Page 1

USDA Forest Service FY 2020

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 7.90% which is below the benchmark. The grade level cluster for GS-11 to SES is 

at 7.29% 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 16094 1271 7.90 391 2.43

Grades GS-11 to SES 11499 850 7.39 276 2.40

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

New managers and supervisors are required to take a complement of courses that include the agency’s goals for hiring and 

recruitment of PWD and PWTD—these courses include annual refresher training.

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 2020

Page 2

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

PROGRAM

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

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

Answer Yes

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

employment status, and responsible official.

Disability Program Task

# of FTE Staff By Employment Status Responsible Official 

(Name, Title, Office 

Full Time Part Time Collateral Duty Email)

Section 508 Compliance 1 0 0 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

Assistant Director

erica.nieto@usda.gov

Processing reasonable accommodation requests 

from applicants and employees

6 0 0 Sherry L. Neal

Branch Chief, Reasonable 

Accommodations

Sherry.Neal@usda.gov

Processing applications from PWD and PWTD 132 0 0 Erica Nieto

Assistant Director

erica.nieto@usda.gov

Architectural Barriers Act Compliance 1 0 0 Matthew Arnn

Chief Landscape Architect

matthew.arnn@usda.gov

Special Emphasis Program for PWD and 

PWTD

1 6 0 Jessica J. Torres

Disability Employment 

Program Manager

jessica.torres@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

During this fiscal year, Forest Service employees received virtual disability training, to include Special Emphasis Program 

Managers, Departmental Special Emphasis Program Managers, Human Resources Management, and the Office of Civil Rights.

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 2020

Page 3

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.
USDA Forest Service FY 2020

Page 4

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 Oct 31, 2019

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
USDA Forest Service FY 2020

Page 5

Fiscal Year Accomplishment

2019 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. • USDA FS RA procedures were posted on the 

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

and the USDA FS adopts it. Reasonable Accommodation Procedures Link: • 

Designated an Acting Branch Chief for RA. Reasonable Accommodation 

Specialists were previously supervised by Service Center CR Directors in 

separate field units. • Procedures that are being taken to address both internal and 

external website are being addressed to have the most up-to-date information 

regarding the RA Process, forms, RA Specialist contact information. Both 

websites will also address PAS, to include definitions, how to request PAS, 

request forms, processing timelines, and frequently asked questions. The recently 

drafted revised policy and procedures for RA will have a section that will 

address procedures for providing PAS for PWTD. • NESC: Provides to all three 

units serviced written information on EEO programs, and administrative and 

judicial remedial procedures. This information is made available on at least an 

annual basis and readily provides information upon request. Additionally, 

whenever training is conducted such as our EEO Complaints Process (May 15) 

for Managers and EEO Complaints Process for Employees (June 5), written 

materials are made available to employees. • ISC: During the 4th quarter, we 

identified the need to hold several EEO Trainings in FY20 and are working with 

our Counselors and Office of General Council (OGC) to schedule some trainings 

in the Region. The RA Specialist conducted two training sessions at the Regional 

Office: one for supervisors and the other for all employees. • ISC: The RA policy 

and SOPs are in the process of being updated in the 4th quarter and are 

scheduled to be rolled out beginning in FY 20 to all Regions. • PNWSC: August 

12, 2019 – The Republic Ranger District held a RA Training session in which 

there were a total of 19 attendees. The 8-hour training session featured an 

Attorney trainer from OGC. Participants included all supervisors and leaders 

from the district, and representatives from HR, CR, ER, LR and RA participated. 

• RMSC: During the third quarter of FY 2019, four RA requests were submitted 

in the Rocky Mountain Service Center - three cases in Region 2, and one case in 

the Rocky Mountain Research Station. Three cases (75%) were processed within 

30 days. One case was processed within 38 days. • During the 4th quarter Sherry 

Neal, Acting RA Branch Chief / R4 CR Director hosted weekly meetings and 

trainings on the new SOPs for the RA rewrites. She was training the specialists 

on the new procedures. Monthly Cross talks were held throughout the 4th 

quarter, where CR, ER, HR and Labor Relations met with the Deputy Regional 

Forests to update them on new or updated issues throughout the region. CR 

reported out on several EEO Cases that have been ongoing throughout the fiscal 

year. • Sherry Neal, Acting Branch Chief of RA provided weekly trainings to the 

RA Specialists in Quarter 4 as the SOPs have been updated and will take effect 

beginning of 1st quarter of FY20. The weekly trainings included soliciting input 

from the RA Specialists for the RA SOP, that included processing timelines.

Section IV: Plan to Recruit and Hire Individuals with Disabilities

Pursuant to 29 C.F.R. §1614.203(d)(1)(i) and (ii), agencies must establish a plan to increase the recruitment and hiring of 

individuals with disabilities. The questions below are designed to identify outcomes of the agency’s recruitment program plan for 

PWD and PWTD

A. PLAN TO IDENTIFY JOB APPLICATIONS WITH DISABILITIES

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

targeted disabilities.
USDA Forest Service FY 2020

Page 6

In alignment with the Office of Personnel Management (OPM), a full-time Selective Placement Program Coordinator (SPPC) is in 

place to recruit individuals with disabilities for the Forest Service. The role of the Forest Service’s SPPC at the Albuquerque 

Service Center is to serve as the agency’s point of contact for individuals seeking HR information about Schedule A Hiring 

Authority, other excepted hiring authorities, developing recruitment strategies, and establishing contacts with external recruitment 

sources to reach individuals with disabilities. The SPPC advises management on disability recruitment, hiring, advancement and 

retention. The SPPC also replies to applicant inquiries. These replies include a detailed response with a collection of attachments, 

links to relevant websites, and other information pointing the potential applicants to various internal and external resources. The 

SPPC provides advice on several different pathways to federal employment for individuals who may qualify for Schedule A hiring. 

The SPPC works in partnership with the Office of Civil Rights’ Disability Program Manager to discuss potential applicants. The 

SPPC is a new position; therefore, partnership roles are currently being defined and will be laid out for FY21. The SPPC, as defined 

in Part C, can provide potential Schedule A applicants with the following information described in the agency’s use of Schedule A 

Hiring Authority to recruit PWD and PWTD for positions in the permanent workforce: •Contact information for all USDA Special 

Emphasis Program Managers; •Information about creating a USAJOBS account; •How to locate vacancy announcements, apply to 

open positions, and track the status of applications on USAJOBS; •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. •Provide more detailed information 

about applying for merit vacancies as a Schedule A candidate; •How to join OPM’s shared list of people with disabilities; •Where to 

go to sign up for TAP-Ability – a talent acquisition portal for individuals with disabilities •How to use the Forest Service outreach 

database to locate potential vacancies before they are formally advertised. Continued work through FY 2021 to include partnership 

with the SPPC: • The FY 2021 Forest Service Recruitment Plans - participation with National Talent Acquisition Network 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. See Attached 

document: Forest Service National Collective Hiring & Recruitment (NCHR) for event schedules and planned position to be filled. 

• Fiscal Year (FY)2021 Strategic Entry Level (SEL) Events. • FY 21 Strategic Entry Level Hiring Events, Strategy, & Positions to 

be Offered • Recruiter cadre are trained/informed regarding updated guidance, use of Schedule A Authority, and shared key PWD/

PWTD recruitment network sources. • FY21 Forest Service Recruitment Plans will utilize recruitment sources including: resume 

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

graduates, Job Corps Centers, POCs at local schools/colleges serving students with disabilities, American Job Centers, Council of 

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

Independent Living, Disability & Veterans Community Resources Directory, Employment Networks, and Recruit Ability. • The FS 

negotiated the union agreement which 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

Forest Service has a SPPC to coordinate special placement and when candidates are located, this SPPC works with local human 

resources specialists to affect the hires and coordinate onboarding coordination, when applicable.

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.

Applicants who apply for positions under Schedule A via USAjobs have eligibility determined via the same evaluation process as 

other candidates but are placed on a separate certificate for hiring managers’ consideration. Applicants who apply directly to the 

SPPC have their qualifications reviewed by a human resources specialist (locally identified by the SPPC) for the position identified, 

and the human resources specialist explains whether and how the hire can/will be effected and the person brought onboard.

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
USDA Forest Service FY 2020

Page 7

This year virtual training was provided for all supervisors and managers online on Schedule A and reasonable accommodation. 

Managers and supervisors complete annual training that includes modules on hiring and recruiting using Schedule A authority and 

reasonable accommodation--- other resources available to managers and supervisors are through specials emphasis program 

managers. Outside of the formal training courses managers and supervisors have periodical roundtable discussions on recruiting 

candidates with disabilities, advantages for hiring disabled workers, and hiring, recruiting, and retaining persons with disabilities.

B. PLAN TO ESTABLISH CONTACTS WITH DISABILITY EMPLOYMENT ORGANIZATIONS

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

securing and maintaining employment.

The Forest Service has active SEPMs who connect with affinity groups and outside organizations including Veteran’s Affairs 

Vocational Rehab to go beyond special emphasis events. The SEPM collects, reviews and analyzes data, reviews changes in internal 

policies, practices and procedures, focuses on talent recruitment and development, improves education and training, identifies 

barriers, build partnerships with rehab agencies, measure the effectiveness of diversity initiatives and ensures transparency of 

operations. Examples of organizations we maintain contact with: Federal Exchange and Disability, New Mexico Workforce 

Solutions, U.S. Department of Defense's Diversity Management Operations Center, A Ticket to Success-Tulare County Office of 

Education, Abilities Foundation, A New Leaf - MesaCan Program, 9 to5 Working Women, 40 Plus, 100 Black Men of North Metro 

Atlanta Placement Office, 1200 O'Brien Drive, AARP Arizona, Abilities Foundation, Abilities in Motion, Abilities Inc, Abilities of 

Northwest Jersey, Inc, : Abilities Unlimited, Oahu, Ability Connection Colorado, Ability Works, Airman & Family Readiness 

Office and many more.

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: PWD are at 10.79% which is below the EEOC 12% goal. However, this number 

increased from 8.91% in FY 2019.

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 N/A

b. New Hires for MCO (PWTD) Answer N/A

MD-715 Table B9 does not provide complete applicant flow rates for MCO job series. The only information available is the number 
USDA Forest Service FY 2020

Page 8

and percentage of selections. In the meantime, other means are being developed to monitor this information.

New Hires to 

Mission-Critical 

Occupations

Total

Reportable Disability Targetable Disability

Qualified 

Applicants New Hires Qualified Applicants New Hires

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

Numerical Goal -- 12% 2%

0301MISC 

ADMINISTRATION 

AND PROGRAM

0 0.00 0.00 0.00 0.00

0340PROGRAM 

MANAGEMENT

0 0.00 0.00 0.00 0.00

0401BIOLOGIST 0 0.00 0.00 0.00 0.00

0408ECOLOGY 0 0.00 0.00 0.00 0.00

0454RANGELAND 

MANAGEMENT

0 0.00 0.00 0.00 0.00

0460FORESTER 0 0.00 0.00 0.00 0.00

0462FORESTRY 

TECHINCIAN

0 0.00 0.00 0.00 0.00

0810CIVIL 

ENGINEER

0 0.00 0.00 0.00 0.00

1101GENERAL 

BUSINESS AND 

INDUSTRY

0 0.00 0.00 0.00 0.00

1170REALTY 0 0.00 0.00 0.00 0.00

3. Using the relevant applicant pool as the benchmark, do triggers exist for PWD and/or PWTD among the qualified internal 

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

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

a. Qualified Applicants for MCO (PWD) Answer N/A

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

MD-715 Table B6 does not provide complete applicant flow rates for MCO job series. The only information available is the number 

and percentage of selections. In the meantime, other means are being developed to monitor this information.

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

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

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

a. Promotions for MCO (PWD) Answer N/A

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

MD-715 Table B6 does not provide complete applicant flow rates for MCO job series. The only information available is the number 

and percentage of selections. In the meantime, Other means are being developed to monitor this information.

Section V: Plan to Ensure Advancement Opportunities for Employees with 

Disabilities
USDA Forest Service FY 2020

Page 9

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 Senior Leader Program (SLP) follows a competitive internal selection 

process, with final vetting by the Agency’s Executive Leadership Team; 2) The National New Leaders 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. Under the “Leaders Growing Leaders” strategy, USDA Forest Service has used learning 

coaches successfully with middle and senior level classes. Learning coaching is offered to Forest Service employees and inspires 

the leadership program participants/clients to maximize their personal and professional potential. Internal coaching is a costeffective, capacity building method to build leaders of the future more efficiently. n accordance with the USDA Departmental 

Regulation, 4740-001, the training and development branch offers mentoring and protégé opportunities to ensure investment is 

made for the future of the Forest Service. Mentoring and protégé applications will be accepted (with supervisor approval) in January 

of each year. Mentors serve as role models, providing direction and support to the protégés employee development journey.

B. CAREER DEVELOPMENT OPPORTUNITES

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

The Agency supports internal leadership development through the National Senior Leader Program (SLP), targeted to GS-13 and 

GS-14 employees; ten regional Middle Leader Programs (MLP), targeted to GS-9 to GS-12 employees; and the National New 

Leader Program (MNNLP), targeted to GS-7 to GS-11 employees. Selection for these programs follows a competitive process. 

Launching in 2021 is the Foundations of Leadership Program, a virtual cohort-based early leadership development program targeted 

to GS-3 to GS-9 employees. The Forest Service also develops supervisors through New Supervisor Training for all supervisors with 

less than one year of supervisory experience and through USDA’s Experienced Supervisor Training for all supervisors who have 

been a supervisor for at least one year. In 2020, the Agency offered national supervisor training to all supervisors that focused on 

Performance Management, Preventing Retaliation, and Informal Coaching. The focus of the 2021 national supervisor training is on 

emotional intelligence and building a positive work environment. Additionally, ad hoc trainings for leaders are often offered by the 

regions, and the Agency participates in external leadership development programs, such as the OPM Federal Executive Institute 

Leadership for a Democratic Society and Harvard’s Senior Executive Fellows and Senior Managers in Government. Participation in 

these external leadership development programs is limited to GS-15s and SES; participants are selected through a competitive 

process.

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 (%)

Internship Programs

Mentoring Programs

Coaching Programs

Detail Programs

Fellowship Programs 5 0.00

Training Programs 357 3.36 3.36
USDA Forest Service FY 2020

Page 10

Career Development 

Opportunities

Total Participants PWD PWTD

Applicants (#) Selectees (#)

 Applicants 

(%) Selectees (%)

 Applicants 

(%) Selectees (%)

Other Career Development 

Programs

34 5.88 5.88

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

Methods 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 No

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

Time-Off Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Time-Off Awards 1 - 10 hours: 

Awards Given

1948 8.44 6.63 8.01 8.64

Time-Off Awards 1 - 10 Hours: 

Total Hours

11333 46.00 38.63 44.35 46.75

Time-Off Awards 1 - 10 Hours: 

Average Hours

5.82 0.24 0.02 0.79 -0.01

Time-Off Awards 11 - 20 hours: 

Awards Given

437 1.70 1.47 1.72 1.69

Time-Off Awards 11 - 20 Hours: 

Total Hours

7110 27.69 23.95 28.61 27.27

Time-Off Awards 11 - 20 Hours: 

Average Hours

16.27 0.73 0.07 2.38 -0.02

Time-Off Awards 21 - 30 hours: 

Awards Given

340 0.85 1.18 0.29 1.10
USDA Forest Service FY 2020

Page 11

Time-Off Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Time-Off Awards 21 - 30 Hours: 

Total Hours

8271 20.14 28.79 6.87 26.17

Time-Off Awards 21 - 30 Hours: 

Average Hours

24.33 1.06 0.10 3.43 -0.02

Time-Off Awards 31 - 40 hours: 

Awards Given

279 1.12 0.93 1.00 1.17

Time-Off Awards 31 - 40 Hours: 

Total Hours

10617 41.09 35.62 37.77 42.60

Time-Off Awards 31 - 40 Hours: 

Average Hours

38.05 1.64 0.16 5.39 -0.06

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

5717 18.31 19.93 20.46 17.34

Cash Awards: $501 - $999: Total 

Amount

4226961 13682.89 14730.69 15363.52 12920.06

Cash Awards: $501 - $999: 

Average Amount

739.37 33.37 3.01 107.44 -0.24

Cash Awards: $1000 - $1999: 

Awards Given

8151 30.95 28.27 32.05 30.45

Cash Awards: $1000 - $1999: Total 

Amount

10122543 38714.29 35100.36 41073.39 37643.51

Cash Awards: $1000 - $1999: 

Average Amount

1241.88 55.86 5.05 183.36 -2.01

Cash Awards: $2000 - $2999: 

Awards Given

1464 5.27 5.13 6.15 4.87

Cash Awards: $2000 - $2999: Total 

Amount

3315437 12063.64 11608.96 14285.41 11055.19

Cash Awards: $2000 - $2999: 

Average Amount

2264.64 102.23 9.20 332.22 -2.15

Cash Awards: $3000 - $3999: 

Awards Given

384 1.12 1.39 1.43 0.97

Cash Awards: $3000 - $3999: Total 

Amount

1223593 3626.08 4431.73 4662.52 3155.65

Cash Awards: $3000 - $3999: 

Average Amount

3186.44 145.04 12.96 466.25 -0.75

Cash Awards: $4000 - $4999: 

Awards Given

66 0.31 0.24 0.14 0.39

Cash Awards: $4000 - $4999: Total 

Amount

268908 1265.12 978.65 595.57 1569.03

Cash Awards: $4000 - $4999: 

Average Amount

4074.36 180.73 16.59 595.57 -7.56

Cash Awards: $5000 or more: 

Awards Given

40 0.18 0.14 0.29 0.13

Cash Awards: $5000 or more: Total 

Amount

304888 1716.03 1036.53 3052.36 1109.48

Cash Awards: $5000 or more: 

Average Amount

7622.2 429.01 29.62 1526.18 -68.99

2.
USDA Forest Service FY 2020

Page 12

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

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

a. Pay Increases (PWD) Answer No

b. Pay Increases (PWTD) Answer No

Other Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Total Performance Based Pay 

Increases Awarded

550 1.38 1.96 1.29 1.43

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 is no existing structured report to document these trends. Therefore, the FS in the meantime is 

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

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 N/A

ii. Internal Selections (PWD) Answer N/A

b. Grade GS-15

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

ii. Internal Selections (PWD) Answer N/A

c. Grade GS-14

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

ii. Internal Selections (PWD) Answer N/A

d. Grade GS-13

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

ii. Internal Selections (PWD) Answer N/A
USDA Forest Service FY 2020

Page 13

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, B7, and B8.

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

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

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

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

describe your plan to provide the data in the text box.

a. SES

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

ii. Internal Selections (PWTD) Answer N/A

b. Grade GS-15

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

ii. Internal Selections (PWTD) Answer N/A

c. Grade GS-14

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

ii. Internal Selections (PWTD) Answer N/A

d. Grade GS-13

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

ii. Internal Selections (PWTD) Answer N/A

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 N/A

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

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

d. New Hires to GS-13 (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. USA Staffing does not 

provide information on Qualified Internal Applicants.

4.
USDA Forest Service FY 2020

Page 14

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

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

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

provide the data in the text box.

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

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

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

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

The 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. USA Staffing does not 

provide information on Qualified Internal Applicants.

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. USA Staffing does not 

provide information on Qualified Internal Applicants.

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

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

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

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

a. Executives

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

ii. Internal Selections (PWTD) Answer N/A

b. Managers

i. Qualified Internal Applicants (PWTD) Answer N/A
USDA Forest Service FY 2020

Page 15

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. USA Staffing does not 

provide information on Qualified Internal Applicants.

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

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

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

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

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

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

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. USA Staffing does not 

provide information on Qualified Internal Applicants.

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

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

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

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

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

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

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. USA Staffing does not 

provide information on Qualified Internal Applicants.

Section VI: Plan to Improve Retention of Persons with Disabilities

To be model employer for persons with disabilities, agencies must have policies and programs in place to retain employees with 

disabilities. In this section, agencies should: (1) analyze workforce separation data to identify barriers retaining employees with 

disabilities; (2) describe efforts to ensure accessibility of technology and facilities; and (3) provide information on the reasonable 

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

An agency may appoint employees on a permanent, time-limited, or temporary basis. In FY 2018, the Forest Service appointed 
USDA Forest Service FY 2020

Page 16

approximately 124 Schedule A hires. Of those 124 Schedule A hires, 73 were appointed to permanent positions (a non-temporary 

position). 21 employees separated prior to completing the mandatory 2-year trial period; there were 9 resignations, and 12 varied 

terminations. 6 permanent appointees used their Schedule A eligibility to promote to another position within the initial 2-year trail 

period; effectively extending their conversion eligibility dates by an additional 2 years. There were 51 time-limited and temporary 

Schedule A appointments. Time-limited and temporary Schedule A appointments have an NTE date and are not eligible for 

conversion because the positions are temporary in nature. However, Schedule A time-limited and temporary appointees may be 

eligible for a different Schedule A appointment to a non-temporary position. After two years of successful performance, an 

employee in the Excepted Service under Schedule A, 5 CFR § 213.3102 (u), may be non-competitively converted to a career (3 

years of non-temporary federal service) or career-conditional (1-3 years of non-temporary federal service) appointment upon the 

recommendation of his/her supervisor. While there is no requirement to convert, it is beneficial to the employee to be converted out 

of the Excepted Service and into a Competitive Service Appointment. This conversion affords the employee reinstatement rights 

and competitive status which enables employees to compete for opportunities advertised under the Merit procedures.

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 8.40% compared to 6.99% for PWOD Involuntary Separation: The inclusion 

rate for PWD is 0.67% compared to 0.22% for PWOD

Seperations Total # Reportable Disabilities %

Without Reportable 

Disabilities %

Permanent Workforce: Reduction in Force 7 0.00 0.02

Permanent Workforce: Removal 39 0.34 0.09

Permanent Workforce: Resignation 645 1.95 1.76

Permanent Workforce: Retirement 1018 3.67 2.73

Permanent Workforce: Other Separations 479 1.84 1.28

Permanent Workforce: Total Separations 2188 7.80 5.88

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: 9.01% compared to 7.10% for PWOTD Involuntary Separation: PWTD Inclusion: 0.67% 

compared to 0.22% for PWOTD

Seperations Total # Targeted Disabilities %

Without Targeted Disabilities 

%

Permanent Workforce: Reduction in Force 7 0.00 0.02

Permanent Workforce: Removal 39 0.37 0.10

Permanent Workforce: Resignation 645 1.98 1.77

Permanent Workforce: Retirement 1018 4.45 2.76

Permanent Workforce: Other Separations 479 1.61 1.31

Permanent Workforce: Total Separations 2188 8.41 5.97

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.
USDA Forest Service FY 2020

Page 17

The Forest Service does not collect exit interview information from persons who are terminated or otherwise involuntarily separated; as for exit interview statements from persons with disabilities, positive responses are slightly higher among persons with 

disabilities, though the nature of any correlation, is not readily discernible.

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 FS public website at https://www.fs.usda.gov/about-agency/civil-rights/ 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.

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

addressing rights under Section 508: 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 Forest Service’s Chief Information Officer is committed to providing reasonable accommodation in all its activities, services, 

and programs for individuals with disabilities. The Forest Service has an Employee Services site where its employees have available 

assistive technology links to -- Inside the Forest Service, Teleworking Resources to include a helpdesk number and TTY number, 

BePrepared Website, Employee Personal Page, For New Employees, Employee Benefits and Services, and a link to the AntiHarassment Policy. USDA’s Office of Chief Information Officer has and maintains a state-of-the-art TARGET (Technology and 

Accessible Resources Give Employment Today) center that utilizes the power of technology that provides impactful services related 

to improving accessibility and contributes to the complete employment experience of individuals with disabilities. Regarding access 

to FS facilities including its buildings, forests and grasslands, parks and recreation, the FS is committed to uplifting and 

empowering its employees by enhancing recreation, buildings and technology by creating access and sustaining infrastructures 

available to its employees and stakeholders including persons with disabilities.

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 FY 2020 average reasonable accommodation request processing time frame (10/1/2019 to 9/30/2020), is 92%, which is 2% 

above the required 90% processing time frame within 30 business days.

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.
USDA Forest Service FY 2020

Page 18

• Reasonable accommodation procedures/policy posted, with addendum developed regarding provision of personal assistance 

services. • The agency continues to display its 508 Accessibility Information link on its front page (intranet/internet Civil Rights and 

USDA’s Forest Service), with links included to pages on “Understanding Disabilities”, Awareness, Education and Training, FAQs, 

Web, Procurement, and Legal. • The FS provides annual training to all managers and supervisors to include modules on reasonable 

accommodation process and procedures, working with persons with disabilities, understanding disabilities.

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 FS continues to enhance the quality of its customer service by continually educating employees, managers, and supervisors, 

through periodic training and resources posted on its Intranet website. Part H.2. advocates education and training of DEPM, 

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 No

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

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

There were no findings of harassment issued during FY 2020. The agency closed 10 complaints with settlement agreements.

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.
USDA Forest Service FY 2020

Page 19

There was one (1) finding of discrimination issued by the Agency for failure to provide a reasonable accommodation after EEOC 

initially dismissed the claim. As of September 30, 2020, corrective measures were being determined by the Agency. The agency 

closed 4 complaints with settlement agreements.

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 2020

Page 20

STATEMENT OF 

CONDITION THAT WAS 

A TRIGGER FOR A 

POTENTIAL BARRIER:

Provide a brief narrative 

describing the condition at 

issue.

How was the condition 

recognized as a potential 

barrier?

Workforce Data (if so identify the table)

Workforce Data Table - B4

PWDs grade level representation in GS-01 to GS-10 is 7.90% and GS-11 to SES is 7.29% which is 

below EEOC's goal of 12% (Table B-4).

N

N

STATEMENT OF 

BARRIER GROUPS:

STATEMENT OF 

IDENTIFIED BARRIER:

Provide a succinct statement 

of the agency policy, 

procedure

or practice that has been 

determined to be the barrier 

of the 

undesired condition.

Barrier Group

People with Disabilities

Source of the Trigger:

Specific Workforce Data 

Table:

Barrier Analysis Process 

Completed?:

Barrier(s) Identified?:

Barrier Name Description of Policy, Procedure, or Practice

Barrier has not yet been 

identified.

A statistical analysis was conducted for total workforce participation 

of MD-715 tables B1, B3-1, B4

Objective(s) and Dates for EEO Plan

Date 

Initiated

Target Date Sufficient 

Funding / 

Staffing?

Date 

Modified

Date 

Completed

Objective Description

09/30/2018 09/30/2020 Yes Identify a policy procedure or practice impacting 

PWD GS-1 to GS-10 and GS-11 to SES experience 

below expected levels and develop an Action Plan to 

support their numbers.

Responsible Official(s)

Title Name Standards Address The Plan?

National Director, Human Resources 

Management

Mark D. Green Yes

National Director, Civil Rights Michael G. Watts Yes

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

09/30/2020 Conduct PWD GS-11 to SES Focus Groups or surveys to 

find out what is causing low numbers

Yes

09/30/2018 Collect PWD GS-11 to SES applicant flow data Yes 09/30/2021
USDA Forest Service FY 2020

Page 21

Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

09/30/2018 Manager Barrier Analysis Training Yes 09/30/2021

09/30/2021 Train service centers to conduct BA SC training to 

supporting uncovering local PWD GS-11 to SES barriers

Yes

09/30/2021 CR, HRM and WEPO will collaborate to edit data 

collections, and suggest additional data fields to add to 

increase data value.

Yes

Report of Accomplishments

Fiscal Year Accomplishment

2019 Collected trigger data demonstrating PWD Grade related Barriers exist

2019 Selected one PWD Group to focus FY 2020. Barrier Analysis efforts
USDA Forest Service FY 2020

Page 22

STATEMENT OF 

CONDITION THAT WAS 

A TRIGGER FOR A 

POTENTIAL BARRIER:

Provide a brief narrative 

describing the condition at 

issue.

How was the condition 

recognized as a potential 

barrier?

Workforce Data (if so identify the table)

Workforce Data Table - B1

PWDs (9.49%) and PWTDs (3.18%) are separating at rates exceeding their respective permanent 

workforce participation rates of 7.73% and 2.41% respectively.

N

N

STATEMENT OF 

BARRIER GROUPS:

STATEMENT OF 

IDENTIFIED BARRIER:

Provide a succinct statement 

of the agency policy, 

procedure

or practice that has been 

determined to be the barrier 

of the 

undesired condition.

Barrier Group

People with Disabilities

Source of the Trigger:

Specific Workforce Data 

Table:

Barrier Analysis Process 

Completed?:

Barrier(s) Identified?:

Barrier Name Description of Policy, Procedure, or Practice

Barrier has not yet been 

identified

Barrier impacting PWD and PWTD separation rates is currently 

unknown

Objective(s) and Dates for EEO Plan

Date 

Initiated

Target Date Sufficient 

Funding / 

Staffing?

Date 

Modified

Date 

Completed

Objective Description

09/30/2019 09/30/2021 Yes Identify a policy, procedure or practice impacting 

PWD and PWTD separation rates

Responsible Official(s)

Title Name Standards Address The Plan?

National Civil Rights Director Michael G. Watts Yes

National HRM Director Mark D. Green 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 09/30/2021

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

this barrier analysis

Yes 07/30/2021

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

comments about why they are leaving

Yes 07/30/2021
USDA Forest Service FY 2020

Page 23

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 07/30/2021

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

manager Focus group experience or survey

Yes 08/30/2021

08/30/2020 Review data and define the barrier Yes 09/30/2021

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

FS Zone CR Directors

Yes 09/30/2021

09/30/2020 Present end of FY results Yes 09/30/2021

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

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

N/A. Planned activities are currently underway and proceeding as scheduled. It is the Agency's goal to monitor progress toward 

correcting identified trigger by or before end of FY 2020.

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 2020, planned activities were still in progress. Collected trigger data among a group of PWDs, supporting 

uncovering EEO barrier and implementing a successful action plan.

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.

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 2020.