Maritime Commission FY 2021

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STATEMENT OF 

CONDITION THAT WAS 

A TRIGGER FOR A 

POTENTIAL BARRIER:

Provide a brief narrative 

describing the condition at 

issue.

How was the condition 

recognized as a potential 

barrier?

Workforce Data (if so identify the table)

Workforce Data Table - B7

Lower than expected participation rate (percentage) of PWD and PWTD in 2021 selections

Y

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

Responsible Official(s)

Title Name Standards Address The Plan?

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

09/30/2023 OEEO to discuss with OHR encouraging active 

discussions with hiring managers when determining area 

of consideration to fill vacancies.

Yes

09/30/2023 Continue to educate hiring managers regarding available 

legal authorities and hiring flexibilities, including annual 

email reminders

Yes

09/30/2023 Establish relationships with organizations that assist 

PWD in securing and maintaining employment (including 

local colleges, universities and professional organizations)

Yes
Federal Maritime Commission FY 2021

Page 16

Report of Accomplishments

Fiscal Year Accomplishment

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

N/A

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

barrier(s).

N/A

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

the plan for the next fiscal year.

N/A