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Federal Retirement Thrift Investment 

Board 

FY 2022 

Affirmative Action Plan 

for the Recruitment, Hiring, Advancement, and 

Retention of Persons with Disabilities 

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

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

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

Section I: Efforts to Reach Regulatory Goals 

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

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

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

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

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

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

The percentage of PWD in the GS-1 to GS-10 was 1.3% in FY22, below the 12% goal. The percentage of PWD in the GS-11 to 

SES cluster was 15.41% PWD in FY22, above the 12% goal. 

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

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

metropolitan region. 

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

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

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

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

The percentage of PWTD in the GS-1to GS-10 was 0.0% PWD in FY22, below the 2% goal. The percentage of PWTD in the 

GS-11 to SES cluster was 1.32% PWD in FY22, below the 2% goal. 

Grade Level Cluster(GS or Alternate Pay 

Planb) 

Total Reportable Disability Targeted Disability 

# # % # % 

Numarical Goal -- 12% 2% 

Grades GS-1 to GS-10 11 2 18.18 0 0.00 

Grades GS-11 to SES 231 35 15.15 3 1.30 

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

The FRTIB ORM Director established and communicated a numerical hiring goal of 12 percentage of PWD and 2 percentage of 

PTWD, the goal was communicated to hiring managers in FY22. 

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) 

Special Emphasis Program for PWD and 

PWTD 

0 0 0 N/A 

Section 508 Compliance 1 0 1 Derk Sloan 

Instructional Design 

Specialist 

Derk.Sloan@frtib.gov 

Processing reasonable accommodation requests 

from applicants and employees 

1 0 0 April Lane 

Employee Relations 

Specialist 

April.Lane@frtib.gov. 

Architectural Barriers Act Compliance 0 0 1 Joel Mitchell 

Facility Manager 

Joel.Mitchell@frtib.gov 

Answering questions from the public about 

hiring authorities that take disability into 

account 

1 0 0 Lei Kreft 

HR Specialist 

Lei.Kreft@frtib.gov 

Processing applications from PWD and PWTD 1 0 0 Melanie Simms 

Supervisory HR Specialist 

Melanie.Simms@frtib.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 FY21 , the Human Resources employees (Lei Kreft, Nancy Williams and April Lane) have received training through external 

training classes on Schedule A hiring and Reasonable Accommodation. The have also received on-line training on the same topics 

through the Agency’s Learning Management System. Lei Kreft Separated from the agency effective 12/17/21) and Nancy Williams, 

(Separated from the agency effective 1/1/22). 

B. PLAN TO ENSURE SUFFICIENT FUNDING FOR THE DISABILITY PROGRAM 

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

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

funding and other resources. 

Answer Yes 
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Section III: Program Deficiencies In The Disability Program 

Brief Description of Program 

Deficiency 

B.4.a.8. to effectively administer its special emphasis programs (such as, Federal Women’s Program, Hispanic 

Employment Program, and People with Disabilities Program Manager)? [5 USC § 7201; 38 USC § 4214; 5 CFR § 

720.204; 5 CFR § 213.3102(t) and (u); 5 CFR § 315.709] 

Objective Did not address in FY22 

Target Date Sep 30, 2023 

Completion Date 

Planned Activities Target Date Completion Date Planned Activity 

Accomplishments Fiscal Year Accomplishment 

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. 

FRTIB ensured that all external FRTIB vacancy announcements explicitly stated each vacancy is open to 30% disabled veterans 

and to people with disabilities under Schedule A appointments. Information was also disseminated to requestors on the availability 

of the Schedule A Hiring authority for persons with disabilities. All new managers continue to receive a Hiring Manager Toolkit 

that references programs regarding the recruitment of persons with disabilities. In FY21, FRTIB provided hiring managers and 

supervisors the appropriate Schedule A hiring information and instruction regarding the process of hiring of persons 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 agency posts all vacancies on both USAJOBS and the agency website and includes both a reasonable accommodation statement 

and veteran’s preference information. During FY21, FRTIB hired 0 employee under the Schedule A hiring authority. 

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

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

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

appointed. 

The Special Placement Coordinator/HR Specialist receives and assesses resumes submitted by Schedule A candidates or veterans 

who fall under the Veterans Recruitment Appointment or 30% disabled veteran’s authority, to determine qualifications and 

eligibility of all resumes received. The resumes may be unsolicited resumes that are maintained by the SPC/HRS or have been 

obtained through a vacancy announcement. To be eligible, the candidate must meet the minimum qualifications for the position and 

submit other appropriate documentation required by the hiring authority. The SPC/HRS routes the resume of any qualified Schedule 

A candidate(s) or veterans who fall under the Veterans Recruitment Appointment or 30% disabled veteran’s authority, to the Hiring 

Official for their consideration. The documentation required by the hiring authority, e.g., proof of disability of qualified candidates, 

are not shared with the Hiring Official. 
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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 

All hiring managers were required to take Veterans Employment Training for hiring managers. This training provided information 

on disabled veteran hiring authorities. All hiring managers were required to take training on Schedule A hiring in FY21. 

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. 

FRTIB’s plan to efforts to establish and maintain contacts with organizations that assist PWD, including PWTD, in securing and 

maintaining employment is being developed 

C. PROGRESSION TOWARDS GOALS (RECRUITMENT AND HIRING) 

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

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

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

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

New hires in the permanent workforce for PWD = 1 or 7.69% in FY21. New hires in the permanent workforce for PWTD = 2 or 

15.38 in FY21. 

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 

There were 1 new hires for MCO (PWD) and 0 new hire for MCO (PWTD) in FY21. 
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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 No 

b. Qualified Applicants for MCO (PWTD) Answer No 

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

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

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

a. Promotions for MCO (PWD) Answer No 

b. Promotions for MCO (PWTD) Answer No 

Section V: Plan to Ensure Advancement Opportunities for Employees with 

Disabilities 

Pursuant to 29 C.F.R. §1614.203(d)(1)(iii), agencies are required to provide sufficient advancement opportunities for employees 

with disabilities. Such activities might include specialized training and mentoring programs, career development opportunities, 

awards programs, promotions, and similar programs that address advancement. In this section, agencies should identify, and provide 

data on programs designed to ensure advancement opportunities for employees with disabilities. 

A. ADVANCEMENT PROGRAM PLAN 

Describe the agency’s plan to ensure PWD, including PWTD, have sufficient opportunities for advancement. 

• FRTIB operates a mentoring program to match seasoned public sector professionals with rising FRTIB leaders enabling the 

exchange of professional advice which accelerates career advancement and eases transitions. This program was open to all 

employees. • FRTIB operates a Seeds of Professional Success Program is offered to all GS-5 to 11 employees and is designed to 

develop future leaders. • FRTIB offers all employees the opportunity to participate in an internal Leadership Development Program. 

• Executive Coaching is provided to all SES, GS-15 and GS-14 Managers and Supervisors to ensure growth and success in their 

leadership positions. 

B. CAREER DEVELOPMENT OPPORTUNITES 

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

• FRTIB offers all employees the opportunity to participate in an internal Leadership Development Program. • FRTIB offers Seeds 

of Professional Success Program is offered to all GS-5 to 11 employees and is designed to develop future leaders. 

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

supervisory recommendation/ approval to participate. 
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Career Development 

Opportunities 

Total Participants PWD PWTD 

Applicants (#) Selectees (#) 

 Applicants 

(%) Selectees (%) 

 Applicants 

(%) Selectees (%) 

Coaching Programs 8 8 25 0 0 0 

Training Programs 8 7 37.5 42.9 25 28.6 

Detail Programs 12 12 25 25 8.33 8.33 

Other Career Development 

Programs 

N/A N/A N/A N/A N/A N/A 

Mentoring Programs 16 16 25 25 12.5 12.5 

Internship Programs 107 3 UNK 0 UNK 0 

Fellowship Programs N/A N/A N/A N/A N/A N/A 

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 No 

b. Selections (PWD) Answer No 

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 No 

b. Selections (PWTD) Answer No 

In FY21, no individuals with targeted disabilities applied for FRTIB’s career development programs. 

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 No 

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

Time-Off Awards Total (#) 

Reportable 

Disability % 

Without Reportable 

Disability % 

Targeted Disability 

% 

Without Targeted 

Disability % 

Time-Off Awards 1 - 10 hours: 

Awards Given 

12 0.00 6.52 0.00 0.00 

Time-Off Awards 1 - 10 Hours: 

Total Hours 

100 0.00 54.35 0.00 0.00 

Time-Off Awards 1 - 10 Hours: 

Average Hours 

8 0.00 4.35 0.00 0.00 

Time-Off Awards 11 - 20 hours: 

Awards Given 

46 13.51 19.02 0.00 14.71 
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Time-Off Awards Total (#) 

Reportable 

Disability % 

Without Reportable 

Disability % 

Targeted Disability 

% 

Without Targeted 

Disability % 

Time-Off Awards 11 - 20 Hours: 

Total Hours 

1786 540.54 751.09 0.00 588.24 

Time-Off Awards 11 - 20 Hours: 

Average Hours 

38 108.11 21.20 0.00 117.65 

Time-Off Awards 21 - 30 hours: 

Awards Given 

1 0.00 0.54 0.00 0.00 

Time-Off Awards 21 - 30 Hours: 

Total Hours 

44 0.00 23.91 0.00 0.00 

Time-Off Awards 21 - 30 Hours: 

Average Hours 

44 0.00 23.91 0.00 0.00 

Time-Off Awards 31 - 40 hours: 

Awards Given 

0 0.00 0.00 0.00 0.00 

Time-Off Awards 31 - 40 Hours: 

Total Hours 

0 0.00 0.00 0.00 0.00 

Time-Off Awards 31 - 40 Hours: 

Average Hours 

0 0.00 0.00 0.00 0.00 

Time-Off Awards 41 or more 

Hours: Awards Given 

0 0.00 0.00 0.00 0.00 

Time-Off Awards 41 or more 

Hours: Total Hours 

0 0.00 0.00 0.00 0.00 

Time-Off Awards 41 or more 

Hours: Average Hours 

0 0.00 0.00 0.00 0.00 

Cash Awards Total (#) 

Reportable 

Disability % 

Without Reportable 

Disability % 

Targeted Disability 

% 

Without Targeted 

Disability % 

Cash Awards: $501 - $999: Awards 

Given 

48 43.24 15.22 66.67 41.18 

Cash Awards: $501 - $999: Total 

Amount 

34126 30421.62 10822.83 49000.00 28782.35 

Cash Awards: $501 - $999: 

Average Amount 

710 1900.00 386.41 24500.00 -94.12 

Cash Awards: $1000 - $1999: 

Awards Given 

64 16.22 28.26 0.00 17.65 

Cash Awards: $1000 - $1999: Total 

Amount 

84938 20600.00 37015.22 0.00 22417.65 

Cash Awards: $1000 - $1999: 

Average Amount 

1327 3432.43 711.41 0.00 3735.29 

Cash Awards: $2000 - $2999: 

Awards Given 

92 27.03 39.13 66.67 23.53 

Cash Awards: $2000 - $2999: Total 

Amount 

205086 60670.27 87088.04 150200.00 52770.59 

Cash Awards: $2000 - $2999: 

Average Amount 

2229 6064.86 1209.24 75100.00 -26.47 

Cash Awards: $3000 - $3999: 

Awards Given 

112 64.86 41.30 66.67 64.71 

Cash Awards: $3000 - $3999: Total 

Amount 

393866 229016.22 145808.70 203466.67 231270.59 

Cash Awards: $3000 - $3999: 

Average Amount 

3516 9540.54 1918.48 101733.33 1405.88 

Cash Awards: $4000 - $4999: 

Awards Given 

106 32.43 46.74 0.00 35.29 

Cash Awards: $4000 - $4999: Total 

Amount 

462432 137621.62 205696.74 0.00 149764.71 

Cash Awards: $4000 - $4999: 

Average Amount 

4362 11467.57 2391.30 0.00 12479.41 
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Cash Awards Total (#) 

Reportable 

Disability % 

Without Reportable 

Disability % 

Targeted Disability 

% 

Without Targeted 

Disability % 

Cash Awards: $5000 or more: 

Awards Given 

248 86.49 106.52 133.33 82.35 

Cash Awards: $5000 or more: Total 

Amount 

2147402 663270.27 953018.48 767266.67 654094.12 

Cash Awards: $5000 or more: 

Average Amount 

8658 20727.03 4861.96 191800.00 5632.35 

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

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

a. Pay Increases (PWD) Answer No 

b. Pay Increases (PWTD) Answer No 

Other Awards Total (#) 

Reportable 

Disability % 

Without Reportable 

Disability % 

Targeted Disability 

% 

Without Targeted 

Disability % 

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

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

employee recognition program and relevant data in the text box. 

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

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

D. PROMOTIONS 

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

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

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

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

plan to provide the data in the text box. 

a. SES 

i. Qualified Internal Applicants (PWD) Answer No 

ii. Internal Selections (PWD) Answer No 

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 
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ii. Internal Selections (PWD) Answer No 

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 No 

ii. Internal Selections (PWTD) Answer No 

c. Grade GS-14 

i. Qualified Internal Applicants (PWTD) Answer No 

ii. Internal Selections (PWTD) Answer No 

d. Grade GS-13 

i. Qualified Internal Applicants (PWTD) Answer No 

ii. Internal Selections (PWTD) Answer No 

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

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

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

provide the data in the text box. 

a. New Hires to SES (PWD) Answer No 

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

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

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

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

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

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

provide the data in the text box. 

a. New Hires to SES (PWTD) Answer No 

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

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

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 No 

ii. Internal Selections (PWD) Answer No 

c. Supervisors 

i. Qualified Internal Applicants (PWD) Answer No 

ii. Internal Selections (PWD) Answer No 

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

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

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

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

a. Executives 

i. Qualified Internal Applicants (PWTD) Answer No 

ii. Internal Selections (PWTD) Answer No 

b. Managers 

i. Qualified Internal Applicants (PWTD) Answer No 

ii. Internal Selections (PWTD) Answer No 

c. Supervisors 

i. Qualified Internal Applicants (PWTD) Answer No 

ii. Internal Selections (PWTD) Answer No 

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

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

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

a. New Hires for Executives (PWD) Answer No 
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b. New Hires for Managers (PWD) Answer No 

c. New Hires for Supervisors (PWD) Answer No 

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

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

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

a. New Hires for Executives (PWTD) Answer No 

b. New Hires for Managers (PWTD) Answer No 

c. New Hires for Supervisors (PWTD) Answer No 

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 

No FRTIB employee was eligible for conversion in FY21. 

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 0.47 

Permanent Workforce: Resignation 8 2.44 3.27 

Permanent Workforce: Retirement 7 0.00 3.27 

Permanent Workforce: Other Separations 22 14.63 7.48 

Permanent Workforce: Total Separations 38 17.07 14.49 

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 
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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 0.40 

Permanent Workforce: Resignation 8 0.00 3.17 

Permanent Workforce: Retirement 7 0.00 2.78 

Permanent Workforce: Other Separations 22 100.00 7.54 

Permanent Workforce: Total Separations 38 100.00 13.89 

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. 

Exit interviews included a question to determine if the employee’s reason for leaving the agency was disability related. No 

employees who left the agency in FY21 left for a disability related issue. 

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.frtib.gov/accessibility/ 

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.frtib.gov/accessibility/ 

3. Describe any programs, policies, or practices that the agency has undertaken, or plans on undertaking over the next fiscal 

year, designed to improve accessibility of agency facilities and/or technology. 

FRTIB’s has established a public website for information on Section 508 of the Rehabilitation Act of 1973, as amended (29 U.S.C. 

§ 794d) and Architectural Barriers Act of 1968 (42 U.S.C. §§ 4151–57). 

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 of initial reasonable accommodations requests in FY21 was 7 days. All requests were 
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processed within the 20 day time limit as required by agency policy. 

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. 

100% of all FY20 RA requests were processed within the established 20 day timeframe. 100% of initial requests received were 

approved. FRTIB Managers and Supervisors are training annually on providing RAs for their employees. 

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. 

PAS procedures have been incorporated into FRTIB RA procedures and are currently under the EEOC review and 

recommendations process. Training on PAS requests will be provided to all FRTIB managers and supervisors once the final 

procedures have been fully approved. No PAS requests were made in FY21. 

Section VII: EEO Complaint and Findings Data 

A. EEO COMPLAINT DATA INVOLVING HARASSMENT 

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

to the governmentwide average? 

Answer No 

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

discrimination or a settlement agreement? 

Answer No 

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

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

N/A 

B. EEO COMPLAINT DATA INVOLVING REASONABLE ACCOMMODATION 

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

reasonable 

accommodation, as compared to the government-wide average? 

Answer No 

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

discrimination or a settlement agreement? 

Answer No 
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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. 

N/A 

Section VIII: Identification and Removal of Barriers 

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

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

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

PWD and/or PWTD? 

Answer Yes 

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

Answer Yes 

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

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

CONDITION THAT WAS 

A TRIGGER FOR A 

POTENTIAL BARRIER: 

Provide a brief narrative 

describing the condition at 

issue. 

How was the condition 

recognized as a potential 

barrier? 

Other 

Workforce Data Table - B1 

The agency did not achieve the 2% federal goal for PWTD. In FY22 FRTIB received several new 

qualified applicants with Disabilities and Targeted Disabilities, however, new hires in these groups 

were very low and the agency also fell below its identified targeted goals of 12% for PWD & 2% 

for PWTD. 

N 

N 

STATEMENT OF 

BARRIER GROUPS: 

STATEMENT OF 

IDENTIFIED BARRIER: 

Provide a succinct statement 

of the agency policy, 

procedure 

or practice that has been 

determined to be the barrier 

of the 

undesired condition. 

Barrier Group 

People with Disabilities 

Source of the Trigger: 

Specific Workforce Data 

Table: 

Barrier Analysis Process 

Completed?: 

Barrier(s) Identified?: 

Barrier Name Description of Policy, Procedure, or Practice 

Hiring Managers Procedure, Institutional/Structural - Hiring Managers are not 

notified of the targeted disabilities. Announcements are not being 

sent to agencies/organizations that supports individuals with 

disabilities. The full scope of Selective Placement Coordinator’s 

duties may not be carrying out the fully for this position 

Objective(s) and Dates for EEO Plan 

Date 

Initiated 

Target Date Sufficient 

Funding / 

Staffing? 

Date 

Modified 

Date 

Completed 

Objective Description 

09/30/2020 09/30/2024 Yes Ensure hiring managers are notified of the qualified 

PWD and/or PWTD applicants when filling positions. 

Solicit the assistance of agencies designed to assist in 

placing individuals with disabilities. Ensure that the 

Selective Placement Coordinator’s duties include areas 

that will assist the agency in meeting its goals 

Responsible Official(s) 

Title Name Standards Address The Plan? 

EEO Manager Donald Sapp No 

HR Officer Kristin Hanmer No 
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Planned Activities Toward Completion of Objective 

Target Date Planned Activities Sufficient 

Staffing & 

Funding? 

Modified 

Date 

Completion 

Date 

09/30/2021 Solicit and advertise vacancy announcements with 

agencies designed to assist in placing individuals with 

disabilities 

Yes 06/30/2020 

09/30/2020 Review and update the Selective Placement Program 

Coordinator’s duties. 

Yes 06/30/2020 

07/30/2020 Re-surveying the agency’s workforce to update their race, 

national origin, and disability information twice a year. 

Yes 06/30/2020 

Report of Accomplishments 

Fiscal Year Accomplishment 

2020 Re-surveyed the agency’s workforce to update their race, national origin, and disability information bi-annually. 

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