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USDA Forest Service FY 2018

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 Yes

The grade level cluster for GS-01 to GS-10 is at 7.73% which is below the benchmark. The grade level cluster for GS-11 to SES is 

at 6.99% which is below the benchmark.

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

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

metropolitan region.

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

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

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

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

Grade Level Cluster(GS or Alternate Pay 

Planb)

Total Reportable Disability Targeted Disability

# # % # %

Numarical Goal -- 12% 2%

Grades GS-1 to GS-10 14740 1139 7.73 383 2.60

Grades GS-11 to SES 11588 810 6.99 276 2.38

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

The numerical goals are displayed on the Workforce Management Dashboards and the Cultural Transformation Accountability 

Report and discussed during the Workforce Planning Sessions on the USDA Cultural Transformation Metrics.

Section II: Model Disability Program

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

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

and oversee any other disability hiring and advancement program the agency has in place.
USDA Forest Service FY 2018

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

PROGRAM

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

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

Answer Yes

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

employment status, and responsible official.

Disability Program Task

# of FTE Staff By Employment Status Responsible Official 

(Name, Title, Office 

Full Time Part Time Collateral Duty Email)

Processing applications from PWD and PWTD 132 0 0 Erica Nieto

Assistant Director

enieto@fs.fed.us

Answering questions from the public about 

hiring authorities that take disability into 

account

132 0 0 Erica Nieto

Assistant Director

enieto@fs.fed.us

Processing reasonable accommodation requests 

from applicants and employees

6 0 0 Robin C. Kilgore

Assistant Director

robinckilgore@fs.fed.us

Section 508 Compliance 1 0 0 Mitch Ringer

Information Architect

mringer@fs.fed.us

Architectural Barriers Act Compliance 1 0 0 Tinelle Bustam, PhD

National Director

tbustam@fs.fed.us

Special Emphasis Program for PWD and 

PWTD

1 6 0 Gerald P. McGaughran

Disability Employment 

Program Manager

jmcgaughran@fs.fed.us

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

The national Disability Employment Program Manager and collateral duty SEPMs participate in quarterly meetings and training 

sponsored by the USDA OASCR. Personnel also participate in the Federal Exchange and Disability (FEED) meetings where 

participants learn about policies/guidelines, standard operating procedures, tools and partnerships. Some of the activities included 

with the FEED meetings can suffice as in-service training for practitioners.

B. PLAN TO ENSURE SUFFICIENT FUNDING FOR THE DISABILITY PROGRAM

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

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

funding and other resources.

Answer Yes

Section III: Program Deficiencies In The Disability Program
USDA Forest Service FY 2018

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Brief Description of Program 

Deficiency

A.2.b.3. Reasonable accommodation procedures? [see 29 CFR § 1614.203(d)(3)(i)] If so, please provide the internet 

address in the comments column.

Objective

Ensure written materials featuring the variety of EEO programs and administrative and judicial 

remedial procedures are “prominently posted” in all personnel and EEO offices throughout the 

workplace to inform employees and applicants.

Target Date Sep 30, 2018

Completion Date

Planned Activities

Target Date Completion Date Planned Activity

Feb 15, 2019 Provide a response to the US EEOC June 27 2018 Technical Assistance 

Letter, regarding corrective actions.

Mar 30, 2019 Create and post on FS WWW Reasonable Accommodation Procedures: 

approved by the EEOC

Mar 30, 2019 Insure approved RA Procedures contain a subsection featuring 

information to attain Personal Assistance Services (PAS).

May 30, 2019 Establish numerical goals for PWD adopting the 12% goal for grade 

ranges GS-1 to GS-10 and GS-11 to SES.

Sep 30, 2019 Submit compliant RA Procedures to EEOC for review prior to posts on 

Agency public website.

Sep 30, 2019 Submit compliant PAS procedures to EEOC for review and approval.

Accomplishments

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 Fill the vacant Hispanic Employment Program Manager position

Target Date Oct 1, 2018

Completion Date

Planned Activities

Target Date Completion Date Planned Activity

Oct 1, 2018 Advertise Position

Oct 1, 2018 Request exemption in Hiring Projections Portal

Oct 1, 2018 Conduct Interviews, make selection and offer

Oct 1, 2018 New employee onboard

Accomplishments

Fiscal Year Accomplishment

2018 The FS adopted the PWD 12% numerical goal. Compliant RA procedures were 

submitted to EEOC for approval. Forest Service RA procedures were posted on 

the Agency public website which will change once the USDA finalized their 

policy and the FS adopts it.

Fiscal Year Accomplishment

2018 In response to the USDA Secretary’s, Phase III, One USDA, Civil Rights 

Reorganization direction, Special Emphasis Program will transition out of Forest 

Service FS Civil Rights to the new FS Work Environment and Performance 

Office. A contractor is currently developing a workload analysis that will direct 

the design of the new organizational structure. The FS Forest Service currently 

has three (3) full time FTE to administer the three EEOC mandated and four 

USDA mandated special emphasis programs/groups. The workload analysis will 

determine if additional resources are needed. The analysis will be complete 

March 2019.
USDA Forest Service FY 2018

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Brief Description of Program 

Deficiency

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

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

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

Objective

Educate and train Disability Program Managers, supervisors, managers, and employees on 

reasonable accommodation RA competencies to ensure a minimum of 90% of accommodation 

requests are processed within the time frame set forth in the Agency procedures for reasonable 

accommodation RA.

Target Date Sep 30, 2018

Completion Date

Planned Activities

Target Date Completion Date Planned Activity

Sep 30, 2018 Provide quarterly RA reports of national data and trend analysis to 

Agency leadership and field CR Directors in the field.

Jun 30, 2019 Review RA processing time impacts and inform RA processing 

practitioners

Sep 30, 2019 Ongoing monitoring to ensure all RA case requests are processed within 

30 calendar days at least 90% of the time.

Sep 30, 2020 Ensure all employees who work on, oversee or supervise the RA process 

are trained, and skilled regarding RA and PAS administration 

requirements.

Accomplishments

Fiscal Year Accomplishment

2018 The MD-715 Report score for FY18 period (10/1/2017 to 9/30/2018), is 86.20% 

or 87%, or <-3.8% below the required 90% of RA requests to be processed 

within the 30 day timeframe. However, the FS RA Specialist Team: RA Case 

Report indicates the FS exceeded the 90% cases processed timely goal, during 

the 4th quarter FY 2018, with 91%. To support consistent and continuous access 

and delivery across CR Service Centers, the FS reviewed all RA training 

presentations and consolidated them on one internet site. The FS provided 

recently developed blended in-person and online supervisor training courses 

through Ag Learn, promoting professional leadership development and better 

preparing supervisors for success in their critical role. All Service Centers 

provided RLT/SLTs quarterly CR Topic updates which included RA. Optional 

additional ad hoc training/presentations/updates were available by leadership 

request as well. DCSC: Conducted EEO/OCR training to approximately 1,867 

FS employees, of which an estimated 453 were supervisors/manager. Topics 

included: Equal Opportunity, Employment, RA and Anti-Harassment. DCSC + 

R3: Served as the OCR Representative and Presenter at the National New 

Supervisor Quarterly Training Program: 86 new supervisors, which included new 

supervisor training on Equal Opportunity, Employment, RA, and AntiHarassment across the Agency/country. R3: Ten (10) Equal Opportunity, 

Employment, and RA training sessions provided to over 1700 FS employees in 

R3 and Albuquerque Service Center (ASC). R3: Three (3) Equal Opportunity, 

Employment, and RA training sessions were conducted to 150 Assistant 

Directors and Law Enforcement employees. R3: Four (4) New Employee 

Orientation training sessions were offered including: Equal Opportunity, 

Employment, RA and Anti-Harassment, 1 regional, and 3 national sessions with 

238 employees. R3: Three (3) New Supervisor Training sessions Equal 

Opportunity, Employment, RA and Anti-Harassment) to 120 supervisors.

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
USDA Forest Service FY 2018

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

targeted disabilities.

Key Programs, Resources, Strategies: The FY18-19 FS Recruitment Plan(s) - participation with National Talent Acquisition 

Network (NTAN) and other coordinated national recruitment events focusing on outreach/ recruitment of PWD/PWTD candidates. 

Customized Recruitment Plans for specific event are developed, including assignment of members of the national cadre to attend 

each event. Recruiter cadre are trained/informed regarding updated guidance, use of Schedule A Authority, and shared key PWD/

PWTD recruitment network sources. FY19 FS Recruitment Plan(s) will utilize recruitment sources including: Resume Mining 

USAJOBs, Department of Labor’s Workforce Recruitment Program (WRP) of Schedule A eligible college students and recent 

graduates, Job Corps Centers, POCs at local schools/colleges serving students with disabilities, American Job Centers (AJCs), 

Council of State Administrators of Vocational Rehab, National Employment Team (NET), Veteran Recruitment Agencies, Centers 

for Independent Living (CILs), Disability & Veterans Community Resources Directory, Employment Networks (ENs), and Recruit 

Ability. FS’s negotiated Union Agreement supports flexibility of Selecting Officials to fill vacancies noncompetitively via Schedule 

A at any grade level.

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

Agency Union Agreement supports flexibility of Selecting Officials to fill vacancies noncompetitively via Schedule A at any grade 

level. Agency Employment Outreach Database provides eligible external and internal Schedule A candidates the opportunity to 

respond directly to Selecting Officials posting Outreach Notices before Officials have opted to post their vacancies on USAJobs and 

thus a chance of convincing Officials, in advance, to consider or even select them noncompetitively, rather than proceeding to post 

their vacancy on USAJobs.

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.

Agency Union Agreement supports flexibility of Selecting Officials to fill vacancies noncompetitively via Schedule A at any grade 

level. Agency Employment Outreach Database provides eligible external and internal Schedule A candidates the opportunity to 

respond directly to Selecting Officials posting Outreach Notices before Officials have opted to post their vacancies on USAJobs and 

thus a chance of convincing Officials, in advance, to consider or even select them noncompetitively, rather than proceeding to post 

their vacancy on USAJobs.

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 new Supervisors complete core training that includes updated modules on recruiting using Schedule A Authority, RA, and 

resources available through SEPs.

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 FY18-19 FS Recruitment Plan(s) - participation with NTAN and other coordinated national recruitment events focusing on 

outreach/ recruitment of PWD/PWTD candidates. Customized Recruitment Plans for specific event are developed, including 

assignment of members of the national cadre to attend each event. Recruiter cadre are trained/informed regarding updated guidance, 

use of Schedule A Authority, and shared key PWD/PWTD recruitment network sources. FY19 FS Recruitment Plan(s) will utilize 
USDA Forest Service FY 2018

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recruitment sources including: Resume Mining USAJOBs, Department of Labor’s WRP of Schedule A eligible college students and 

recent graduates, Job Corps Centers; and POCs at local schools/colleges serving students with disabilities, AJCs, Council of State 

Administrators of Vocational Rehabilitation, NET, Veteran Recruitment Agencies, Centers for Independent Living (CILs), 

Disability & Veterans Community Resources Directory, Employment Networks (ENs), and Recruit Ability. FS’s negotiated Union 

Agreement supports flexibility of Selecting Officials to fill vacancies noncompetitively via Schedule A at any grade level.

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 Yes

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

A trigger among permanent workforce New Hires is PWD are presently at 7.38% which is below EEOC’s 12% goal. However, this 

number has increased from 5.38% in FY 2017.

New Hires Total

Reportable Disability Targeted Disability

Permanent 

Workforce

Temporary 

Workforce

Permanent 

Workforce

Temporary 

Workforce

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

0

0

0

% 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 N/A

Means are being developed to monitor and report this information, which is readily available to line officers and management 

officials through official request to the WO HRM DMAT.

New Hires to 

Mission-Critical 

Occupations

Total

Reportable Disability Targetable Disability

Qualified 

Applicants New Hires Qualified Applicants 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
USDA Forest Service FY 2018

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Means are being developed to monitor and report this information, which is readily available to line officers and management officials through official request to the WO HRM DMAT.

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

Means are being developed to monitor and report this information, which is readily available to line officers and management 

officials through official request to the WO HRM DMAT.

Section V: Plan to Ensure Advancement Opportunities for Employees with 

Disabilities

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

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

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

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

A. ADVANCEMENT PROGRAM PLAN

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

The Agency has two Leadership Training Programs: 1) The SLP follows a competitive internal selection process, with final vetting 

by the Agency’s Executive Leadership Team; 2) The National New Leader Program. Any permanent employee with one full year of 

Agency service at the time of application submission can apply at the GS 7-11 level. Individuals are nominated for this program 

based on their desire and interest to develop their leadership potential and their high self-motivation to complete all requirements 

and participate fully in all components of the program. The unit will collect applications and establish its review process for 

prioritizing nominations. Once the applicant has completed their portion of the application package, the applicant will forward the 

package to their supervisor. The supervisor will then complete the supervisor assessment and endorsement and include with the 

application package. Employees with disabilities 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. Using 

Table B12 table to monitor.

B. CAREER DEVELOPMENT OPPORTUNITES

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

Civil Rights, HRM and WEPO will conduct PWD barrier analyses focusing on GS-13, 14, 15-levels and SES feeder pools: seeking 

recommendations and next steps. CR and HRM will analyze data from Tables B4, B7, B9, B11, and B12 to monitor workforce 

representation among these groups. Transition applicant flow data from E-Recruit to USA Staffing: used for year-end data.N As for 

the career development opportunities data requested in the next section: None is due this reporting cycle. Collection begins with the 

FY 2019 MD-715 report, which is due on February 28, 2019.

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

supervisory recommendation/ approval to participate.
USDA Forest Service FY 2018

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Career Development 

Opportunities

Total Participants PWD PWTD

Applicants (#) Selectees (#)

 Applicants 

(%) Selectees (%)

 Applicants 

(%) Selectees (%)

Internship Programs

Fellowship Programs

Mentoring Programs

Coaching Programs

Training Programs

Detail Programs

Other Career Development 

Programs

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

Means are being developed to monitor and report this information, which is readily available to line officers and management 

officials through official request to the WO HRM DMAT.

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

Means are being developed to monitor and report this information, which is readily available to line officers and management 

officials through official request to the WO HRM DMAT.

C. AWARDS

1. Using the inclusion rate as the benchmark, does your agency have a trigger involving PWD and/or PWTD for any level of 

the time-off awards, bonuses, or other incentives? If “yes”, please describe the trigger(s) in the text box.

a. Awards, Bonuses, & Incentives (PWD) Answer Yes

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

The PWD inclusion rate was 52.46% compared to PWOD rate which is 69.66%

Time-Off Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Time-Off Awards: 1-9 hours : 

Total Time-Off Awards Given

1343 7.67 84.07 2.61 5.06

Time-Off Awards: 9+ hours : 

Total Time-Off Awards Given

2109 9.20 83.88 2.47 6.73
USDA Forest Service FY 2018

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Cash Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Cash Awards: $100 - $500: Total 

Cash Awards Given

2716 7.92 92.08 2.98 4.93

Cash Awards: $501+: Total Cash 

Awards Given

12292 7.07 92.93 2.57 4.50

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

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

a. Pay Increases (PWD) Answer Yes

b. Pay Increases (PWTD) Answer Yes

The PWTD inclusion rate was 1.47%; the PWOTD inclusion rate was 3.50% The PWD inclusion rate was 2.02%; the PWOD 

inclusion rate was 2.44%

Other Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Quality Step Increases (QSI): 

Total QSIs Awarded

679 6.19 93.81 1.47 4.71

Performance Based Pay Increase 0 0.00 0.00 0.00 0.00

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

Routinely, the Chief, Regional Foresters and Station Directors (National Leadership Council) reward employees through Honor 

Awards. Likewise, local line officers, managers, supervisors issue performance awards, and staff recommend “Spot Awards” (cash) 

or time-off awards. However, there are no known systems in place to monitor inclusion rates for these forms of recognition.

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 Yes

b. Grade GS-15

i. Qualified Internal Applicants (PWD) Answer No

ii. Internal Selections (PWD) Answer Yes

c. Grade GS-14

i. Qualified Internal Applicants (PWD) Answer No
USDA Forest Service FY 2018

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ii. Internal Selections (PWD) Answer Yes

d. Grade GS-13

i. Qualified Internal Applicants (PWD) Answer No

ii. Internal Selections (PWD) Answer Yes

SES: The USDA is responsible all aspects of SES program administration, selections, conversions and placements. However, the FS 

monitors conversions from career appointments to SES and career appointments for both PWD and PWTD. PWD and PWTD were 

not chosen for advanced positions at their representative rate for GS13 – 15.

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

The USDA is responsible all aspects of SES selections and placements. USDA, not the FS, hires SES employees. However, FS 

monitors conversions from career appointments to SES and career appointments for both PWTD and PWD. The FS is developing 

reports to track and monitor this information because the present tables do not.

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
USDA Forest Service FY 2018

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The USDA is responsible all aspects of SES selections and placements. USDA, not the FS, hires SES employees. However, FS monitors conversions from career appointments to SES and career appointments for both PWTD and PWD. The FS is developing 

reports to track and monitor this information because the present tables do not.

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 Yes

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

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

d. New Hires to GS-13 (PWTD) Answer Yes

The USDA is responsible all aspects of SES selections and placements. USDA, not the FS, hires SES employees. However, FS 

monitors conversions from career appointments to SES and career appointments for both PWTD and PWD. The FS is developing 

reports to track and monitor this information because the present tables do not.

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 USDA is responsible all aspects of SES selections and placements. USDA, not the FS, hires SES employees. However, FS 

monitors conversions from career appointments to SES and career appointments for both PWTD and PWD. The FS is developing 

reports to track and monitor this information because the present tables do not.

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
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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

The USDA is responsible all aspects of SES selections and placements. USDA, not the FS, hires SES employees. However, FS 

monitors conversions from career appointments to SES and career appointments for both PWTD and PWD. The FS is developing 

reports to track and monitor this information because the present tables do not.

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

The USDA is responsible all aspects of SES selections and placements. USDA, not the FS, hires SES employees. However, FS 

monitors conversions from career appointments to SES and career appointments for both PWTD and PWD. The FS is developing 

reports to track and monitor this information because the present tables do not.

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

The USDA is responsible all aspects of SES selections and placements. USDA, not the FS, hires SES employees. However, FS 

monitors conversions from career appointments to SES and career appointments for both PWTD and PWD. The FS is developing 

reports to track and monitor this information because the present tables do not.

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 
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not convert all eligible Schedule A employees.

Answer No

FS is developing report to track and monitor this information. FS leaders may noncompetitively convert to the competitive service 

an employee who has completed two or more years of satisfactory service on a non-temporary Schedule A appointment. FS 

encourages leaders/managers/supervisors to convert Schedule A employees. The conversion must be at the same grade level and a 

separate action processed for a career ladder promotion (if applicable). However, there is no requirement to convert the employee 

whom may remain under a Schedule A appointment.

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 Yes

b.Involuntary Separations (PWD) Answer Yes

Voluntary Separations: The inclusion rate for PWD is 1.03% compared to 0.29% for PWOD Involuntary Separation: The inclusion 

rate for PWD is 10.32% compared to 7.39% for PWOD

Seperations Total # Reportable Disabilities %

Without Reportable 

Disabilities %

Permenant Workforce 0 0.00 0.00

Total Separations 2183 10.58 89.42

Voluntary Separations 2089 10.05 89.95

Involuntary Separations 94 22.34 77.66

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 Yes

b.Involuntary Separations (PWTD) Answer Yes

Voluntary Separations: PWTD Inclusion: 9.48% compared to 7.56% for PWOTD Involuntary Separation: PWTD Inclusion: 0.44% 

compared to 0.34% for PWOTD

Seperations Total # Targeted Disabilities %

Without Targeted Disabilities 

%

Permenant Workforce 0 0.00 0.00

Total Separations 2183 3.11 96.89

Voluntary Separations 2089 3.11 96.89

Involuntary Separations 94 3.19 96.81

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.

Refer to Part I.2. Current Exit Interview Survey does not collect PWD or PWTD information. FS continues to improve the EI 

survey form and FY19 plans to do this are presented Part I.2. The FS is developing report to track and monitor this information. 

However, when reviewing our Separations Minority Profile report by disability status and Nature of Action Code, the most 

frequently cited reasons for separation were: PWD - Retirement-Voluntary, Resignation and Termination - Appointment In; for 

PWTD, the most frequently cited reasons for separation were: Retirement - Voluntary and Resignation.

B. ACCESSIBILITY OF TECHNOLOGY AND FACILITIES
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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.

The FS public website at https://www.fs.fed.us contains a link to the USDA Accessibility Statement addressing rights under Section 

508: plus a link to the Nondiscrimination Statement instructions on how to file a complaint. FS FY 2018 Facility Accessibility 

Survey Results is available in Appendices C17.

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

rights under the

Architectural Barriers Act, including a description of how to file a complaint.

The FS public website at https://www.fs.fed.us/recreation/programs/accessibility/ contains a section titled Accessibility Laws, 

Regulations, Policies and Guidelines. This section contains additional links to rights under ABA, ABAAS, Section 504, 508, and 

ADA Title V Section 508c: plus a link to the nondiscrimination statement/instructions on how to file a complaint.

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

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

The FS continues administration of USDA Regulations 7 CFR Parts 15a through 15e, 7CFR Part 15.4(a)(1), and FS Manuals 1300, 

6100, and 6600, and FS Handbooks 1709.11; 2709.11; and 7309.11 to ensure Agency plans and practices implemented and 

monitored FY18-FY19 improve accessibility of Agency program information, facilities, and/or technology. Example 1: Updates to 

the USDA FS policy to ensure effective telecommunication system is in place and in use for applicants and beneficiaries. Example 

2: Issuance of accessible and effective communications resources to guarantee electronic and information technology compliance in 

accordance with Section 508 of the Rehabilitation Act of 1973. Example 3: the USDA FS-wide Facility Accessibility Survey and 

Program Results indicate the Agency’ Recreation Site Maintenance and Capital Improvement Funding Program continues to focus 

on rehabilitation and/or replacement of facilities which are outdated and not in compliance with current accessibility guidelines. 

FY18-FY19 projects represent the improvements which are being made to administrative facilities, and recreation sites across the 

Agency to ensure that opportunities are available to PWDs. FY 2018 Facility Accessibility Survey Results are available in 

Appendices C17.

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 MD-715 report score for FY18 period (10/1/2017 to 9/30/2018), is 86.20% or 87%, or <-3.8% below the required 90% of RA 

requests to be processed within the 30 day timeframe. However, the FS exceeded the 90% cases processed timely goal, during the 

4th quarter FY 2018, with 91%.

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.

RA procedures/policy posted, with addendum developed regarding provision of PAS. The Agency continues to display its 508 

Accessibility Information link on its front page (intranet/internet CR and FS), with links included to pages on “Understanding 
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Disabilities”, Awareness, Education and Training, FAQ’s, Web, Procurement, and Legal.

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.

Through periodic training and resources posted on its Intranet website, the FS continues to enhance the quality of its customer 

service by continually educating employees, managers, and supervisors. Refer to Part H.2. – advocates education and training of 

Disability Employment Program Managers, supervisors, managers, and employees regarding building RA and PAS administration 

competencies.

Section VII: EEO Complaint and Findings Data

A. EEO COMPLAINT DATA INVOLVING HARASSMENT

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

to the governmentwide average?

Answer Yes

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

discrimination or a settlement agreement?

Answer Yes

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 – No finding of discrimination based on disability

B. EEO COMPLAINT DATA INVOLVING REASONABLE ACCOMMODATION

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

reasonable

accommodation, as compared to the government-wide average?

Answer Yes

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

discrimination or a settlement agreement?

Answer No

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

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

N/A – No finding of discrimination based on disability
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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 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
USDA Forest Service FY 2018

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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?

The PWDs grade level representation in GS-01 to GS-10 is 7.73%, and in GS-11 to SES, 6.99%: 

both below the 12% standard.

STATEMENT OF BARRIER 

GROUPS:

Barrier Group

People with Disabilities

BARRIER ANALYSIS:

Provide a description of the steps 

taken and data analyzed to 

determine cause of the condition.

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.

The specific cause of the less than expected participation rate for PWDs is unknown.Further examination of the 

policies, procedures, and practices impacting the hiring, retention, and separation processes is needed.

Objective Increase workforce participation rates for PWD

Date Objective 

Initiated

Sep 30, 2017

Target Date For 

Completion Of 

Objective

Sep 30, 2018

Responsible Officials Theodore H. Gutman Director, Civil Rights

Mark D. Green Acting Director, Human Resources Management
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Target Date

(mm/dd/yyyy)

Planned Activities Sufficient

Staffing &

Funding

(Yes or No)

Modified

Date

(mm/dd/yyyy)

Completion

Date

(mm/dd/yyyy)

09/30/2018 Increase the use of alternative hiring authority Yes 09/30/2019

09/30/2018 CR, HRM and WEPO will collaborate to make better use of 

applicant flow data in developing actionable strategies for 

improving diversity, outreach and recruitment.

Yes 09/30/2019

09/30/2018 CR will collaborate with HRM/WEPO to identify areas for 

improving diversity and develop tools for hiring managers to 

utilize a targeted outreach plan.

Yes 09/30/2019

09/30/2018 Further educate and motivate candidates with potential Schedule A 

eligibility to pursue Certification through the DEPM training tool 

by which CR Outreach Staff, National Recruitment Team, and 

Partnership Organizations managing FS-collaborative internship 

can communicate this information to potential candidates.

Yes 09/30/2019

09/30/2018 DEPM will develop a training tool supporting voluntary reporting 

of all disability statuses.

Yes 09/30/2019

09/30/2018 Continued use of Supplemental Diversity Survey to anonymously 

obtain more candid, complete snapshots of overall workforce 

diversity data, including otherwise non-visible or obvious 

disability statuses (veteran disability ratings, and civilian PWTD/

PWD severe health conditions), other RNO/ERI, LGBT, and 

gender data. Information used for educational, awareness, and 

sensitivity purposes, and potential alternative or supplemental 

EEOC reporting purposes.

Yes 09/30/2019

09/30/2018 HRM and WEPO will work and collaborate with CR managers 

regarding recruitment and hiring initiatives, workforce and 

succession planning and serve on the FS Human Capital Planning 

Workforce Group.

Yes 09/30/2019

Fiscal Year Accomplishments

2018 DEPM developed a training tool for the CR outreach staff, National Recruitment Team, and Partnership Organizations managing 

FS-collaborative internship programs. The tool presented and clarified the Schedule A Certification process and the 

noncompetitive eligibility process as a strategy for alerting recruiters and selecting officials of applicant disability diversity. 

 

The tool helped clarify disability data Agencies ask veterans and non-veterans to voluntarily provide “for statistical reporting 

purposes”.

2018 Continued use of the Supplemental Diversity Survey as a simple, quick tool to anonymously obtain more candid, complete 

snapshots of overall workforce diversity data, including otherwise non-visible or obvious disability statuses (veteran disability 

ratings, and civilian PWTD/PWD /severe health conditions), and other RNO/ERI, LGBT, and gender data. Information is used 

for educational, awareness, and sensitivity purposes, and potential alternative or supplemental EEOC reporting purposes.

2018 CR is developing a reporting template to track Schedule A conversions.
USDA Forest Service FY 2018

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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?

PWD are separating at rates exceeding their permanent workforce participation rates

STATEMENT OF BARRIER 

GROUPS:

Barrier Group

People with Disabilities

People with Targeted Disabilities

BARRIER ANALYSIS:

Provide a description of the steps 

taken and data analyzed to 

determine cause of the condition.

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.

The specific cause of high separation rates of PWD and PWTD is unknown. Therefore, further examination of 

policies, procedures and practices impacting the hiring, retention, and separation processes is needed.

Objective Retain diverse highly-qualified employees by increasing cultural competencies.

Date Objective 

Initiated

Sep 30, 2017

Target Date For 

Completion Of 

Objective

Sep 30, 2018

Responsible Officials Theodore H. Gutman Director, Civil Rights

Mark D. Green Acting Director, Human Resources Management
USDA Forest Service FY 2018

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Target Date

(mm/dd/yyyy)

Planned Activities Sufficient

Staffing &

Funding

(Yes or No)

Modified

Date

(mm/dd/yyyy)

Completion

Date

(mm/dd/yyyy)

09/30/2018 HRM and CR edit the EI Report to capture PWD and PWTD Yes 09/30/2019

09/30/2018 Presents reports highlighting PWD and PWTD trends to agency 

leadership quarterly. DEPM provided quarterly reports of national 

data and trend analysis for PWD and PWTD to include reasonable 

accommodation to Agency leadership and Civil Rights directors in 

the field.

Yes 09/30/2019

09/30/2018 Develop and deploy an anonymous supplemental diversity survey 

seeking employee disability status (confidential) data. Raised 

awareness, and attitudes toward inclusion, by continued use of 

Supplemental Diversity to anonymously obtain overall workforce 

diversity representation, including otherwise non-visible or 

obvious disability statuses (veteran disability ratings, and civilian 

PWTD/PWD/severe health conditions).

Yes 09/30/2019

09/30/2018 Develop an employee training tool to clarify rationale and methods 

to obtain Schedule A Certification - To bring more visibility and 

embracing of disability diversity in workforce. The DEPM 

developed a training tool for presenting and clarifying how to 

Develop an employee training tool to clarify rationale and methods 

to obtain Schedule A Certification - To bring more visibility and 

embracing of disability diversity in workforce. The DEPM 

developed a training tool for presenting and clarifying how to 

obtain Schedule A Certification, if eligible, and emphasizing the 

option eligibility offers to encourage everyone to report their status.

Yes 09/30/2019

09/30/2018 Develop a training tool to communicate agency rationale and 

benefits associated with employees providing their disability 

status; explaining the reasons the agency asks/requests all 

employees to voluntarily report their status and the possible 

impacts on Federal programs: hiring, promotion, and retention of 

person(s) with these conditions or experiences.

Yes 09/30/2019

Fiscal Year Accomplishments

2018 DEPM plans to develop several CR training tools:

1. To present Schedule A Certification acquisition methods to employees. 

2. To present how disability data benefits the organization.

2018 Two employee training tools promoting the benefits of declaring Schedule A conditions were developed in FY 2018. Both tools 

will be tested/deployed during FY 2019. The goal of trainings was to reduce the number of unregistered Schedule A employees, 

which will support a more accurate representation of the FS workforce – PWD/PWTD representation.

2018 During the past three fiscal years, the SDS questionnaire was presented to all employees in five of 16 reporting units with a 37% 

response rate. PWTD Representation rates was approximately 10%. The SDS Data was used to do what ?

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

Most activities were newly established and initiated. Therefore, there was not sufficient time to assess the impact of planned 

activities by end of FY 2018. It is the Agency's goal to continue to monitor progress toward correcting identified trigger by or 

before end of FY 2019.

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

barrier(s).

As of end of FY 2018, planned activities were still in progress.

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.
USDA Forest Service FY 2018

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As planned activities were still in progress as described above, it is the Agency's goal to continue to monitor progress toward 

correcting identified trigger by or before end of FY 2019.