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USDA Forest Service FY 2021 

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 7.61% which is below the benchmark. The grade level cluster for GS-11 to SES is 

at 7.32% 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 

PWTD GS-01 - GS-10 is 2.27% which is above the 2% benchmark. PWTD GS-11 - GS-SES is 2.31% which is above the 2% 

benchmark. 

Grade Level Cluster(GS or Alternate Pay 

Planb) 

Total Reportable Disability Targeted Disability 

# # % # % 

Numarical Goal -- 12% 2% 

Grades GS-1 to GS-10 16296 1245 7.64 368 2.26 

Grades GS-11 to SES 11475 840 7.32 265 2.31 

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

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

and oversee any other disability hiring and advancement program the agency has in place. 

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

PROGRAM 

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

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

Answer Yes 

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

employment status, and responsible official. 

Disability Program Task 

# of FTE Staff By Employment Status Responsible Official 

(Name, Title, Office 

Full Time Part Time Collateral Duty Email) 

Special Emphasis Program for PWD and 

PWTD 

1 6 0 Jessica J. Torres 

Disability Employment 

Program Manager 

jessica.torres@usda.gov 

Architectural Barriers Act Compliance 1 0 0 Matthew Arnn 

Chief Landscape Architect 

matthew.arnn@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 1 0 0 Dennis Lapowich 

Management Analyst 

dennis.lapowich@usda.gov 

Processing applications from PWD and PWTD 132 0 0 Erica Nieto 

Acting Director 

erica.nieto@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 

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 
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Section III: Program Deficiencies In The Disability Program 

Brief Description of Program 

Deficiency 

C.4.e.1. Implement the Affirmative Action Plan for Individuals with Disabilities? [see 29 CFR §1614.203(d); MD-715, 

II(C)] 

Objective H-1 Team meets monthly to plan and produce a solid Affirmative Action Plan 

Target Date Mar 30, 2022 

Completion Date 

Planned Activities 

Target Date Completion Date Planned Activity 

Mar 31, 2022 DPM schedules a stakeholder meeting to discuss the FY 2020 Affirmative 

Action Plan deficiencies 

Sep 30, 2022 Stakeholders establish a quarterly plan to provide all Part J data points, 

including the Schedule A conversion data. 

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

annually during the State of Agency Report FY 2022 

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

Accomplishments 

Fiscal Year Accomplishment 

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. 

Brief Description of Program 

Deficiency 

D.1.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)(1) 

(iii) (C)] 

Objective Work in partnership with HRM to update exit survey questions for Persons with Disabilities, and to 

ask for information 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 Collaborate with HRM Assistant Director, Field Service Operations to 

discuss updating exit survey items to include items requesting more 

information specifically from PWDs. 

Mar 2, 2022 Create new PWD exit survey questions 

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

Jun 1, 2022 Add new PWD survey items to the all-employee Exit survey 

Sep 30, 2022 Summarize data collected from PWD survey items 

Accomplishments 

Fiscal Year Accomplishment 

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

address deficiency 

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. 
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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. §1614.203(a)(3), describe the agency’s use of hiring authorities that take disability into account 

(e.g., Schedule A) to recruit PWD and PWTD for positions in the permanent workforce 

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

authority option, which benefits both PWDs and Veterans. One hundred sixty-nine (169) employees were hired in FY 2021. 

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. 

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. 

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 
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This year, Schedule A hiring authority and RA training were 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. • Special Emphasis Program Manager Support Resources Review. 

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 Right Disability 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 • Tap-ability applicant portal 

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 6.89% which is below the EEOC 12% goal. 

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 

Data not available. 
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New Hires to Mission-Critical Occupations 

Total 

Reportable Disability Targetable Disability 

New Hires New Hires 

(#) (%) (%) 

Numerical Goal -- 12% 2% 

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

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

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

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

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

Data not available. 

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 

Data not available. 

Section V: Plan to Ensure Advancement Opportunities for Employees with 

Disabilities 

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

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

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

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

A. ADVANCEMENT PROGRAM PLAN 

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

At the direction of EEOC November 16, 2021, the Forest Service will develop a plan to ensure PWD and PWTD have sufficient 

advancement opportunities. This plan includes: 1) 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. 

B. CAREER DEVELOPMENT OPPORTUNITES 

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

The Agency has two 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. 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 

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. Under the “Leaders Growing Leaders” strategy, learning coaching is offered 

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

and professional potential. The Training and Development branch offers mentoring opportunities. Applications are accepted (with 
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supervisor approval) in January of each year. Mentors serve as role models, providing direction and support to the employee. 

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 (%) 

Fellowship Programs 8 5 0.00 0.00 0.00 0.00 

Mentoring Programs 428 428 7.24 7.24 3.50 3.50 

Internship Programs 

Detail Programs 

Coaching Programs 32 26 6.25 6.25 0.00 0.00 

Other Career Development 

Programs 

Training Programs 298 227 4.03 4.03 2.01 2.01 

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 

These triggers have been added to the Part J Barrier Analysis 

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 Yes 

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 awards at a rate of 41.32% while Persons without Disabilities received awards at a rate of 67.22%. PWTDs received 

awards at a rate of 38.45% while Persons without Targeted Disabilities received awards at a rate of 65.25%. 
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Time-Off Awards Total (#) 

Reportable 

Disability % 

Without Reportable 

Disability % 

Targeted Disability 

% 

Without Targeted 

Disability % 

Time-Off Awards 1 - 10 hours: 

Awards Given 

1858 9.17 6.18 7.62 9.84 

Time-Off Awards 1 - 10 Hours: 

Total Hours 

14080 72.00 46.49 56.50 78.81 

Time-Off Awards 1 - 10 Hours: 

Average Hours 

7.58 0.36 0.03 1.11 0.03 

Time-Off Awards 11 - 20 hours: 

Awards Given 

1032 4.42 3.55 3.14 4.99 

Time-Off Awards 11 - 20 Hours: 

Total Hours 

17143 72.50 59.00 51.42 81.76 

Time-Off Awards 11 - 20 Hours: 

Average Hours 

16.61 0.75 0.07 2.45 0.00 

Time-Off Awards 21 - 30 hours: 

Awards Given 

414 1.14 1.47 0.75 1.31 

Time-Off Awards 21 - 30 Hours: 

Total Hours 

10055 27.63 35.83 17.94 31.89 

Time-Off Awards 21 - 30 Hours: 

Average Hours 

24.29 1.11 0.10 3.59 0.02 

Time-Off Awards 31 - 40 hours: 

Awards Given 

454 1.73 1.58 1.79 1.71 

Time-Off Awards 31 - 40 Hours: 

Total Hours 

17264 64.11 60.13 65.02 63.71 

Time-Off Awards 31 - 40 Hours: 

Average Hours 

38.03 1.69 0.16 5.42 0.05 

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 

6019 23.16 21.13 23.62 22.97 

Cash Awards: $501 - $999: Total 

Amount 

4461168 17233.06 15658.00 17684.01 17035.10 

Cash Awards: $501 - $999: 

Average Amount 

741.18 33.92 3.08 111.92 -0.32 

Cash Awards: $1000 - $1999: 

Awards Given 

9812 34.79 34.71 36.32 34.12 

Cash Awards: $1000 - $1999: Total 

Amount 

12669052 44625.40 44729.44 46947.38 43606.10 

Cash Awards: $1000 - $1999: 

Average Amount 

1291.18 58.49 5.36 193.20 -0.65 

Cash Awards: $2000 - $2999: 

Awards Given 

7384 13.68 26.58 12.71 14.11 

Cash Awards: $2000 - $2999: Total 

Amount 

17121641 31101.23 61754.42 28430.04 32273.82 

Cash Awards: $2000 - $2999: 

Average Amount 

2318.75 103.67 9.67 334.47 2.35 

Cash Awards: $3000 - $3999: 

Awards Given 

1490 2.51 5.65 2.69 2.43 

Cash Awards: $3000 - $3999: Total 

Amount 

4581872 7838.30 17358.00 8367.71 7605.91 

Cash Awards: $3000 - $3999: 

Average Amount 

3075.08 142.51 12.78 464.87 1.01 
USDA Forest Service FY 2021

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Cash Awards Total (#) 

Reportable 

Disability % 

Without Reportable 

Disability % 

Targeted Disability 

% 

Without Targeted 

Disability % 

Cash Awards: $4000 - $4999: 

Awards Given 

173 0.91 0.62 0.60 1.05 

Cash Awards: $4000 - $4999: Total 

Amount 

700532 3693.57 2492.64 2391.63 4265.09 

Cash Awards: $4000 - $4999: 

Average Amount 

4049.32 184.68 16.84 597.91 3.28 

Cash Awards: $5000 or more: 

Awards Given 

69 0.18 0.26 0.15 0.20 

Cash Awards: $5000 or more: Total 

Amount 

439169 1516.14 1630.34 1598.36 1480.05 

Cash Awards: $5000 or more: 

Average Amount 

6364.77 379.04 25.88 1598.36 -156.22 

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

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

a. Pay Increases (PWD) Answer No 

b. Pay Increases (PWTD) Answer Yes 

PWTDs received awards at a rate of 0.60% while Persons without Targeted Disabilities received awards at a rate of 1.54%. 

Other Awards Total (#) 

Reportable 

Disability % 

Without Reportable 

Disability % 

Targeted Disability 

% 

Without Targeted 

Disability % 

Total Performance Based Pay 

Increases Awarded 

546 2.05 1.96 1.20 2.43 

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 

Data not available 

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 
USDA Forest Service FY 2021

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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 

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 

Data not available 

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

Data not available 

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 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 

Data not available 

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 

Data not available 

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 
USDA Forest Service FY 2021

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

ii. Internal Selections (PWTD) Answer N/A 

c. Supervisors 

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

ii. Internal Selections (PWTD) Answer N/A 

Data not available 

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 

Data not available 

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 

Data not available 

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 N/A 

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

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 
USDA Forest Service FY 2021

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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 No 

b.Involuntary Separations (PWD) Answer Yes 

Involuntary Separation: The inclusion rate for PWD is 0.23% compared to 0.18% for PWOD 

Seperations Total # Reportable Disabilities % 

Without Reportable 

Disabilities % 

Permanent Workforce: Reduction in Force 0 0.00 0.00 

Permanent Workforce: Removal 37 0.20 0.10 

Permanent Workforce: Resignation 901 2.89 2.51 

Permanent Workforce: Retirement 1108 4.21 3.03 

Permanent Workforce: Other Separations 436 1.88 1.18 

Permanent Workforce: Total Separations 2482 9.18 6.81 

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 No 

Voluntary Separations: PWTD Inclusion: 9.57% compared to 8.52% for PWOTD 

Seperations Total # Targeted Disabilities % 

Without Targeted Disabilities 

% 

Permanent Workforce: Reduction in Force 0 0.00 0.00 

Permanent Workforce: Removal 37 0.13 0.10 

Permanent Workforce: Resignation 901 2.37 2.54 

Permanent Workforce: Retirement 1108 5.14 3.07 

Permanent Workforce: Other Separations 436 2.11 1.21 

Permanent Workforce: Total Separations 2482 9.75 6.92 

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 is developing Exit Survey items specifically designed to extract information regarding the recruitment, hiring, 

inclusion, retention, and advancement of PWDs and PWTDs. (See H-2) 

B. ACCESSIBILITY OF TECHNOLOGY AND FACILITIES 
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Pursuant to 29 CFR §1614.203(d)(4), federal agencies are required to inform applicants and employees of their rights under Section 

508 of the Rehabilitation Act of 1973 (29 U.S.C. § 794(b), concerning the accessibility of agency technology, and the Architectural 

Barriers Act of 1968 (42 U.S.C. § 4151-4157), concerning the accessibility of agency facilities. In addition, agencies are required to 

inform individuals where to file complaints if other agencies are responsible for a violation. 

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

rights under Section 508 of the Rehabilitation Act, including a description of how to file a complaint. 

The 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. 

The Forest Service 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 Architectural Barriers Act, Architectural 

Barrier Act, Section 504, 508, and American Disabilities Title V Section 508c: plus, a link to the nondiscrimination statement/ 

instructions on how to file a complaint. 

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

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

The Forest Service’s 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 individuals with disabilities. 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. 

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.) 

Agency RA regulations stipulate that 90% of RA requests should be processed within 30 business days. In FY 2021, 95.45% of RA 

requests were processed within the 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. 

• The Departmental Regulation, DR 4300-008 which includes the RA procedures was updated effective October 27, 2020, 

distributed to staff. • Employee and supervisor RA training was provided. • The RA processing rates exceeded the benchmark. • RA 

information inquiries this year were 555. • RA requests this year were 875. • Fourth quarter substantially increased activity from 
USDA Forest Service FY 2021

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President’s vaccine mandate. • New requests are now processed by HRM Employee Relations. • The Forest Service RA request 

completion rate was 95% within 30 days, compared to the USDA benchmark of 90%. 

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 which includes PAS procedures was updated effective October 27, 2020, distributed 

to staff. • Employee and supervisor PAS training was provided. 

Section VII: EEO Complaint and Findings Data 

A. EEO COMPLAINT DATA INVOLVING HARASSMENT 

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

to the governmentwide average? 

Answer No 

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

discrimination or a settlement agreement? 

Answer No 

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

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

• There were 71 formal complaints filed (9.86%) based on disability alleging harassment, as compared to the government-wide 

average of 22.10%. • There were no findings of harassment issued. • Out of the seven formal complaints filed, four were closed due 

to Settlement Agreements and three remain open. 

B. EEO COMPLAINT DATA INVOLVING REASONABLE ACCOMMODATION 

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

reasonable 

accommodation, as compared to the government-wide average? 

Answer No 

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

discrimination or a settlement agreement? 

Answer No 

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 six of 71 formal complaints (8.45%) based on disability discrimination alleging failure to provide an RA, as compared 
USDA Forest Service FY 2021

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to the government-wide average of 14.33%. • There were no findings of discrimination issued alleging failure to provide an RA. • 

The Agency closed 1 formal complaint with 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. 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 2021

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STATEMENT OF 

CONDITION THAT WAS 

A TRIGGER FOR A 

POTENTIAL BARRIER: 

Provide a brief narrative 

describing the condition at 

issue. 

How was the condition 

recognized as a potential 

barrier? 

Workforce Data (if so identify the table) 

Workforce Data Table - B4 

PWDs grade level representation in GS-01 to GS-10 is 7.61% and GS-11 to SES is 7.32% 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, Civil Rights Michael G. Watts Yes 

Acting National Director, Human 

Resources Management 

Erica Nieto 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 09/30/2022 

09/30/2018 Collect PWD GS-11 to SES applicant flow data Yes 09/30/2022 
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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 09/30/2022 

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

supporting uncovering local PWD GS-11 to SES barriers 

Yes 09/30/2022 

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 09/30/2022 

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 

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. 

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

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

Page 19

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 

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

2.32% 

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 

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 

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

comments about why they are leaving 

Yes 07/30/2022 
USDA Forest Service FY 2021

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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 VII 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 2021 FS revised the PWD BA project by developing new objectives and setting new goals. We cataloged and organized the 

collected PWD triggers. The FS developed a new plan to identify and define a PWD barrier and launch a barrier removal action 

plan in FY 2022 and revised a Part J form to enable the reporting of work and accomplishments. 

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

barrier(s). 

The FS improved the Part J Barrier identification and removal process by: • Listing new responsible officials • Redefining the 

Barrier analysis subjects • Adding new action items • Updating all trigger data to present • Revising the Part J VII 3. BA form to 

condense all data 

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. 

The FS updated the trigger data points to support defining a PWD EEO barrier and implement a successful affirmative action plan. 

See Part H-1.