Forest Service

Fiscal Year 2018 Notification and Federal Employee Antidiscrimination and 

Retaliation (No FEAR) Act Annual Report

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Introduction

This No Fear Act Report provides Fiscal Year (FY) 2018 efforts by the U.S. Department of 

Agriculture’s (USDA) Forest Service (FS or Agency) to fulfill the intent of the Notification and Federal 

Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act). For ease of reading, this 

document is divided into sections that follows the No Fear Act Annual Report guidelines. Each section 

addresses the Trends, Causal Analysis, Knowledge Gained, and Action Taken or Planned. Per each 

section, the information is organized with FY 2018 data first, followed by comparative data for FY

2017.

I. Number of Complaints Filed

A. Trends – In FY 2018, the Forest Service’s number of complaints per capita rate was lower than the 

U.S. Department of Agriculture’s complaints per capita rate. The USDA Forest Service FY 2018

complaints per capita rate was 0.39% comparative to the U.S. Department of Agriculture FY 2018 

complaints per capita rate of 0.57%. The USDA Forest Service has experience a consistent 

downward trend in formal complaint activity for the past two (2) years. In FY 2018 a total of 141

formal complaints were filed, comparative to FY 2017 a total of 143 formal complaints were filed.

B. Causal Analysis:

o In FY 2018, 141 formal complaints were filed.

o In FY 2017, 143 formal complaints were filed.

C. Knowledge Gained – In FY 2018, the Forest Service experienced a -1.40% decrease in the number 

of formal complaints filed as compared to FY 2017. In FY 2018, there were 141 formal complaints 

filed comparative to the 143 formal complaints filed in FY 2017. The data supports that the USDA 

FS’ efforts to address the work environment and improve the Equal Employment Opportunity precomplaint process are beginning to positively impact formal complaint activity.

D. Action Taken or Planned – The USDA Forest Service continually develops, conducts, monitors, 

and evaluates its Civil Rights programs, events, documentation, and trainings to ensure all

employees and managers are knowledgeable of Civil Rights regulations, processes, policies, 

practices, procedures, and requirements. In addition, USDA FS has stood up a new national office 

of Work Environment and Performance, placing greater emphasis on creating and sustaining a 

safe, resilient and respectful working environment.

The following USDA Forest Service programs and activities occurred in FY2018:

 Listen and Learn Sessions – The objective of the Listen and Learn Sessions are to 

listen to our employees. All Managers and Supervisors, accompanied by a Civil 

Rights Specialist, held an open forum on the work environment. All employees were 

given the opportunity to meet with their leadership to express their views, thoughts, 

concerns, and ideas concerning the work environment. They also address issues 

concerning harassment, bullying, and reprisal. Likewise, leadership had the 

opportunity to articulate the characteristics of a healthy work environment.

 Stand-up for Each Other Session – Was designed for all FS employees’

engagement. The one-day event encompasses four (4) modules: (1) First Safety 

Engagement and follow-up with build in return engagements; (2) Introduction of 
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“This is Who We Are: Our Code and Commitments;” (3) Three (3)-hour AntiHarassment training featuring a video by National Leadership Council; (4) Discuss 

what we heard during the Listen and Learn Sessions.

 Employee Advisory Group – This 30-member board will identify proactive steps 

that support and empower employees. They will advise the Chief and other senior 

leaders on steps needed to eliminate harassment and promote safe, respectful work 

environments.

 Senior Advisor Created – A Senior Advisor for work environment issues was 

created in the Immediate Office of the Chief

 Changing Cultural Norms – USDA Forest Service refocused annual learning 

requirements for all employees. The Agency developed and delivered antiharassment training for all FS employees. USDA exceeded its goal as 99% of 

employees were certified as completing USDA’s annual civil rights training 

requirements to ensure all employees have the skills to effectively address 

harassment.

 Trailblazer in Improving the USDA Complaint Process – The USDA, Forest 

Service led the evaluation, development and implementation of new processes and 

efficiencies to improve the quality and timeliness of FS’ discrimination complaint 

processes. This included: the creation of new electronic standard operating 

procedures for aspects of the complaint process which create a lasting efficient 

process across the organization. These were developed so they could be utilized by 

all of USDA. Efforts to improve the pre-complaint processing resulted in a 3% 

reduction in Agency response time to EEO document requests, and 96% of all 

counselor reports completed within Agency statutory timeframes.

 EEO ADR Realignment – USDA Forest Service realigned the Equal Employment 

Opportunity (EEO) ADR functions within the EEO staff by the 3rd quarter of 

FY2018. As a result, the Agency is in compliance with EEO regulations and nonEEO ADR functions can be further expanded as part of FS’ work environment 

initiative. Each Counselor and formal specialist is now trained and certified to 

mediate EEO cases allowing the staff to resolve cases at the lowest level by creating 

a more efficient and effective resolution process. This resulted in participation rates 

in ADR increasing 14% and, resolutions rates increasing by 35% compared to 

FY2017 – which contributed to the lowest formal filings in past two (2) years.

 Agency Anti-Harassment Policy Expanded – The Forest Service updated and 

broadened the Agency Anti-Harassment Policy to focus on the commitment to 

eliminating harassment through personal responsibility and accountability.

II. Number of Filers

A. Trends – In FY 2018, the number of Complainants that filed complaints are 130, which resulted in 

a minor increase from the prior fiscal year. In FY 2017, the USDA. Forest Service had a total of 

126 Complainants that filed complaints.

B. Causal Analysis:

o In FY 2018, 130 number of Complainants
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o In FY 2017, 126 number of Complainants

C. Knowledge Gained – In FY 2018 the Forest Service experienced a 3.17% increase in the number 

of Complainants filing formal complaints comparative to FY 2017. In FY 2018, there were 130 

individuals that filed formal complaints comparative to 126 individuals that filed formal complaints 

in FY 2017.

D. Action Taken or Planned – The Forest Service continually develops, conducts, monitors, and 

evaluates its Civil Rights programs, events, documentation, and trainings to ensure all employees 

and managers are knowledgeable of Civil Rights, EEO, and Anti-Harassment regulations, 

processes, policies, practices, procedures, and requirements. In an effort to reduce the number of 

Complainant’s filing complaints in our Agency. In addition to other areas of improvement to the 

work environment; the FS has created the following programs in FY 2018 and/or will continue in 

FY 2019:

 Anti-Harassment Improved Protocol – Ensures the following issues are addressed: 

(1) employees’ complaints filed through the anti-harassment hotline are handled in a 

prompt and fair manner; (2) employees clearly understand the process and where to 

reach out; (3) ensures unit leaders are aware of and take action on work unit issues; 

and (4) all parties are kept informed throughout the harassment assessment process, 

including investigation results and final disposition of cases.

 Victim Advocacy Support – The Forest Service will establish a support structure for 

victims, by revising the anti-harassment policy, if necessary, provide training to all 

necessary stakeholders, including Civil Rights and Employee Relations staff, as well 

as, Investigators; on a victim-centered, trauma-informed approach to anti-harassment. 

The organization will also assist with developing proactive trainings and initiatives, 

including bystander intervention and being an ally.

 Harassment Reporting Center (HRC) – The Forest Service is launching a new 

service for employees that provides a single, dedicated resource for reporting all 

forms of harassment. Employees can reach a HRC Representative seven days a week. 

The Center is operated by skilled and extensively trained contracted individuals.

 Sexual Misconduct Investigators – The Forest Service is expanding use of contract 

and other Federal Investigators for sexual misconduct investigations in response to a 

recent USDA Office of Inspector General recommendation. This initiative has 

currently been implemented in Region 5, and will soon expand nationally.

III. Number of Repeat Filers

A. Trends – In FY 2018 the number of Repeat Filers were 9, which is a considerable decrease from 

FY 2017. In FY 2017 the U.S. Forest Service had a total of 14 Repeat Filers.

B. Causal Analysis:

o In FY 2018, 9 number of Repeat Filers

o In FY 2017, 14 number of Repeat Filers

C. Knowledge Gained – In FY 2018, the Forest Service experienced a -35.71% decrease in repeat 

filings of formal complaints as compared to FY 2017. In FY 2018, there were 9 repeat filings 
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comparatively to the 14 repeat filings in FY 2017. This also represents one of the lowest number of 

repeat filing in the last five (5) years.

D. Action Taken or Planned – The Forest Service continually develops, conducts, monitors, and 

evaluates its Civil Rights programs, events, documentation, and trainings to ensure all employees 

and managers are knowledgeable of Civil Rights, EEO, and Anti-Harassment regulations, 

processes, policies, practices, procedures, and requirements. In an effort to reduce the number of 

repeat filers of complaints in our Agency. The FS has created the following programs in FY 2018 

and/or will continue in FY 2019:

 Workplace Environment Assessment – An independent contractor was acquired to 

complete a workplace environment assessment of Region/Station/Area employees. 

The study was undertaken with a specific intent of collecting data about work 

environment for women with a focus on women within the fire organization.

 Conflict Management & Prevention Improvements (CMP) – Agency 

improvements to Non-EEO CMP resulted in the delivery of 4,052 service-wide 

alternative dispute resolution activities. Additional support included: delivery of 151 

training sessions throughout every FS Region, Station and Area reaching 6,800 

Forest Service employees, including 3,521 supervisors and 3,279 non-supervisory 

employees. Eleven of these engagements featured virtual webinars which touched 

2,643 employees and supervisors.

 Supervisors’ Performance Metric – The Forest Service is implementing a new 

performance management metric on work environment for supervisors within Fiscal 

Year 2018.

IV. Number of Bases Alleged in Complaints

A. Trends – In FY 2018, a total of 141 formal complaints were filed, comparative to the 143 formal 

complaints filed in FY 2017. The analysis below provides the number of bases alleged in formal 

complaints and the percentage to the 141 cases filed in FY 2018 and 143 cases filed in FY 2017. 

Additionally, the differential showing the comparative increase or decrease, by percentage, in bases 

alleged in FY 2018 and FY 2017.

B. Causal Analysis – In FY 2018, 141 formal complaints were filed and the most frequently cited 

bases alleged in complaints, are as follows:

o Reprisal: 86 bases 60.99%

o Disability: 58 bases 41.13%

o Sex 58 bases 41.13%

o Age 42 bases 29.79%

o Race 33 bases 23.40%

In FY 2017, 143 formal complaints were filed and the most frequently cited bases alleged in 

complaints, are as follows:

o Reprisal: 91 bases 63.64%

o Disability: 53 bases 37.06%
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o Sex 52 bases 36.36%

o Age 59 bases 41.26%

o Race 52 bases 36.36%

In FY 2018, alleged Bases increased or decreased comparative to FY 2017, as follows:

o Complaints based on Reprisal decreased by -5.49%.

o Complaints based on Disability increased by 9.43 %.

o Complaints based on Sex increased by 11.54%.

o Complaints based on Age decreased by -28.81%.

o Complaints based on Race decreased by -36.54%.

C. Knowledge Gained – In FY 2018, the Forest Service experienced fluctuations in the number of 

bases filed in formal complaints as compared to FY 2017. An analysis by basis has been provided

in the aforementioned casual analysis.

D. Action Taken or Planned: The USDA Forest Service continually develops, conducts, monitors, 

and evaluates its Civil Rights programs, events, documentation, and trainings to ensure all

employees and managers are knowledgeable of Civil Rights, EEO, and Anti-Harassment

regulations, processes, policies, practices, procedures, and requirements. In an effort to reduce the 

number of Complainant’s filing complaints in our Agency. The USDA Forest Service has created 

the following programs in FY 2018 and/or will continue in FY 2019:

 Our Code and Commitments – These core values are given to all employees to 

reinforce and supplement the USDA’s Employee Responsibilities and Conduct 

Policy and the Forest Service’s Anti- Harassment Policy.

 Follow-up Actions on Complaints – The Forest Service plan to develop a protocol 

to ensure follow-up on actions after a complaint is filed, to take remedial actions, if 

required.

 Agency-Wide Work Environment Assessment/Survey – The Forest Service plans 

to contract for an Agency-wide work environment assessment/survey on harassment 

and retaliation.

 Mandatory Trainings – The Forest Service continually provides routine and 

mandatory Civil Rights, EEO, and Anti-Harassment training to all of its employees 

and leadership, which has resulted in fewer filings of EEO complaints. The training 

we provide, annually and/or as needed, affirms the Agency’s firm stance on EEO 

laws, policies, practices, processes, and procedures to promote a fair and respectful 

work environment.

 Increasing Employee Awareness – USDA Forest Service further developed webbased tools as part of our SharePoint portal to improve acumen and skills of USDA 

FS workforce around Civil Rights and the work environment to include: 1) a new 

outreach site and playbook for hiring manager, 2) a new work environment, inclusion 

pilot portal with a newly developed Special Emphasis Program Handbook, 3) a 

revised program discrimination site to include five new training modules, 4) new 
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telework guidance for the Reasonable Accommodation process distributed to the FS 

workforce, 5) an updated Conflict Management & Prevention website, 6) developed 

three accessibility training modules: Color Blindness; Effective and Accessible 

Communications; and Service Animals to the menu of work environment modules. 

These tools help support FS’ goals of creating a safe, respectful, and resilient work 

environment.

 Reasonable Accommodation Efficiencies – USDA Forest Service increased 

timeliness rates of reasonable accommodation processing in order to meet the Equal 

Employment Opportunity Commission (EEOC)’s requirements that all cases being 

processed within 90% of prescribed timeframes. As a result of increased training, 

streamlining of standard operating procedures, and greater oversight, processing rates 

rose steadily throughout the year, starting at 82% in the 1st quarter and ending at 

90% in the 4th quarter 2018 – with an overall rate of ~86% timely. These outcomes 

are a direct result of increased focus on the interactive process between managers and 

employees and increased training efforts to ensure roles and responsibilities are well 

defined. Annual reasonable accommodation training efforts reached over 1700 

employees and 200 managers in FY2018.

V. Number of Issues Alleged Complaints

A. Trends – In FY 2018, a total of 141 formal complaints were filed, comparative to the 143 formal 

complaints filed in FY 2017. The analysis below shows the number of issues alleged in formal 

complaints and their percentage for FY 2018 and FY 2017. Additionally, the differential shows 

either a comparative increase or decrease, by number and percentage, for each issue alleged in FY 

2018 and FY 2017.

B. Causal Analysis – In FY 2018, 141 formal complaints were filed and the most frequently cited 

issues were alleged in formal complaints, are as follows:

o Harassment Non-Sexual 96 issues 68.09%

o Terms/Condition of Employment 34 issues 24.11%

o Assignment of Duties 28 issues 19.86%

o Reasonable Accommodations Disability 24 issues 17.02%

o Time and Attendance 23 issues 16.31%

o Promotion/Non-Selection 18 issues 12.77%

In FY 2017, 143 formal complaints were filed and the most frequently cited issues alleged in 

complaints, are as follows:

o Harassment Non-Sexual 92 issues 64.34%

o Terms/Condition of Employment 31 issues 21.68%

o Assignment of Duties 19 issues 13.29%

o Reasonable Accommodations Disability 23 issues 16.08%

o Time and Attendance 16 issues 19.19%

o Promotion/Non-Selection 24 issues 16.78%

In FY 2018, alleged issues increased or decreased comparatively to FY 2017, are as follows:
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o Complaints based on Harassment Non-Sexual increased by 4.35%.

o Complaints based on Terms/Condition of Employment increased by 9.68%.

o Complaints based on Assignment of Duties increased by 47.37 %.

o Complaints based on Reasonable Accommodations Disability increased by 4.35%.

o Complaints based on Time and Attendance increased by 43.75%.

o Complaints based on Promotion/Non-Selection decreased by -25.00%.

C. Knowledge Gained – In FY 2018, the Forest Service experienced fluctuations in the number of 

issues filed in formal complaints as compared to FY 2017. An analysis by issue has been provide 

in the aforementioned casual analysis. The Forest Service provides mandatory and routine Civil 

Rights, EEO, and Anti-Harassment training to employees and leadership that results in an increase 

awareness of their rights and responsibilities related to EEO matters. The Forest Service has been 

successful in achieving progressive steps toward improving the work environment by opening up 

lines of communications between our employees and leadership.

D. Action Taken or Planned – The Forest Service continually develops, conducts, monitors, and 

evaluates its Civil Rights programs, events, documentation, and trainings to ensure all employees 

and managers are knowledgeable of Civil Rights, EEO, and Anti-Harassment regulations, 

processes, policies, practices, procedures, and requirements. In an effort to reduce the number of

Complainant’s filing complaints in our Agency. The FS has created the following programs in FY 

2018 and/or will continue in FY 2019:

 New Exit Survey – The Forest Service plans to implement a new exit survey to 

monitor and measure how the work environment influence employees decisions to 

leave the Agency.

 Sexual Violence and Harassment Awareness Pocket Card – The Forest Service 

created the Sexual Violence and Harassment Awareness Pocket Card. The pocket 

card includes Forest Service resources, such as the Harassment Reporting Center, 

Civil Rights contact information, and Employee Assistance Program contact 

information. National resources, such as Rape, Abuse, and Incest National Network 

(RAINN), and the National Domestic Violence Hotline are also included on the 

pocket card. The card also defines what consent is, and is not, and outlines what to 

do if unwanted sexual contact, assault, or violence occurs. The Sexual Violence and 

Harassment Awareness Pocket Cards were given to employees during the Listen and 

Learn Sessions, and they were also handed out to seasonal/temporary employees 

during orientations.

 Work Environment and Performance Office – The Work Environment and 

Performance Office was established this fall of FY2018, will focus its efforts to 

improve and sustain a culture in which all employee feel safe, secure, valued, 

respected, and supported for delivering the priority work of the agency. The office 

seeks to diagnose and address the root causes and cultural barriers to emotional and 

physical safety, security, diversity, and inclusion in the work environment. The 

following is planned for FY 2019:

o This winter USDA FS will offer bystander training throughout the agency

o This spring USDA FS will conduct a “Recognize and Stop Retaliation” 

training
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o In summer 2019 FS USDA will execute an agency-wide climate assessment

o USDA FS is reviewing and improving the Anti-Harassment Policy 

o USDA FS is also implementing a new work environment performance 

measure for supervisors and employees

VI. Finding of Discrimination

A. Trends – In FY 2018, the USDA, Office of the Assistant Secretary for Civil Rights (OASCR) 

issued 128 Final Agency Actions for the Forest Service. Comparatively, to FY 2017, a total of 110

Final Agency Actions were issued for the Forest Service.

B. Causal Analysis – In FY 2018, the USDA, Office of the Assistant Secretary for Civil Rights 

(OASCR) issued 128 Final Agency Decisions for the Forest Service. The disposition is as follows:

o There was one (1) findings of discrimination based on Sex (Equal Pay Act), 

rendered by EEOC during a Hearing

o 23 complaints were procedurally dismissed

o 60 Final Agency Decisions (FAD) with no finding of discrimination

o 44 Final Agency Actions with and Administrative Judge Decision

In FY 2017, the USDA, Office of the Assistant Secretary for Civil Rights (OASCR) issued 110

Final Agency Actions for the Forest Service. The disposition is as follows:

o There was one (1) findings of discrimination based on Race (American Indian) by

Procedural Decision issued on May 18, 2017

o 34 complaints were procedurally dismissed

o 52 Final Agency Decisions (FAD) with no finding of discrimination

o 23 Final Agency Actions with and Administrative Judge Decision

C. Knowledge Gained – In FY 2018, there was no change with regards to the number of findings of 

discrimination, as compared to FY 2017. The Forest Service received the only finding of 

discrimination that was issued by the USDA, Office of the Assistant Secretary for Civil Rights in 

FY 2018.

D. Actions Taken or Planned – The Forest Service continually develops, conducts, monitors, and 

evaluates its Civil Rights programs, events, documentation, and trainings to ensure all employees 

and managers are knowledgeable of Civil Rights, EEO, and Anti-Harassment regulations, 

processes, policies, practices, procedures, and requirements. In an effort to reduce the number of 

findings of discrimination in our Agency. The FS has created the following programs in FY 2018 

and/or will continue in FY 2019:

 Communicating Across Differences (CAD) – The Forest Service developed and 

launched a new workshop titled Communicating Across Differences (CAD) to 

continue to improve the work environment. The objective of CAD is to engage 
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Forest Service employees and promote a better understanding of cross-cultural 

communication.

 Dignity & Respect 30 Day Challenge – The Forest Service challenged its

employees for at least 30 days to be respectful and kinder to each other. The 

objective of the challenge was to help employees understand that words do matter 

and how we interact and engage with each other sets the tone for the work 

environment.

 Public Information Officer (PIO) Pocket Card – The Forest Service created and 

distributed the 2018 Public Information Officer (PIO) Pocket Card, which includes 

positive language to build a better workplace. The card states: “We will not tolerate 

behavior that makes our colleagues or the people in the communities we serve unsafe 

in any way, including harassment, bullying, assault or retaliation.”

 Work Environment Performance Office – The Work Environment and 

Performance Office (WEPO) was established this fall of FY 2018. WEPO will focus 

its efforts to improve and sustain a culture in which all employee feel safe, secure, 

valued, respected, and supported for delivering the priority work of the agency. The 

office seeks to diagnose and address the root causes and cultural barriers to emotional 

and physical safety, security, diversity, and inclusion in the work environment. The 

following is planned for FY 2019:

o This winter USDA FS will offer bystander training throughout the agency

o This spring USDA FS will conduct a “Recognize and Stop Retaliation” 

training

o In summer 2019 FS USDA will execute an agency-wide climate assessment

o USDA FS is reviewing and improving the Anti-Harassment Policy 

o USDA FS is also implementing a new work environment performance 

measure for supervisors and employees

VII. Average Length of Time to Complete Each Stage of the Complaint Process – Once a formal 

complaint is filed, the Office of the Assistant Secretary for Civil Rights is responsible for accepting or 

dismissing the action and conducting and completing the investigation. EEO regulations specifies that 

this process must be completed within 180 days. In FY 2018, the average number of days in the 

investigation stage was 168 days. In comparison to FY 2017, the average number of days in the 

investigation stage was 149 days.

The USDA’s role is to ensure that a Hearing Request is processed within 15 days of receipt of election 

from either the Complainant or EEOC. In FY 2018, the average number of days a complaint was in the 

hearing process was 994 days. In comparison to FY 2017, the average number of days a complaint was 

in the hearing process was 876 days. Of all of the stages of the complaint process, the final agency 

actions stage took the greatest number of days. In FY 2018, the average number of days of the final 

Agency actions was 1502 days. In comparison to FY 2017, the average number days of the final 

agency actions was 616 days.

VIII. Pending Complaints Filed in Previous Fiscal Year (FY) – In FY 2018, there were a total of 292 

pending complaints, an increase from the 199 pending complaints in FY 2017. There are a number of 
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contributing factors for the carryover of complaints for FY 2018, decreases in the number of

Complainants participating in Alternative Dispute Resolution (ADR) in the formal stage; and 

outstanding cases pending before the EEOC.

IX. Total Number of Pending Complaints Where Investigations Exceed Required Timeframes – The 

USDA, OASCR, Employment Investigation Division (EID) has complete responsibility for the 

management of the investigation process. Under a renewable Service Level Agreement (SLA), the 

OASCR, EID is responsible for compiling all reports of investigations (ROIs). The Forest Service is 

only responsible for assisting in providing point of contacts, obtaining relevant documents, and

ensuring the cooperation from witnesses.

In FY 2018, 83% of investigations were completed within the prescribed timeframe of 180 days 

(108/90). There was no significant difference in FY 2017, which 83% percent were completed within 

the required timeframe of 180 days (100/120). The averaging processing days for the Agency’s 

responses for document requests for investigations was 13 days. The Forest Service’s Service Level 

Agreement requires the Agency to respond within 15 days of receipt of the request.

X. Posting of No Fear Statistical Data – In support for adhering to the provisions of the No FEAR Act, 

the Agency has linked a Quarterly No FEAR statistical data to the USDA’s public website at: 

http://www.usda.gov/nofear/agencies.html. Under the No FEAR Act, in addition to quarterly data 

postings, all Federal Agencies are required to post summary statistical EEO complaint data for the last 

five (5) fiscal years. The Agency continues its focus on addressing workplace issues by verifying the 

distribution of quarterly statistical data trends for public record. Quarterly summary statistical data is 

posted as links on both the Agency public website (http://fsweb.wo.fs.fed.us/cr/reports.html) as it 

pertains to EEO complaints filed as well as on the USDA public website 

https://www.usda.gov/nofear/fs/indexfs.html. This quarterly data is reported via a direct feed from 

reports generated from MicroPact iComplaints.

No Fear Training to Agency Employees – The Agency is consistently providing bi-annual No Fear 

Refresher training to all employees on a basis which is consistent with an employees No Fear 

Comprehensive completion date. In addition to the No Fear Refresher training, new employees also are 

assigned the No Fear Comprehensive training during their onboarding process. This 508 complaint 

training is available to all employees (permanent/seasonal/temp/students) either electronically, via 

hardcopy or in person. Through this effort, the Agency is able to continually reinforce USDA’s 

commitment to the establishment of a workplace that is free from discrimination, harassment, and 

retaliation. Managers, supervisors, and employees are held accountable for their part in ensuring that all 

customers, employees, applicants, constituents, and stakeholders are treated in accordance with USDA 

Civil Rights policies and applicable legal requirements. The commitment and dedication of the Forest 

Service towards ensuring a workplace environment for all employees that is free of harassment and 

discrimination is evident among the positive trends that were demonstrated in the FY 2017 No FEAR 

Report and is also demonstrated in this report.

Agency’s Process for Providing the Annual No Fear Notice to its Employees – The Agency is 

consistently providing initial comprehensive No Fear training to new employees, as well as, bi-annual 

No Fear Refresher training to all employees on a basis which is consistent with an employees’ No Fear 

Comprehensive completion date. This 508c training is available to all employees either electronically 

through AgLearn, via hardcopy through their regional Civil Rights Office or online at the Civil Rights 
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Intranet http://fsweb.wo.fs.fed.us/cr/training.html. Additionally, the No Fear Act information is posted 

in common areas of the Agency.

Monthly reports are sent to Agency leadership to show the status of their areas of responsibility. For FY 

2018, the Agency had 6,799 (6,715 completed) people whom had been assigned the No Fear 

Comprehensive training and had a 99% completion rate. Regarding the No Fear Refresher, the Agency 

had 495 (486 completed) employees whom had been assigned the training for FY 2018 and had a 98% 

completion rate. This information was retrieved through the report functions available on NexGen 

AgLearn and is inclusive of only training assigned and/or completed during FY 2018. Through this 

effort, the Agency is able to continually reinforce USDA’s commitment to the establishment of a 

workplace that is free from discrimination, harassment, and retaliation. The Forest Service is committed 

to USDA’s policies and goals; the Forest Service notifies its employees on an annual basis regarding 

EEO policies. This year annual Weingarten notification was distributed on June 1, 2018 to all 

employees regarding their rights and remedies concerning employment discrimination and 

whistleblower protection laws. Through these combined efforts, the Agency is able to continually 

reinforce USDA’s commitment to the establishment of a workplace that is free from discrimination, 

harassment, and retaliation.