USDA Forest Service FY2022 

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 

PWD GS-01 - GS-10 is 7.69% which is below the 12% benchmark. PWD GS-11 - SES is 7.52% which is below the 12% 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 of2% as the benchmark, does your agency have a trigger involving PWTD by grade level cluster in the 

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

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

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

PWTD GS-01 - GS-10 is 2.21% which is above the 2% benchmark. PWTD GS-11 - GS-SES is 2.35% which is above the 2% I 

benchmark. 

Grade Level Cluster (GS or Alternate Pay 

Planb) 

Total Reportable Disability Targeted Disability 

# # % # % 

Numarical Goal 12% 2% 

Grades GS-1 to GS-10 16645 1289 7.74 365 2.19 

Grades GS-11 to SES 11934 897 7.52 280 2.35 

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

All managers and supervisors are required to take annual training that includes content regarding the agency's goals for PWD and 

PWTD hiring and recruitment. 

Section II: Model Disability Program 

Pursuant to 29 C.F.R. § 1614.203(d)(l), 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. 

Page 1 
 

 

 

 

 

 

 

 

 

USDA Forest Service FY2022 

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

PROGRAM 

I. 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 

6 0 Jessica J. Torres 

Disability Employment 

Program Manager 

jessica.torres@usda.gov 

Processing reasonable accommodation requests 

from applicants and employees 

6 0 0 Sherry L. Neal 

Branch Chief, Reasonable 

Accommodations 

Sherry.Neal@usda.gov 

Section 508 Compliance 0 0 Dennis Lapowich 

Management Analyst 

dennis.lapowich@usda.gov 

Answering questions from the public about 

hiring authorities that take disability into 

account 

132 0 0 Erica Nieto 

Acting Director 

erica.nieto@usda.gov 

Processing applications from PWD and PWTD 132 0 0 Erica Nieto 

Acting Director 

erica.nieto@usda.gov 

Architectural Barriers Act Compliance 0 0 Matthew Arnn 

Chief Landscape Architect 

matthew.arnn@usda.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 

Training planned for FY 2022: • DEAM Kick-off, 10/05/21, Observance Month Programming.• Schedule A Hiring Authority, 

10/26/21, Observance Month Production.• Target Center- Reasonable Accommodations, 10/12/21, Observance Month National 

New Employee Orientation, 11/15/21, ERG overview/ room management. ASL interpreter requests. 

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 

Page 2 
 

 

 

 

 

 

 

 

 

 

 

 

USDA Forest Service FY2022 

Brief Description of Program Deficiency: C.4.e. l. Implement the Affirmative Action Plan for Individuals with Disabilities? [see 29 CFR § I 

614.203( d); MD-715, II(C)] 

Objective: DPM meets with HRM stakeholders from HRM quarterly to discuss updates to deficiencies. 

Target Date: Feb 16, 2022 

Completion Date: Feb 20, 2022 

Planned Activities 

Target Date Completion 

Date 

Planned Activity 

Feb 16, 2022 March 11, 2022 Ensure EEOC's deficiencies are addressed in feedback letter provided 11/14/21. 

DPM schedules individual stakeholder meetings with HRM to discuss the FY 2020 

Affirmative Action Plan deficiencies. Branches included TED, Recruitment & 

Workforce, Office of the Director. 

Mar 18, 2022 April 15,2022 Assess previous plan to provided sufficient career development programs for PWD. 

Apr 11, 2022 Develop a Part J Data Submission Action Plan and submit quarterly data for Part J 

data element including who, what, when, where, why, and how. Note: AAP is auto 

generated from Part J data input. 

Sep 30, 2022 Demonstrate effective overall recruitment, hiring, advancement, and retention of 

PWD and PWTD within the Affirmative Action Plan 

Sep 30, 2022 Stakeholders develop improvement plans to remove the AAP deficiency. 

Sep 30, 2022 Stakeholders report AAP progress and deficiency removal action plans annually 

Dec 1, 2022 Stakeholders establish a quarterly plan to provide Schedule A conversion data. 

Oct 1, 2023 Full implementation of corrected Affirmative Action Plan 

Accomplishments 

Fiscal Year Accomplishment 

2022 Presentation by HRM Selective Placement Program Coordinator to discuss MD715 Part J quarterly 

updates and a planned partnership moving forward to improve hiring employees using Schedule A 

Hiring Authority for FY 2022 

2021 Met briefly with team of subject matter experts from Civil Rights, DE&I, HRM, and WEPO (H-1 

Team) for organizational and initial goal planning purposes in late September 2021. 

2022 Met with Instructional Systems Specialist, WEPO to assess leadership programs within the Forest 

Service. WEPO has since started to update their application process and will work towards creating a 

more inclusive process. 

2022 Met with HRM -Training Education and Development (TED) to create an 

effective plan to ensure advancement opportunities for PWD. TED will be providing an update to their 

application process for Quarter 3 reporting. 

2022 Created a Schedule A quarterly report in partnership with HRM DMAT that will be given quarterly to 

OCR to ensure Section V: Plan to Improve Retention of PWD can be answered every quarter. 

Brief description of program deficiency: D. l.c. Does the agency conduct exit interviews or surveys that include questions on how the agency could 

improve the recruitment, hiring, inclusion, retention and advancement of individuals with disabilities? [ see 29 CFR § 1614.203( d)(l) (iii)(C)] 

Objective: Civil Rights working in partnership with HRM to update exit survey questions requesting PWD responses to improve recruitment, hiring, 

inclusion, retention, and advancement. 

Target Date: Sep 30, 2022 

Completion Date: 

Planned Activities 

Target Date Completion 

Date 

Planned Activity 

Feb 17, 2022 March 7, 2022 Collaborate with Special Assistant to the HRM Director to discuss updating exit 

survey to include items requesting more information specifically from PWDs. 

Mar 2, 2022 April 28, 2022 Create new PWD exit survey questions 

Apr 2, 2022 April 7, 2022 Meet with HRM to discuss new PWD Exit Survey items 

Jul l, 2022 April 28, 2022 Meet with Garner (contractor) to discuss PWD survey items to be added to the allemployee exit survey. 

Sep 30, 2022 Fully implement exit survey with revised items. 

Jan 30, 2023 Summarize data collected from PWD survey items. 

Page 3 
 

 

 

 

 

 

 

 

 

 

 

USDA Forest Service FY2022 

Accomplishments 

Fiscal Year Accomplishment 

2022 Met with Special Assistant to the HRM Director to discuss updating exit survey items to include items 

requesting more information specifically from PWDs 

2022 Received feedback from EEOC on questions that should be added to the exit interview survey. Set 

questions to the Office of the Director-HRM. 

2022 Meeting with WO Social Scientist to make items more qualitative. 

2022 Meeting with Gartner contractors and discussed adding questions to the existing Exit Interview Survey. 

Defined a plan to update the existing survey with question EEOC determined were sufficient. 

2022 Meeting with EEOC Technical Assistance POC. Went through two draft surveys. EEOC agreed on a 

compliant draft Exit Interview Survey and was finalized. 

2022 HRM POC and HRM WEPO POC discussed final draft Exit Interview Survey and discuss next steps. 

Meeting will be set up July 28, 2022, with senior leadership to discuss vetting and approval process. 

2022 Zone IV, Region 10 Civil Rights Staff organized and led a Region 10 employee team to revive the Exit 

Interview Survey. Participants included the Regional, Tongass, and Chugach Civil Rights Advisory 

Group (CRAGs), plus employees from HRM, WEPO, Labor Relations, Employee Advisory Group. and 

the RIO Recruitment and Retention Specialist. The survey was approved by the Deputy Regional 

Forester. Deployment is planned for August 2022. 

2022 HRM Exit Interview Survey POC and National Disability Employment Program Manager met with the 

HRM LR POC to discuss union involvement in updating the Exit Interview Survey. There is an exit 

interview in place that the union does not need to be involved; however, HR will provide specific data. 

CR and HRM are clear to update survey questions in the best interest of the Agency. 

2022 Met with HRM, WEPO and Gartner to discuss new direction for the administration of the exit interview 

survey. and to submit final survey items. 

2022 Met with Senior Leadership: CR National Director, HRM Acting Director, WEPO Director. HRM Exit 

Interview Survey POC and DMA T Branch Chief to discuss approval of EEOC exit survey. All has been 

approved and will be placed on the LT Agenda as a recommendation. LT date to be determined. 

2021 Met with collaborative staff to discuss action developing an action plan to address deficiency 

Brief Description of Program Deficiency: D.4.a. Does the agency post its affirmative action plan on its public website? [see 29 CFR §1614.203(d)(4)] 

If yes, please provide the internet address in the comments. 

Objective: Post the current affirmative action plan for FY22 on the agency’s public-facing website, https://www.fs.usda.gov/about-agency/civil-rights . 

Target Date: Sep 30, 2023 

Completion Date: Sep 12, 2023 

Planned Activities 

Target Date Completion 

Date 

Planned Activity 

Sep 30, 2023 Sep 12, 2023 Worked w/Civil Rights OPS team and Office of Communication to post current 

FY22 AAP on public-facing (https://www.fs.usda.gov/about-agency/civil-rights) 

and internal Civil Rights resources (https://usdagcc.sharepoint.com/sites/fs-occr/SitePages/Affirmative-Action-Plans.aspx). 

Accomplishments 

Page 4 

Fiscal Year Accomplishments 

2022 N/A 
 

 

 

 

 

 

 

 

 

 

 

 

 

 

USDA Forest Service FY2022 

Section IV: Plan to Recruit and Hire Individuals with Disabilities 

Pursuant to 29 C.F.R. §1614.203(d)(l )(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 

PWDandPWTD 

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. 

Resources: The new Selective Placement Program Coordinator is charged with: • Recruiting PWDs. • Serving as a point of contact for 

PWDs seeking Schedule A and other accepted hiring authority information. • Developing recruitment strategies to include identification. • 

Establishing contacts with external recruitment sources to identify and communicate with PWDs. • Advising management on disability 

recruitment, hiring, advancement and retention - with specific PWD identification steps. • Replying to PWD applicant inquiries. • 

Collaborating with the OCR Disability Employment Program Manager. • Identifying HRM specialist who determines Schedule A 

eligibility. • Providing potential Schedule A applicants and/or permanent Schedule A employees with information such as: 1. Contact 

information for all USDA Special Emphasis Program Managers. 2. Information about creating a USAJOBS account. 3. How to locate 

vacancy announcements, apply to open positions, and track the status of applications on USAJOBS. 4. Schedule A letter template, a 20-page 

informational handbook on Schedule A for applicants, and a "tips" sheet for finding and being hired for a federal job. 5. Provide more 

detailed information about applying for merit vacancies as a Schedule A candidate. 6. How to join Office of Personnel Management's shared 

list of PWD. 7. Where to sign up for TAP-Ability- a talent acquisition portal for individuals with disabilities. 8. How to use the Forest 

Service Outreach Database to locate potential vacancies before they are formally advertised. 9. Initiating collaborative discussions with 

selecting officials to support Schedule A applicant selections. The Reasonable Accommodations Branch Chief is charged with ensuring the 

Agency: 1. Actively monitors the identification of PWDs applicants 2. Provides qualified applicants with information regarding their option 

to use Schedule A and other hiring authorities 3. Provides applicants with RA and PAS information The HRM Recruiter cadre are charged 

with: 1. Using multiple resources to locate PWD applicants such as: USAJOBs Resumes, Department of Labor's Workforce Recruitment 

Program of Schedule A eligible college students and recent graduates, Job Corps Centers. 2. Developing lists of identified PWD applicants. 

3. Providing PWD applicants with information about hiring events and open positions. 4. Attending hiring events to identify PWD 

applicants. The OCR Disability Program Manager is charged with: 1. Working with the HRM Selective Placement Program to develop and 

implement the annual recruitment plans which include steps to identify PWD applicants. 2. Working with HRM to develop and implement 

annual recruitment plans which include steps to identify PWD applicants. 3. Coordinating with the HRM Recruiter cadre to identify PWD 

candidates. Programs: Forest Service programs to identify PWD job applicants: 1. Selective Placement Program develops event specific 

recruitment plans which include steps to identify PWD applicants. Event examples: National Talent Acquisition. Network events and FS 

Strategic Entry Level Hiring Events. 2. HRM Applicant Eligibility Review Program provides PWD Schedule A job applicants with open job 

notices. 3. FS Manager Training Program identifies potential PWD manager position applicants. 

2. Pursuant to 29 C.F.R. §l 614.203(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. 

3. Pursuant to 29 C.F.R. §l 614.203(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. 

Page 5 
 

 

 

 

 

 

 

 

 

 

 

 

 

USDA Forest Service FY2022 

The HRM Recruiter cadre actively recruits qualified PWDs for specific permanent positions, utilizing the Schedule A hiring 

authority option which benefits both PWDs and Veterans. In FY 2022, there were 1252 permanent Schedule A employees onboard. 

There were 500 Schedule A new hires, and 40 Schedule A separations (see Table Bl). 

4. 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. 

USA Job Applicants: Schedule A candidates must provide documentation of disability status and proven position qualifications 

within USAJobs to be eligible for Schedule A hiring status eligibility. Qualified Schedule A applicants are then placed on a separate 

certificate which is sent to the hiring manager for consideration. Selective Placement Program Coordinator Applicants: Schedule A 

candidates who apply directly to the agency Selective Placement Program Coordinator have their Schedule A disability and job 

qualifications reviewed and approved by a Special Program Placement Coordinator selected by a HRM Staffing specialist. Human 

Resources Specialists, trained on the different hiring authorities, recommend qualified applicants to hiring officials. Hiring and 

selection officials review the applications, and if approved, the HRM specialist oversees bringing the applicants onboard. 

5. Has the agency provided training to all hiring managers on the use of hiring authorities that take disability into account 

(e.g., Schedule A)? If"yes", describe the type(s) of training and frequency. If"no", describe the agency's plan to provide 

this training. 

Answer Yes 

The Schedule A hiring authority and RA training are provided to all Agency supervisors and managers annually. Periodically 

informal roundtable discussions were offered featuring topics about recruiting PWD candidates, the advantages of hiring disabled 

workers, and hiring, recruiting, and retaining PWDs. Annual training: • Hiring and Recruiting Using Schedule A Authority. This 

course is currently not identified by name. However, it is included as part of an AgLearn course that's continuously available with 

no automatic assignment.• RA-EMP: The program was Initially assigned by the Dept to "All" employees in March 2021, with a 

due date of June 2, 2021. However, this program now assigned to employees once they onboard. • RA-MGR: The program was 

Initially assigned by the Dept to "All" supervisors in March 2021, with a due date of May 31, 2021. However, this program is now 

assigned to employees once they onboard. • Special Emphasis Program Manager Support Resources Review. HRM established a 

Veterans and Persons with Disabilities Team. They also serve as SPPC for the Agency. In addition, Staffers, Recruiters, employees, 

employee resource groups, and Hiring Managers all have the ability to respond to Schedule A questions up to their level of 

knowledge. 

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 Selective Placement Program Coordinator works in partnership with the Office of Civil Rights Disability Employment Program 

Manager, to maintain contact with internal and external organizations that assist PWD in securing and maintaining employment. 

The resources include: • USAJOBs • Department of Labor's Workforce Recruitment Program for Schedule A eligible college 

students and recent graduates • Job Corps Centers • Point of Contact at local schools/colleges serving students with disabilities • 

Council of State Administrators of Vocational Rehabilitation• Veteran Recruitment Agencies• Centers for Independent Living• 

Disability & Veterans Community Resources Directory• Recruit Ability• National Talent Acquisition Network• Society of 

American Foresters • Science Technology Engineering and Medicine Hiring Events • Wildlife Apprenticeship Program • Tapability applicant portal 

C. PROGRESSION TOWARDS GOALS (RECRUITMENT AND HIRING) 

Page 6 
 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

USDA Forest Service FY2022 

l. 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 

PWD New Hires were 7.86% which is below the EEOC's 12% benchmark. PWTD New Hires were 2.03% which is above the 

EEOC's 2% benchmark. 

New Hires Total 

(#) 

Reportable Disability Targeted Disability 

Permanent 

Workforce 

(%) 

Temporary 

Workforce 

(%) 

Permanent 

Workforce 

(%) 

Temporary 

Workforce 

(%) 

% of Total 

Applicants 

0 

% of Qualified 

Applicants 

0 

% of New Hires 0 

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)? Tf"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 NIA 

b. New Hires for MCO (PWTD) Answer NIA 

Data not available. See Part H-14. 

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 NIA 

b. Qualified Applicants for MCO (PWTD) Answer NIA 

Data not available. See Part H-14. 

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 NIA 

b. Promotions for MCO (PWTD) Answer NIA 

Page 7 
 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

USDA Forest Service FY2022 

Data not available. See Part H-14. 

Section V: Plan to Ensure Advancement Opportunities for Employees with 

Disabilities 

Pursuant to 29 C.F.R. §1614.203(d)(l)(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. 

At the direction of EEOC November 16, 2021, the Forest Service was directed to work on a plan to ensure PWD and PWTD have 

sufficient advancement opportunities. This plan includes: l) Considering disability status as a positive factor in hiring, promotion, 

or assignment decisions to the extent permitted by law; 2) Conducting targeted outreach and recruitment efforts for PWD and 

PWTD; and 3) Offering training, internships, and mentoring programs to PWD so they can reach senior grade levels. In terms of 

accomplishments, HRM established a Veterans and Persons with Disabilities Team, who also serve as SPPCs for the Agency. In 

addition, Staffers, Recruiters, employees, employee resources groups, and Hiring Managers all have the ability to respond to 

Schedule A questions up to their level of knowledge. 

B. CAREER DEVELOPMENT OPPORTUNITES 

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

The Agency has three leadership training programs: 1) The Senior Leader Program follows a competitive internal selection process, 

with final vetting by the Agency's Executive Leadership Team; 2) The National New Leaders Program and 3) the Middle Leader 

Program are for any permanent employee with one full year of Agency service at the time of application submission and they can 

apply at the GS 7 - 11 for New Leader or for GS 11 - 12 level for Middle Leader. Individuals are nominated 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. Appointment is by management approval. Under the "Leaders Growing Leaders" strategy, coaching 

is offered to Forest Service employees. The coaching is designed to inspire leadership program participants/clients and to maximize 

participant's personal and professional potential. The Training and Development branch offers mentoring opportunities. 

Applications are accepted (with supervisor approval) in January (Q2) of each year. Mentors serve as role models, providing 

direction and support to employees. 

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

supervisory recommendation/ approval to participate. 

Career Development 

Opportunities 

Total Participants PWD PWTD 

Applicants(#) Selectees (#) 

Applicants

(%) Selectees (%) 

Applicants

(%) Selectees (%) 

Training Programs 554 339 7.76 8.26 2.53 1.77 

Internship Programs 

Detail Programs 

Fellowship Programs 4 4 0.00 0.00 0.00 0.00 

Mentoring Programs 108 108 7.41 7.41 3.70 3.70 

Coaching Programs 37 30 8.11 6.67 5.41 6.67 

Other Career Development 

Programs 

457 457 6.35 6.35 1.31 1.31 

Page 8 
 

 

 

 

 

 

 

 

 

 

 

 

 

 

USDA Forest Service FY2022 

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 Yes 

b. Selections (PWD) Answer Yes 

For Coaching Programs, PWDs had a selection rate of 6.67 percent compared to an application rate of 8.11 percent. PWTD had a 

selection rate of 1.77 percent compared to an application rate of 2.53 percent. Additionally, there were no applicants for Fellowship 

programs identified as PWD or PWTD. 

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 Yes 

b. Selections (PWTD) Answer Ye 

These triggers have been added to the Part J Barrier Analysis 

C. AWARDS 

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

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

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

b. Awards, Bonuses, & Incentives (PWTD) Answer Yes 

PWDs received cash awards overall at a rate of82.76% while Persons without Disabilities received awards at a rate of90.45%. 

PWTDs received cash awards overall at a rate of 82.38% while Persons without Targeted Disabilities received awards at a rate 

of 90.03%. 

Time-Off Awards Total(#) 

Reportable 

Disability % 

Without Reportable 

Disability % 

Targeted Disability 

% 

Without Targeted 

Disability % 

Time-Off Awards 1 - 10 hours: 

Awards Given 

2384 8.62 8.22 9.59 8.21 

Time-Off Awards 1 - 10 Hours: 

Total Hours 

16692 59.47 57.44 65.34 57.01 

Time-Off Awards 1 - 10 Hours: 

Average Hours 

7 0.30 0.03 1.01 0.00 

Time-Off Awards 11 - 20 hours: 

Awards Given 

1159 6.31 3.73 5.31 6.73 

Time-Off Awards 11 - 20 Hours: 

Total Hours 

19486 102.39 63.08 86.58 !09.02 

Time-Off Awards 11 - 20 Hours: 

Average Hours 

16.81 0.71 0.07 2.41 -0.01 

Time-Off Awards 21 - 30 hours: 

Awards Given 

145 0.65 0.50 0.44 0.74 

Time-Off Awards 21 - 30 Hours: 

Total Hours 

3601 16.76 12.33 11.65 18.90 

Page 9 
 

 

 

USDA Forest Service FY2022 

Time-Off Awards Total(#) 

Reportable 

Disability % 

Without Reportable 

Disability% 

Targeted Disability 

% 

Without Targeted 

Disability % 

Time-Off Awards 21 - 30 Hours: 

Average Hours 

24.83 1.12 0.10 3.88 -0.04 

Time-Off Awards 31 - 40 hours: 

Awards Given 

69 0.44 0.22 0.59 0.37 

Time-Off Awards 31 - 40 Hours: 

Total Hours 

2696 17.41 8.67 23.60 14.82 

Time-Off Awards 31 - 40 Hours: 

Average Hours 

39.07 1.74 0.16 5.90 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 

3789 13.89 12.96 14.31 13.71 

Cash Awards: $501 - $999: Total 

Amount 

2820250 10365.48 9645.99 10766.37 10197.59 

Cash Awards: $50 I - $999: 

Average Amount 

744.33 32.49 3.12 110.99 -0.38 

Cash Awards: $1000 - $1999: 

Awards Given 

8959 23.64 30.87 21.83 24.40 

Cash Awards: $1000 - $1999: Total 

Amount 

12543792 30191.21 43163.29 28041.00 31091.66 

Cash Awards: $1000 - $1999: 

Average Amount 

1400.13 55.60 5.85 I 89.47 -0.46 

Cash Awards: $2000 - $2999: 

Awards Given 

7179 13.06 25.52 12.24 13.40 

Cash Awards: $2000 - $2999: Total 

Amount 

15829925 28353.98 56302.10 26747.35 29026.81 

Cash Awards: $2000 - $2999: 

Average Amount 

2205.03 94.51 9.23 322.26 -0.86 

Cash Awards: $3000 - $3999: 

Awards Given 

648 1.35 2.04 1.77 1.17 

Cash Awards: $3000 - $3999: Total 

Amount 

2214051 4399.74 6931.61 5735.25 3840.46 

Cash Awards: $3000 - $3999: 

Average Amount 

3416.75 141.93 14.23 477.94 1.21 

Cash Awards: $4000 - $4999: 

Awards Given 

556 0.52 1.82 0.44 0.56 

Cash Awards: $4000 - $4999: Total 

Amount 

2436767 2236.74 7969.05 1922.42 2368.38 

Cash Awards: $4000 - $4999: 

Average Amount 

4382.67 186.40 18.32 640.81 -3.90 

Cash Awards: $5000 or more: 

Awards Given 

12548 15.67 46.17 14.45 16.18 

Cash Awards: $5000 or more: Total 

Amount 

80273352 100551.02 295360.78 93554.28 I 03481.10 

Cash Awards: $5000 or more: 

Average Amount 

6397.3 279.31 26.77 954.64 -3.50 

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. 

Page 10 
 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

USDA Forest Service FY2022 

Answer Yes a. Pay Increases (PWD) 

Answer Yes b. Pay Increases (PWTD) 

PWDs received other awards overall at a rate of 0.44% while Persons without Disabilities received awards at a rate of 0.72%. 

PWTDs received other awards overall at a rate of 0.44% while Persons without Targeted Disabilities received awards at a rate of 

0.73%. 

Other Awards Total(#) 

Reportable 

Disability% 

Without Reportable 

Disability% 

Targeted Disability 

% 

Without Targeted 

Disability % 

Total Performance Based Pay 

Increases Awarded 

58 0.26 0.21 0.15 0.31 

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 NIA 

b. Other Types of Recognition (PWTD) Answer NIA 

Data not available. See Part H-14. 

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 NIA 

ii. Internal Selections (PWD) Answer NIA 

b. Grade GS-15 

i. Qualified Internal Applicants (PWD) Answer NIA 

ii. Internal Selections (PWD) Answer NIA 

c. Grade GS-14 

i. Qualified Internal Applicants (PWD) Answer NIA 

ii. Internal Selections (PWD) Answer NIA 

d. Grade GS-13 

i. Qualified Internal Applicants (PWD) Answer NIA 

ii. Internal Selections (PWD) Answer NIA 

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

FS monitors conversions from career appointments to SES career appointments including those for both PWTD and PWD. FS 

also monitors promotions to 'ST-00' and 'SL-00' which are SES equivalents. The FS is currently developing supplemental data 

reports to track and monitor this information to enable us to fully populate MD-715 Tables B6 (MCOs), B7 (Senior Grades), 

and BS (Management Profiles). Our Agency goal is to complete this project by or before March 31, 2023. 

Page 11 
 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

USDA Forest Service FY2022 

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 NIA 

ii. Internal Selections (PWTD) Answer NIA 

b. Grade GS-15 

i. Qualified Internal Applicants (PWTD) Answer NIA 

ii. Internal Selections (PWTD) Answer NIA 

c. Grade GS-14 

i. Qualified Internal Applicants (PWTD) Answer NIA 

ii. Internal Selections (PWTD) Answer NIA 

d. Grade GS-13 

i. Qualified Internal Applicants (PWTD) Answer NIA 

ii. Internal Selections (PWTD) Answer NIA 

Refer to Part H-14 deficiency. 

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 NIA 

b. New Hires to GS-15 (PWD) Answer NIA 

c. New Hires to GS-14 (PWD) Answer NIA 

d. New Hires to GS-13 (PWD) Answer NIA 

Refer to Part H-14 deficiency. 

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 NIA 

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

Page 12 
 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

USDA Forest Service FY2022 

c. New Hires to GS-14 (PWTD) 

d. New Hires to GS-13 (PWTD) 

Answer 

Answer 

NIA 

NIA 

Refer to Part H-14 deficiency. 

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 NIA 

ii. Internal Selections (PWD) Answer NIA 

b. Managers 

i. Qualified Internal Applicants (PWD) Answer NIA 

ii. Internal Selections (PWD) Answer N/A 

c. Supervisors 

i. Qualified Internal Applicants (PWD) Answer NIA 

ii. Internal Selections (PWD) Answer NIA 

Refer to Part H-14 deficiency. 

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

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

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

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

a. Executives 

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

ii. Internal Selections (PWTD) Answer N/A 

b. Managers 

i. Qualified Internal Applicants (PWTD) Answer NIA 

ii. Internal Selections (PWTD) Answer NIA 

c. Supervisors 

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

ii. Internal Selections (PWTD) Answer NIA 

Refer to Part H-14 deficiency. 

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. 

Page 13 
 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

USDA Forest Service FY2022 

d. New Hires for Executives (PWD) 

e. New Hires for Managers (PWD) 

f. New Hires for Supervisors (PWD) 

Refer to Part H-14 deficiency. 

Answer 

Answer 

Answer 

NIA 

NIA 

NIA 

7. 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 NIA 

b. New Hires for Managers (PWTD) Answer NIA 

c. New Hires for Supervisors (PWTD) Answer NIA 

Refer to Part H-14 deficiency. 

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 No 

In FY 2022, the Forest Service increased the Schedule A employees by nine (9) for PWDs and one (1) for PWTDs, for a total of 

303 PWD and 82 PWTD. During this time period:• There were 500 new hires. Of these, 303 were PWDs and 82 were PWTDs. • 

There were 40 separations. Of these, nine were PWDS; four were PWTDs. • There were 28 conversions to Excepted Appointments. 

Of these, six (6) were PWDs (21.43%) and six (6) were PWTDs (21.43%). Agency leaders may noncompetitively convert 

employees to the competitive service who have 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. 

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 Yes 

Page 14 
 

 

 

 

USDA Forest Service FY2022 

Involuntary Separation: The inclusion rate for PWD is 0.39% compared to 0.17% for PWOD. 

Seperations Total# Reportable Disabilities % 

Without Reportable 

Disabilities % 

Permanent Workforce: Reduction in Force 0 0.00 0.00 

Permanent Workforce: Removal 5979 9.37 16.88 

Pennanent Workforce: Resignation 1283 2.01 3.62 

Pennanent Workforce: Retirement 0.00 0.00 

Pennanent Workforce: Other Separations 340 0.80 0.94 

Permanent Workforce: Total Separations 7603 12.18 21.44 

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

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

a. Voluntary Separations (PWTD) Answer No 

b.Involuntary Separations (PWTD) Answer N 

Page 15 
 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

USDA Forest Service FY2022 

Seperations Total# Targeted Disabilities % 

Without Targeted Disabilities 

% 

Pennanent Workforce: Reduction in Force 0 0.00 0.00 

Permanent Workforce: Removal 5979 9.39 16.48 

Permanent Workforce: Resignation 1283 1.43 3.55 

Permanent Workforce: Retirement 0.00 0.00 

Permanent Workforce: Other Separations 340 0.52 0.94 

Permanent Workforce: Total Separations 7603 11.34 20.97 

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. 

The Forest Service does not collect Exit Survey information from terminated or involuntarily separated employees. It is developing 

Exit Survey items specifically designed to extract information regarding the recruitment, hiring, inclusion, retention, and 

advancement of PWDs and PWTDs. See Part H-4. 

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. 

The USDA Forest Service public website at https://www.usda.gov/accessibility-statement contains the USDA Accessibility Statement 

addressing rights under Section 508: and a link to the nondiscrimination statement instructions on how to file a complaint. 

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. 

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 Corporate Knowledge and Communication Training Channel links employees to 508 accessibility awareness training 

opportunities and resources including: recorded webinars, brochures, checklists, templates, and validation and testing process 

information. The USDA maintains a state-of-the-art organization Technology and Accessible Resources Give Employment Today, 

TARGET Center, that utilizes the power of technology providing impactful services related to improving accessibility and contributes 

to the complete employment experience of PWD. The Agency's Section 508 Program website is a one-stop shop portal for 

information, tools, and support about 508 accessibility and accessibility technologies. The site is divided into four concentrated areas: 

Learn Accessible, Buy Accessible, Create Accessible and Help Accessible, with contact information for the Section 508 Task Force 

and help with employee accessibility inquiries. The Forest Service utilizes the Architectural Barriers Act Accessibility Standards 

Checklist for administrative facilities to ensure parking, interior routes, exterior routes, doors, ramps, bathrooms, lifts, and stairs are 

accessible to employees and visitors. Recreation buildings, sites, site components and constructed features are surveyed for 

accessibility and a transition plan developed for non-compliance. The Chief Information Office hosts a 508 Accessibility intranet 

website to support PWD who are challenged with workplace electronic information and communications related situations. At this 

site employees can learn, purchase, get help creating accessibility and get help. 

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. 

Page 16 
 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

USDA Forest Service FY2022 

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 DR 4300-008 stipulates that 90% of RA requests should be processed within 30 business days excluding extenuating 

circumstances. In FY 2022, extenuating circumstances negatively impacted RA processing timeliness. An excessive number of 

employees submitted "additional remote workday" and religious exemption requests. Processing was delayed waiting for the Office 

of General Council's approval, guidance, and new templates. FY 2022 closed with 79.27% RAs processed within timeframe. 

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. 

• DR 4300-008 containing RA procedures was distributed to staff in FY 2022. • Employee and supervisor RA training was 

provided.• There were 349 RA information inquiries this year.• There were 3351 RA requests processed by HRM Employee 

Relations this year. • The final FY 2022 RA request completion rate was 79.27% • In the final 30 days, the RA processing rates 

recovered and exceeded the benchmark. 

D. PERSONAL ASSISTANCE SERVICES ALLOWING EMPLOYEES TO PARTICIPATE IN THE 

WORKPLACE 

Pursuant to 29 CFR §1614.203(d)(5), federal agencies, as an aspect of affirmative action, are required to provide personal 

assistance services (PAS) to employees who need them because of a targeted disability, unless doing so would impose an undue 

hardship on the agency. 

Describe the effectiveness of the policies, procedures, or practices to implement the PAS requirement. Some examples of 

an effective program include timely processing requests for PAS, timely providing approved services, conducting training 

for managers and supervisors, and monitoring PAS requests for trends. 

•The Departmental Regulation, DR 4300-008 states PAS procedures are distributed to staff. • The DR stipulates PAS will be provided 

to assist PWD to carry out activities of daily living, such as removing and putting on clothing, retrieving materials out of reach, 

providing travel assistance for an employee with a mobility impairment; helping an employee with a cognitive disability in decisionmaking, reading printed materials to an employee who is visually impaired. • PAS RA requests should be processed within 30 

business days (excluding extenuating circumstances) • In FY 2022, there were 2 PAS requests, and neither was processed within the 

30-day timeframe. 

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. 

Page 17 
 

 

 

 

 

 

 

 

 

 

USDA Forest Service FY2022 

• There were 21 of 59 formal complaints filed (35.59%) based on disability alleging harassment, as compared to the governmentwide average of21.98%. Of these, there were two (2) findings of discrimination alleging harassment based on disability.• 

Corrective measures taken for the two (2) findings of discrimination cited above were the following: Lump sum payment, 

reimbursement, lost wages; attorney fees; compensatory damages; postings on findings; EEO training for managers, supervisors, 

and employees of Region Five on EEO law and the right to an RA and no retaliatory action against employee. • In FY 2022, out of 

21 formal complaints filed, 14 formal complaints were closed due to a Settlement Agreement. 

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 Yes 

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. 

• There were nine (9) of 59 formal complaints filed (15.25%) based on disability alleging failure to provide a reasonable 

accommodation, as compared to the government-wide average of 14.03%. Of these, there were no findings of discrimination 

alleging failure to provide a reasonable accommodation. • In FY 2022, out of nine (9) formal complaints filed, seven (7) formal 

complaints were closed due to a Settlement Agreement. 

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. 

Page 18 
 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

USDA Forest Service FY2022 

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 No 

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 

Source of the Trigger: Workforce Data (ifso identify the table) 

Specific Workforce Data 

Table: 

Workforce Data Table - B4 

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? 

(See below) Note Triggers in this section are from FY 2021. Triggers PWD 1. PWD permanent 

workforce representation in GS-01 to GS-10 is 7.61%: below 12% EEOC benchmark 2. PWDs 

below EEOC 12% benchmark in nine often MCOs (FY 2021). 3. PWD awards rate 7.30% 

compared to WF 7.61% experience. 4. PWD new hires 6.89%: below EEOC 12% benchmark. 5. 

PWD overall promotions 9.33% below workforce experience 7.61%. 6. PWD grade level 

representation in GS-11 to SES is 7.32%: below 12% EEO benchmark. 7. PWD grade level 

representation in GS-01 to GS-10 was 7.61%: below 12% EEOC benchmark. 8. PWD grade level 

representation in GS-11 - SES is 7.32%: below 12% EEOC benchmark. 9. PWD Mentoring 

Program applicants and selectees 7.24% - below EEOC 12% benchmark. 10. PWD Coaching 

program applicants 6.25% and selectees 7.69%: both below EEOC 12% benchmark. 11. PWD 

Training program applicants 4.03% and selectees 5.29%: both below EEOC 12% benchmark. 12. 

PWD 9.33% overall separation rate compared to 7.61% WF. PWTD 13. Note - PWTD workforce 

representation is above EEOC 2% benchmark. 14. PWTDs were below EEOC 2% benchmark in 

eight often MCOs (FY21). 15. PWTD awards rate 2.21%% compared to WF 2.32% experience. 16. 

PWTD new hires 1.80%: below 2% EEOC benchmark. 17. PWTD promotions 0.59% below 2% 

EEOC benchmark. 18. PWTD voluntary separation rates 9.57% compared to PWOTD 8.52%. 19. 

PWTD involuntary separation rates 0.23%: compared to 0.18% for PWOTD. 20. PWTD 3.03% 

overall separation rate compared to 2.32% WF. 21. PWTD Coaching program applicants and 

selectees both 0.00%: below EEOC 2% benchmark. 22. PWTD Quality Step or Performance-Based 

Pay increase 0.60% compared to 1.54% WF. Anecdotal Data: Chosen for each BA. 

STATEMENT OF 

BARRIER GROUPS: 

Barrier Group 

People with Disabilities 

People with Targeted Disabilities 

Barrier Analysis Process 

Completed?: 

N 

Barrier(s) Identified?: N 

STATEMENT OF 

IDENTIFIED BARRIER: 

Provide a succinct statement 

of the agency policy, 

procedure 

or practice that has been 

determined to be the barrier 

ofthe 

undesired condition. 

Barrier Name Description of Policy, Procedure, or Practice 

Barrier has not yet been A statistical analysis was conducted of Tables Bl, B4, B6, and B9 

identified. as described above. 

Objective(s) and Dates for EEO Plan 

Date 

Initiated 

Target Date Sufficient 

Funding/ 

Staffing? 

Date 

Modified 

Date 

Completed 

Objective Description 

Page 19 
 

 

 

 

USDA Forest Service FY2022 

09/30/2021 09/30/2022 Yes 09/30/2023 1. Select a PWD Barrier Analysis and Removal project 

leader - who will guide project actions 

2. Project leader convenes responsible officials to 

assign roles and tasks on or before the end of FY 22 

Q2 

3. Update Part J PWD triggers annually 

4. Project leader selects responsible officials who use 

the collected trigger data to define one policy, 

procedure, or practice barrier impacting a "defined" 

select group of PWDs NLT close ofQ3. 

Page 20 
 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

USDA Forest Service FY2022 

Responsible Official(s) 

Title Name Standards Address The Plan? 

Assistant Human Resources Director, 

Field Operations 

Deedra Fogel Yes 

Regional Human Resources Directors Various Yes 

Special Assistant to Human Resources 

Director 

Jennifer Baumgartner Yes 

Zone Civil Rights Directors Various Yes 

Disability Employment Program Manager Jessica Torres Yes 

Branch Chief, Diversity, Equity, and 

Inclusion 

Berlinda Baca Yes 

Planned Activities Toward Completion of Objective 

Target Date Planned Activities Sufficient 

Staffing & 

Funding? 

Modified 

Date 

Completion 

Date 

06/30/2022 Barrier Discussion: Develop a Barrier Removal Action 

Plan with: 

• target PWD group 

• target group anecdotal evidence description and summary 

• defined steps/actions with dated milestones 

• responsible officials 

• chosen trigger data used to evidence barrier removal 

success 

Yes 09/30/2023 

06/30/2022 Barrier Discussion: Develop a Barrier Removal Action 

Plan with: 

• target PWD group 

• target group anecdotal evidence description and summary 

• defined steps/actions with dated milestones 

• responsible officials 

• chosen trigger data used to evidence barrier removal 

success 

Yes 09/30/2023 

06/30/2022 Zones develop a Barrier statement/definition including: 

• policy, procedure, or practice barrier 

• description of impacted PWD group 

• triggers indicating a barrier existed 

• summarize anecdotal data used to define this barrier 

Yes 09/30/2023 

06/30/2022 Zones pinpoint barriers and determine causes from 

anecdotal evidence 

Yes 06/30/2023 

07/30/2022 Launch Barrier Removal Action Plan. Record all actions 

and accomplishments in Part J VII 3. BA form. 

Yes 09/30/2023 

09/30/2022 Report Action Plan quarterly accomplishments updates/ 

changes in the form under appropriate headings. Mention 

the "trigger data indicator"- used to show barrier removal 

progress. Use this Part J VII 3. BA form. 

Yes 04/28/2023 

09/30/2022 Monthly Zone Barrier Analysis progress meeting. Yes 08/30/2023 

Report of Accomplishments 

Fiscal Year Accomplishment 

2022 Zones developed FY 2023 Part J BA project milestones and summarized within the Part J Fonn VII.3. 

2022 At the direction of the OCR, Zones each developed and shared PWD workforce summarizations and local 

PWD separation-related triggers. 

Page 21 
 

 

 

 

 

USDA Forest Service FY2022 

Report of Accomplishments 

Fiscal Year Accomplishment 

2021 Reorganized the Part J PWD BA project with revised: 

• Objectives 

• Subject focus 

• Responsible officials 

• PWD trigger data findings 

• Part J form completion 

• Action plan and procedures 

2022 Zones developed FY 2023 plans to collect local PWD anecdotal separation evidence via focus groups or 

surveys. 

Page 22 
 

 

 

 

 

 

 

 

 

 

USDA Forest Service FY2022 

Source of the Trigger: Workforce Data (ifso identify the table) 

Specific Workforce Data 

Table: 

Workforce Data Table - Bl 

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? 

PWTDs are separating at a rate (3.18%) exceeding their permanent workforce participation rate 

of 2.32% 

STATEMENT OF BARRIER 

GROUPS: 

Barrier Group 

People with Disabilities 

Barrier Analysis Process 

Completed?: 

N 

Barrier(s) Identified?: N 

STATEMENT OF 

IDENTIFIED BARRIER: 

Provide a succinct statement of 

the agency policy, procedure 

or practice that has been 

determined to be the barrier ofthe 

undesired condition. 

Barrier Name Description of Policy, Procedure, or Practice 

Barrier has not yet been Barrier impacting PWD and PWTD separation rates is currently 

identified unknown 

Objective(s) and Dates for EEO Plan 

Date 

Initiated 

Target Date Suffi 

cient 

Fund 

ing/ 

Staffi 

ng? 

Date 

Modified 

Date 

Completed 

Objective Description 

09/30/2019 09/30/2021 Y 

e 

s 

Identify a policy, procedure or practice impacting 

PWTD separation rates 

Responsible Official(s) 

Title Name Standards Address The Plan? 

National Civil Rights Director Michael G. Watts Yes 

Acting National HRM Director Erica Nieto Yes 

Planned Activities Toward Completion of Objective 

Target Date Planned Activities Sufficient 

Staffing & 

Funding? 

Modified 

Date 

Completion 

Date 

09/30/2020 Amend Complaint data collection parameters to include 

more definitive demographics: PWD status, GS Level 

Yes 09/30/2022 

07/30/2020 Review PWD GS-11 to SES complaints data to inform 

this barrier analysis 

Yes 07/30/2022 

Page 23 
 

USDA Forest Service FY2022 

07/30/2020 Collect and review PWD GS-11 to SES exit surveys and 

comments about why they are leaving 

Yes 07/30/2022 

Page 24 
 

 

 

 

 

 

 

 

 

 

 

 

USDA Forest Service FY2022 

Planned Activities Toward Completion of Objective 

Target Date Planned Activities Sufficient 

Staffing & 

Funding? 

Modified 

Date 

Completion 

Date 

07/30/2020 Develop and deploy a PWD GS-11 to SES Survey to 

learn why numbers are low 

Yes 07/30/2022 

07/30/2020 Develop and conduct a PWD GS-11 to SES hiring 

manager Focus group experience or survey 

Yes 08/30/2022 

08/30/2020 Review data and define the barrier Yes 09/30/2022 

09/30/2020 Develop barrier action plan and communicate to USDA 

FS Zone CR Directors 

Yes 09/30/2022 

09/30/2020 Present end of FY results Yes 09/30/2022 

Report of Accomplishments 

Fiscal Year Accomplishment 

2019 Collected trigger data demonstrating a PWD barrier exists over multiple years 

2019 Determined continuous PWD GS-11 to SES below expected numbers over multiple years indicating a barrier 

exists. 

2019 Selected PWD groups to focus barrier analysis upon: PWD GS-11 to SES 

2021 Collected and presented the summarized FY 2021 PWD trigger data using the Part J Vll 3. BA form 

2021 Reorganized the Part J PWD BA project with revised: 

• Objectives 

• Subject focus 

• Responsible officials 

• PWD trigger data findings 

• Part J form completion 

• Action plan and procedures 

2021 Developed FY 2022 Part J BA project milestones and summarized within the Part J Form VII.3. 

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

In FY 2022, FS revised their PWD BA efforts by developing new objectives, setting new goals, and launching monthly meetings 

beginning in Q3. Even though Civil Rights Zones each separately reviewed their PWD employee workforce, PWD separation and 

other local PWD triggers to launch their own individual PWD barrier search, the projects didn't progress as planned. Zones 

successfully summarized their unique PWD workforce and their PWD workforce triggers, getting ready for next steps. New plans to 

collect PWD anecdotal evidence as an important next step to reveal Zone-level PWD EEO barriers in 2023 are underway. We have 

set an FY 2023 goal to continue monthly meetings and Zone level PWD barrier analysis by revealing and defining specific Zonelevel EEO barriers after speaking to or surveying Zone PWDs, their managers, and supervisors which should produce several 

barriers in FY 2023. Zones will select trigger data sets to monitor the revealed barriers showing they were corrected or removed 

when the trigger data sets improve or totally subside. 

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

barrier(s). 

The Part J Barrier identification and removal process was improved in 2022 even though the process was not yet completed, and 

no barriers were defined. Improvements included: • Listing new responsible officials • Monthly meetings with all Zones as a 

cohort beginning in June. • Each Zone defined their own PWD populations and unique triggers. • Requested Zones focus on 

local PWD triggers to define local barriers among their own PWD population. • Emphasized anecdotal evidence as "the" most 

important step to defining an EEO barrier. • Emphasized choosing the key trigger data "indicators" expected to improve once 

the defined PWD EEO barrier is removed. • Revised the Part J VII 3. BA form to condense FS Part J agency-level PWD trigger 

data into a more usable report. (see report (see here in Part J Section VII). 

Page 25 
 

 

USDA Forest Service FY2022 

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. 

ln August 2022 this Barrier Analysis project was placed on hold until FY 2023 Q2. 

Page 26