USDA Forest Service FY 2017 

Affirmative Action Plan 

for the Recruitment, Hiring, Advancement, and

Retention of Persons with Disabilities 

SECTION I: EFFORTS TO REACH REGULATORY GOALS ..................................... 2 

SECTION II: MODEL DISABILITY PROGRAM ........................................................... 2 

A. PLAN TO PROVIDE SUFFICIENT & COMPETENT STAFFING FOR DISABILITY PROGRAM ..................................................................... 3 

B. PLAN TO ENSURE SUFFICIENT FUNDING FOR THE DISABILITY PROGRAM ........................................................................................ 4 

SECTION III: PROGRAM DEFICIENCIES IN THE DISABILITY PROGRAM ............. 4 

SECTION IV: PLAN TO RECRUIT AND HIRE INDIVIDUALS 

WITH DISABILITIES ..................................................................................................... 5 

A. PLAN TO IDENTIFY JOB APPLICANTS WITH DISABILITIES ..................................................................................................................... 5 

B. PLAN TO ESTABLISH CONTACTS WITH DISABILITY EMPLOYMENT ORGANIZATIONS ......................................................................... 8 

C. PROGRESSION TOWARDS GOALS (RECRUITMENT AND HIRING) ....................................................................................................... 9 

SECTION V: PLAN TO ENSURE ADVANCEMENT 

OPPORTUNITIES FOR EMPLOYEES WITH DISABILITIES ...................................... 9 

A. ADVANCEMENT PROGRAM PLAN ...................................................................................................................................................... 10 

B. CAREER DEVELOPMENT OPPORTUNITIES .......................................................................................................................................... 10 

C. AWARDS ............................................................................................................................................................................................. 10 

D. PROMOTIONS .................................................................................................................................................................................... 11 

SECTION VI: PLAN TO IMPROVE RETENTION OF PERSONS 

WITH DISABILITIES .................................................................................................... 14 

A. VOLUNTARY AND INVOLUNTARY SEPARATIONS ............................................................................................................................... 15 

B. ACCESSIBILITY OF TECHNOLOGY AND FACILITIES .............................................................................................................................. 16 

C. REASONABLE ACCOMMODATION PROGRAM ................................................................................................................................... 17 

D. PERSONAL ASSISTANCE SERVICES ALLOWING EMPLOYEES TO PARTICIPATE IN THE WORKPLACE .................................................. 17 

SECTION VII: EEO COMPLAINT AND FINDINGS DATA .......................................... 18 

A. EEO COMPLAINT DATA INVOLVING HARASSMENT ........................................................................................................................... 18 

B. EEO COMPLAINT DATA INVOLVING REASONABLE ACCOMMODATION ............................................................................................ 18 

SECTION VIII: IDENTIFICATION AND REMOVAL OF BARRIERS .............................

18 
USDA Forest Service FY 2017 

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 C.F.R. § 1614.203(d)(7)) require agencies to establish specific 

numerical goals for increasing the participation of persons with reportable and 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 7.96 percent which is below the 

benchmark. 

The grade level cluster for GS-11 to SES is at 6.94 percent 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 

3. Describe how the agency has communicated the numerical goals to the hiring 

managers and/or recruiters. 

The numerical goals are displayed on the Workforce Management Dashboards and 

the Cultural Transformation Accountability Report. They are also discussed during the 

Workforce Planning Sessions on the USDA Cultural Transformation Metrics. 

Section II: Model Disability Program 

2 
USDA Forest Service FY 2017 

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 

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 

During FY 2017, the Agency’s CR Office completed decentralization to establish Civil 

Rights Service Centers (CRSC) within Field Units. Staffing up is expected to be 

completed by early 2nd Quarter FY 2018. By the second quarter of FY 2018, the 

CRSC, in consultation with the CR Headquarters (Capacity Building & Outreach 

Division) subject matter experts will resolve how Special Emphasis Program (SEP) 

functions will be shared at the CRSC to implement their disability programs. 

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, Email) 

Full Time Part Time Collateral Duty 

Processing applications 

from PWD and PWTD 

132 0 0 Erica Nieto 

Acting Asst. Director, HR Field 

Operations 

enieto@fs.fed.us 

Answering questions from 

the public about hiring 

authorities that take 

disability into account 

132 0 0 Erica Nieto 

Acting Asst. Director, HR Field 

Operations 

enieto@fs.fed.us 

Processing reasonable 

accommodation requests 

from applicants and 

employees 

6 0 0 Robin Kilgore, 

Asst. Director CR, Field 

Operations, 

robinckilgore@fs.fed.us 

Section 508 Compliance 1 0 0 Janet Zeller 

National Accessibility 

Program Manager 

jzeller@fs.fed.us 

Architectural Barriers Act 

Compliance 

1 0 0 Mitch Ringer Information 

Architect, Chief Information 

Office, Strategic Planning 

mringer@fs.fed.us 

Special Emphasis Program 

for PWD and PWTD 

1 0 0 Gerald McGaughran Disability 

Employment Program 

Manager 

jmcgaughran@fs.fed.us 

3 
USDA Forest Service FY 2017 

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(s) that disability program staff have received. If “no”, describe the 

training(s) planned for the upcoming year. 

Answer: Yes 

First quarter of FY 2018 – Agency DEPM, EEOC Reporting Staff participate in EEOC 

and Federal Exchange on Employment and Disability (FEED) Webinar/Information 

and Training Sessions on changes to Section 501 Rehabilitative Act including 

development of PAS Plan. 

During FY 2017, the Agency’s Civil Rights Office completed decentralization to 

establish Civil Rights Service Centers within Field Units. Staffing up is expected to be 

completed by the second quarter of FY 2018. 

By the first quarter of FY 2018, New Supervisor Training will be finalized covering 

topics including roles/expectations of Supervisors in supporting Agency’s Affirmative 

Action Plan and in implementing RA/PAS policy/procedures. 

By the second quarter of FY 2018, CRSC, in consultation with CR Headquarters 

(Capacity Building & Outreach Division) will resolve how SEP functions will be shared 

at the CRSC to implement their disability programs, supported by training modules 

already developed and available via AgLearn, or to be developed and implemented on 

a quarterly basis. 

By the third quarter of FY 2018, the CR Outreach & Diversity Branch’s newly 

developed SharePoint site is expected to be completed which will provide Field Units 

resource materials. 

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 

Because of USDA hiring restrictions, there are some positions not yet filled at CRSC 

that, though budgeted, have yet to be approved by the Department as “special 

exceptions.” 

Section III: Program Deficiencies in the Disability Program 

In Part G of its FY 2017 MD-715 report, the agency identified the following program 

deficiencies involving its disability program: 

Program Deficiencies Agency Comments 

4 
USDA Forest Service FY 2017 

Program Deficiencies Agency Comments 

Have the procedures for reasonable 

accomodation for individuals with 

disabilities been made readily 

available/accessible to all employees 

by disseminating such procedures 

during orientation of new employees 

and by making such procedures 

available on the World Wide Web or 

Internet? 

Procedures are provided to employees via orientation 

and they are on the Office of Civil Rights intranet 

webpage, the Forest Service is in the process of 

adding the RA procedures to the WWW. 

Are 90% of accommodation requests 

processed within the frame set forth 

in the agency procedures for 

reasonable accommodation? 

Reviewing data and updating tracking system 

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 APPLICANTS WITH DISABILITIES 

1. Describe the programs and resources the agency uses to identify job 

applicants with disabilities, including individuals with targeted disabilities. 

Key Programs, Resources, Strategies include: 

Agency leadership continues to monitor progress through the Cultural Transformation 

Accountability Report (CTAR), published each pay period. New reports have been 

added to assist Regions to Forest level, along with Onboard and Separation reports. 

The CTAR provided additional information and focus on the Agency’s hiring actions. 

Applicant flow reports have been added to the eRecruit system. 

Disability Employment Program Manager (DEPM) seeking to reduce applicants’ and 

employees’ underreporting of PWD/PWTD/30 percent disabled Veteran statuses 

through providing training, developing resources to better educate audiences 

(students, potential applicants/job prospects, employees, supervisors, referral 

sources) about:

 • Benefit and flexibility of obtaining Schedule A Certification, if eligible, for opening 

more doors to Federal employment andpromotions;

 • Benefit of reporting disability statuses and changes in them throughout Federal 

career as contributing factor in Agencies’ ability to attract, hire, promote, and retain 

Veterans, Disabled veterans, Schedule A eligible persons, and persons with Targeted 

and Other disabilities and/or serious healthconditions;

 • How common are disabilities/serious health conditions among employees in the 

workforce, even though about 80 percent are non-obvious/visible (US Censusdata). 

Engaging with Strategic Partnerships/Organizations to improve inclusion of 

PWD/PWTD/Wounded Warriors in programs and work experiences that feed applicant 

pipeline such as:

 • Greening Youth Foundation-Natural Resource Internships - DiverseStudents;

 • National Institute of Food & Agriculture Partnership with Hispanic Institutions from 

New Mexico & PuertoRico; 

5 
USDA Forest Service FY 2017 

• Forest Service-California Consortium - TargetedMinorities;

 • 21st Century Conservation Service (21CSC) Nationwide Projects - DiversePool. 

Agency's Employment Outreach Database allows users to search, create, edit, and 

respond to outreach notices, to include indicating their non-competitive eligibilities. 

The system also includes a calendar showing Forest Service participation in 

Workforce Recruitment Program (WRP) events. DEPM serves as Agency’s National 

WRP point of contact (POC); alerts Forest Service outreach and selecting officials of 

this valuable source for outreach/recruitment of Schedule A eligible College Students 

and Recent Graduates with Disabilities. DEPM yearly converts database into 

condensed spreadsheet enabling key- word search; develops distribution list of all 

2,500-3,000 participants; resume mines to alert them of Forest Service National 

Recruitment events. 

DEPM recruiting PWD/PWTD prospects into internship programs that gain additional 

noncompetitive eligibility as well as Forest Service-related experience and network 

such as completion of Public Land Corps (PLC) projects and Resource Assistants 

Program (RAP); joining colleagues in providing webinars to walk participants through 

USAJOBs’ Profile and application process while also educating them about obtaining 

Schedule A Certification, if eligible, and reporting disability statuses, with its added 

benefits. 

DEPM working with Job Corps Units/Leadership to identify and encourage more to 

also explore their Schedule A eligibility as another opportunity to open more Forest 

Service/Federal employment doors, since many come to Job Corps with nonvisible/non-obvious disabilities potentially qualifying under Schedule A. 

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. 

In recent renegotiations of one of our Collective Bargaining Agreements (CBA), Forest 

Service/NFFE Master Agreement, a few hiring flexibilities, including Schedule A and 

Veteran’s Recruitment Authority (VRA) were added as exceptions to the requirement 

in our CBA to also advertise positions via Merit Promotion. This change helped make 

use of those authorities more efficient. 

During workforce planning session, and in all new Supervisor Training, use of special 

hiring authorities are explained to hiring managers including Schedule A, 30 percent 

disabled veterans, disabled veterans enrolled in a Veteran Affairs (VA) training 

program and Operation Warfighter. Supervisor Training will also include 

roles/expectations of supervisors in supporting Agency’s Affirmative Action Plan and 

implementing RA/PAS policy/procedures. 

HRM/CR National Workforce Recruitment Initiative to provide the structure, process 

and capacity for the agency to hire 1,000 new employees through the National 

Collective Recruiting and Hiring initiative, with a goal of increasing the number of 

diverse candidates available for selection within the event. 

Ensure candidate pools are at least 20 percent diverse for each targeted event. 

Provided year round expertise and assist Forest Service Units/Staff seeking to support 

Federal, Departmental, or Agency internship programs, such as those outreaching to 

Wounded Warriors, Disabled Veterans, and Persons with Disabilities. 

DEPM played a major role in designing CR Compliance review, administered 

anonymously to all employees, on the unit; imbedded “Supplemental Diversity Survey 

(SDS)” questions into tool offering employees (veterans & non-veterans)- especially 

those with non-visible targeted & other disabilities typically underreported by 50-75 

percent, a way to report their disability statuses anonymously.  Results of data from 

just 5 of 16 reporting units so far surveyed are PWTD reported rates of 10 percent 

6 
USDA Forest Service FY 2017 

(rather than 2 percent on record); PWD reported rates of 20 percent (rather than 7 

percent on record); Total reporting PWTD status anonymously already exceeded total 

that Agency’s entire workforce reported on record. SDS also demonstrates the way 

Federal Agencies can more accurately measure and be credited for its inclusion of 

Schedule A eligible persons and Disabled Veterans. Rather than just counting total 

Schedule A hires, SDS also obtains “Total with Schedule A eligibility hired other 

ways.” It obtains total veterans with current or pending disability ratings of 30 percent 

or more, and “Disabled”. Many veterans get revised VA Disability ratings after civilian 

hire that go unreported (as preference doesn’t apply to Merit Promotion) - either from 

less than to exceeding 30 percent; or from no rating to Disabled Veteran (<30 percent) 

rating. 

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. 

Merit Promotion: Upon closure of a Merit Promotion announcement, HRM sends the 

selecting officials 2 certification lists - qualified competitive candidates and qualified 

noncompetitive candidates eligible under special authority eligible for noncompetitive 

selection as indicated on the certification list. 

Selecting officials can opt to fill their vacancy noncompetitively or competitively. 

DEMO Appointment: Upon closure of a Competitive announcement open to the public, 

HRM applies Veterans preference and creates a Certificate of Eligible Candidates. 

The Certificate may only include Veterans with preference, depending on how many 

applied and qualified. Otherwise, the certificate is typically of the “highly qualified” 

group, including qualifying candidates with noncompetitive eligibility. In cases where 

the Selecting Official opts to hire noncompetitively from qualifying Schedule A eligible 

candidates, Veteran preference is only applied to qualifying Schedule A eligible 

candidates. HRM then sends the list of qualifying candidates to the Selecting Official. 

To be considered/selected noncompetitively, qualifying Schedule A eligible candidates 

may also submit credentials without applying to Merit Promotion or DEMO 

announcements, such as in response to outreach notices; as a result of networking 

and learning of an upcoming vacancy; or otherwise connecting with officials/outreach 

staff and other opportunities materialize for which prospect might be considered. 

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 

As part of the FY 2017 strategic workforce planning process, HRM conducted 14 twoday workforce planning workshops across the Forest Service. The purpose of the 

workshops were to improve the hiring experience of managers, HR personnel, and 

current and future employees by simplifying the process of collecting workforce 

planning data, providing field units and staff with data to assess their workforce needs, 

providing training and improving skills of workforce planning teams, facilitating 

alignment of workforce planning to the budget planning cycle, identifying targeted 

outreach and recruitment opportunities, addressing developmental needs and 

beginning to identify strategies to support succession planning and closing critical skill 

7 
USDA Forest Service FY 2017 

gaps. 

New Supervisor Training covers topics including roles/expectations of supervisors in 

supporting Agency’s Affirmative Action Plan, implementing RA/PAS policy/procedures; 

and use of Special Hiring Authorities that take disability into account (e.g., Schedule 

A) to recruit PWD and PWTD for positions in the permanent workforce. 

By early 2nd Quarter FY 2018, CRSC, in consultation with CR Headquarters 

(Capacity Building & Outreach Division) will resolve how SEP functions will be shared 

at the CRSC to implement their disability programs, supported by training modules 

already developed and available via AgLearn, or to be developed and implemented on 

a quarterly basis. 

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. 

In recent renegotiations of one of our Collective Bargaining Agreements (CBA), Forest 

Service/NFFE Master Agreement, a few hiring flexibilities, including Schedule A and 

Veteran’s Recruitment Authority (VRA) were added as exceptions to the requirement 

in our CBA to also advertise positions via Merit Promotion. This change helped make 

use of those authorities more efficient. 

During workforce planning session, and in all new Supervisor Training, use of special 

hiring authorities are explained to hiring managers including Schedule A, 30 percent 

disabled veterans, disabled veterans enrolled in a Veteran Affairs (VA) training 

program and Operation Warfighter. Supervisor Training will also include 

roles/expectations of supervisors in supporting Agency’s Affirmative Action Plan and 

implementing RA/PAS policy/procedures. 

HRM/CR National Workforce Recruitment Initiative to provide the structure, process 

and capacity for the agency to hire 1,000 new employees through the National 

Collective Recruiting and Hiring initiative, with a goal of increasing the number of 

diverse candidates available for selection within the event. 

Ensure candidate pools are at least 20 percent diverse for each targeted event. 

Provided year round expertise and assist Forest Service Units/Staff seeking to support 

Federal, Departmental, or Agency internship programs, such as those outreaching to 

Wounded Warriors, Disabled Veterans, and Persons with Disabilities. 

DEPM played a major role in designing CR Compliance review, administered 

anonymously to all employees, on the unit; imbedded “Supplemental Diversity Survey 

(SDS)” questions into tool offering employees (veterans & non-veterans)- especially 

those with non-visible targeted & other disabilities typically underreported by 50-75 

percent, a way to report their disability statuses anonymously.  Results of data from 

just 5 of 16 reporting units so far surveyed are PWTD reported rates of 10 percent 

(rather than 2 percent on record); PWD reported rates of 20 percent (rather than 7 

percent on record); Total reporting PWTD status anonymously already exceeded total 

that Agency’s entire workforce reported on record. SDS also demonstrates the way 

Federal Agencies can more accurately measure and be credited for its inclusion of 

Schedule A eligible persons and Disabled Veterans. Rather than just counting total 

Schedule A hires, SDS also obtains “Total with Schedule A eligibility hired other 

ways.” It obtains total veterans with current or pending disability ratings of 30 percent 

or more, and “Disabled”. Many veterans get revised VA Disability ratings after civilian 

hire that go unreported (as preference doesn’t apply to Merit Promotion) - either from 

less than to exceeding 30 percent; or from no rating to Disabled Veteran (<30 percent) 

8 
USDA Forest Service FY 2017 

rating. 

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 

Total for hires of PWD in Permanent Workforce for FY 2017 was 2.0 percent which is 

10 percent under benchmark. 

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. 

a. New Hires for MCO (PWD) Answer: Yes 

b. New Hires for MCO (PWTD) Answer: Yes 

New Hire for MCO (PWD) selections fall below the benchmark in Occupational Series 

0408 and 0454. 

New Hire for MCO (PWTD) selections fall below the benchmark in Occupational 

Series 0301, 0340, 0462 and 1101. 

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 missioncritical occupations (MCO)? If “yes”, please describe the triggers below. 

a. Qualified Applicants for MCO (PWD) Answer: Yes 

b. Qualified Applicants for MCO (PWTD) Answer: No 

Qualified applicants for MCO (PWD) fall below benchmark in Occupational series 

0301, 0340, 0462 and 1101. 

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. 

a. Promotions for MCO (PWD) Answer: No 

b. Promotions for MCO (PWTD) Answer: No 

MD-715 Tables do not track this information. Working to develop reports to track and 

monitor. 

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, 

9 
USDA Forest Service FY 2017 

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. 

Using Table B12 to monitor. The Agency has two Leadership Training Programs:

 • The Senior Leader Program follows a competitive internal selection process, with 

final vetting by the agency’s Executive LeadershipTeam.

 • The National New Leader Program. Employees in a permanent position at the GS 

7-11 grade level, with one full year of agency service at the time of application 

submission can apply for this program. 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. 

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, which are included with 

the employee’s application package. 

B. CAREER DEVELOPMENT OPPORTUNITIES 

1. Please describe the career development opportunities that the agency provides 

to its employees. 

See Part I.1 

2. 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 applicants and the applicant pool for selectees.) If "yes", 

describe the trigger(s) in the text box. 

a. Applicants (PWD) Answer: No 

b. Selections (PWD) Answer: No 

3. Do triggers exist for PWTD among the applicants and/or selectees for any of 

the career development programs identified? (The appropriate benchmarks are 

the relevant applicant pool for applicants and the applicant pool for selectees.) 

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

a. Applicants (PWTD) Answer: No 

b. Selections (PWTD) Answer: No 

C. AWARDS 

10 
USDA Forest Service FY 2017 

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 

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: No 

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 

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. 

a. SES 

i. Qualified Internal Applicants (PWD) Answer: No 

ii. Internal Selections (PWD) Answer: No 

b. Grade GS-15 

i.Qualified Internal Applicants (PWD) Answer: No 

ii. Internal Selections (PWD) Answer: No 

c. Grade GS-14 

i.Qualified Internal Applicants (PWD) Answer: No 

ii. Internal Selections (PWD) Answer: No 

11 
USDA Forest Service FY 2017 

d. Grade GS-13 

i.Qualified Internal Applicants (PWD) Answer: No 

ii. Internal Selections (PWD) Answer: No 

MD-715 Tables do not track this information. Working to develop reports to track and 

monitor. 

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. 

a. SES 

i. Qualified Internal Applicants (PWTD) Answer: No 

ii. Internal Selections (PWTD) Answer: No 

b. Grade GS-15 

i.Qualified Internal Applicants (PWTD) Answer: No 

ii. Internal Selections (PWTD) Answer: No 

c. Grade GS-14 

i.Qualified Internal Applicants (PWTD) Answer: No 

ii. Internal Selections (PWTD) Answer: No 

d. Grade GS-13 

i.Qualified Internal Applicants (PWTD) Answer: No 

ii. Internal Selections (PWTD) Answer: No 

MD-715 Tables do not track this information. Working to develop reports to track and 

monitor. 

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. 

a. New Hires to SES (PWD) Answer: No 

b. New Hires to GS-15 (PWD) Answer: No 

c. New Hires to GS-14 (PWD) Answer: No 

d. New Hires to GS-13 (PWD) Answer: No 

12 
USDA Forest Service FY 2017 

USDA hires SES employees, not the Forest Service. 

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. 

a. New Hires to SES (PWTD) Answer: Yes 

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

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

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

USDA hires SES employees, not the Forest Service 

GS-15 falls 2.18 percent below benchmark 

GS-14 falls 1.16 percent below benchmark 

GS-13 falls 1.54 percent below benchmark 

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. 

a. Executives 

i. Qualified Internal Applicants (PWD) Answer: No 

ii. Internal Selections (PWD) Answer: No 

b. Managers 

i.Qualified Internal Applicants (PWD) Answer: No 

ii. Internal Selections (PWD) Answer: No 

c. Supervisors 

i.Qualified Internal Applicants (PWD) Answer: No 

ii. Internal Selections (PWD) Answer: No 

MD-715 Tables do not track this information. Working to develop reports to track and 

monitor. 

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USDA Forest Service FY 2017 

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. 

a. Executives 

i. Qualified Internal Applicants (PWTD) Answer: No 

ii. Internal Selections (PWTD) Answer: No 

b. Managers 

i.Qualified Internal Applicants (PWTD) Answer: No 

ii. Internal Selections (PWTD) Answer: No 

c. Supervisors 

i.Qualified Internal Applicants (PWTD) Answer: No 

ii. Internal Selections (PWTD) Answer: No 

MD-715 Tables do not track this information. Working to develop reports to track and 

monitor. 

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. 

a. New Hires for Executives (PWD) Answer: No 

b. New Hires for Managers (PWD) Answer: No 

c. New Hires for Supervisors (PWD) Answer: No 

MD-715 Tables do not track this information. Working to develop reports to track and 

monitor. 

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. 

a. New Hires for Executives (PWTD) Answer: No 

b. New Hires for Managers (PWTD) Answer: No 

c. New Hires for Supervisors (PWTD) Answer: No 

MD-715 Tables do not track this information. Working to develop reports to track and 

monitor. 

Section VI: Plan to Improve Retention of Persons with Disabilities 

14 
USDA Forest Service FY 2017 

To be a 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 personal 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 

Altough, it is urged to convert Schedule A employees, it is management’s choice. The 

below reference is from the updated standard operating procedures (SOP). 

Schedule A - Disability Conversion to C/CCA Updated: October 12, 2016 

References: 5 CFR Part 213.3102(u); Guide to Processing Personnel Actions, 

Chapter 9; OPM Website- Disability Employment, Schedule A Hiring Authority. 

Summary 

An agency may noncompetitively convert to the competitive service an employee who 

has completed 2 or more years of satisfactory service on a non-temporary Schedule A 

appointment. The conversion must be at the same grade level and a separate action 

processed for a career ladder promotion (if applicable). 

Note: There is no requirement to convert the employee and they may remain under a 

Schedule A appointment for their entire career; Forest Service urges 

managers/supervisors to convert Schedule A employees. 

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 exceeded the benchmark by 3.89 percent 

Voluntary separations exceeded the benchmark by 16.22 percent 

3. Using the inclusion rate as the benchmark, did the percentage of PWTD among 

voluntary and involuntary separations exceed that of persons without targeted 

disabilities? If "yes", describe the trigger below. 

a. Voluntary Separations (PWTD) Answer: No 

b. Involuntary Separations (PWTD) Answer: Yes 

Involuntary separations exceeded the benchmark by 6.37 percent. 

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. 

Current exit survey does not collect PWD or PWTD information. 

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USDA Forest Service FY 2017 

B. ACCESSIBILITY OF TECHNOLOGY AND FACILITIES 

Pursuant to 29 C.F.R. § 1614.203(d)(4), federal agencies are required to inform job 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. 

Forest Service public website at https://www.fs.fed.us contains a link to the USDA 

Accessibility Statement addressing rights under Section 508. 

The Forest Service public website above has a link to the USDA Nondiscrimination 

Statement which contains the instructions for filing 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. 

Forest Service public website at 

https://www.fs.fed.us/recreation/programs/accessibility/ contains a section titled 

Accessibility Laws, Regulations, Policies and Guidelines. This section contains 

additional links to rights under ABA, ABAAS, Section 504, 508, and ADA Title V 

Section 508c. 

The section above has a link to the nondiscrimination statement/instructions on how to 

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. 

Last year, the Forest Service recorded two short presentations, “Accessible and 

Effective Communications” and “Color-Blindness,” to bring an awareness to all 

employees that our websites, electronic documents, power-points, etc. must be 508 

Compliant. 

Forest Service is currently collaborating with the USDA Target Center to research the 

feasibility of offering video remote interpretation services at all Regional, Supervisory, 

and District offices/Visitor Centers to provide individuals who are deaf or hard of 

hearing “on-demand sign language” via a laptop or iPad. 

As of October 2017, the Forest Service achieved accessibility in 49.5 percent of 

recreation buildings and 

29.7 percent of recreation sites such as campgrounds and picnic areas. Forest 

Service provides a larger number of a wide range of accessible recreation sites and 

facilities than any other entity. 

For employees and the Public who may have visual impairments, OCR recorded and 

posted two presentations, "Accessible and Effective Communications" and "Colorblindness," for all employees to view on intranet. These presentations were to provide 

awareness surrounding the requirements that our electronic documents are 508 

compliant for individuals with visual impairments. 

CR created and posted a resource titled, "Effective and Accessible Communications," 

on the CR intranet. This resource contains a short summary of Accessible 

Communications under Section 508, 504, and LEP. It also contains the website for 

each program area and a POC for assistance. 

16 
USDA Forest Service FY 2017 

National Facilities Program Management is working to improve the strategic approach 

to facilities management in general. That work will result in the identification of 

deficiencies as a first step in making improvements to priority facilities that are 

deficient. Additionally, we're requiring this issue be more thoroughly addressed in the 

process of facility master planning at the unit level. (POC Michael Balen, 

mbalen@fs.fed.us) 

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.) 

84.5 percent of cases are processed timely. 

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. 

185 of a total of 237 RA requests for FY 2017 have been processed and closed. 

RA trends, along with EEO trends, were discussed with top regional leaders on a 

monthly basis as part of an overall discussion of the status of the CR Service Center. 

Ongoing training by CR Service Centers’ RA Specialists are provided at Regional 

Leadership Team meetings and to RSA employees overall.

 • Over 1,000 employees were trained this year in the reasonable accommodation 

process. 

RA Specialists use the Labor Employee Relations Information System (LERIS) RA 

database to track and process RA requests. The most recent data shows RA requests 

processing within the targeted 30 days is approaching 90 percent. LERIS will also 

allow DPMs to produce customized reports that are tailored to a particular region’s 

issues. The Forest Service continues to focus on improving timeliness of processing 

as we are working with a USDA inter-agency workgroup to revise the Agency’s 

reasonable accommodation policy and procedures. 

Though all requests were not monitored for trends, trends were noted. One trend 

occurring was an increase in requests for use of an “Assistance” or “Companion 

Animal.” Unlike service animals, companion animals are not individually trained to 

perform specific kinds of tasks. Instead, the principle service is simply companionship. 

While service animals are trained to behave flawlessly in public, companion animals 

may or may not be as well-behaved. 

D. PERSONAL ASSISTANCE SERVICES ALLOWING EMPLOYEES TO 

PARTICIPATE IN THE WORKPLACE 

17 
USDA Forest Service FY 2017 

Pursuant to 29 C.F.R. § 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, 

timely providing approved services, conducting training for managers and supervisors, and 

monitoring PAS requests for trends. 

The Agency developed an interim policy until further direction from the Department is 

received. Requests for RA and PAS will be covered under one policy/procedures. 

Provision of PAS as RA during travel have been provided as needed since inception 

of the RA policy/procedures. 

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 government-wide 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. 

N/A 

B. EEO COMPLAINT DATA INVOLVING REASONABLE 

ACCOMMODATION 

1. During the last fiscal year, did a higher percentage of PWD file a formal EEO 

complaint alleging failure to provide a reasonable accommodation, as 

compared to the government-wide average? 

Answer: Yes 

2. During the last fiscal year, did any complaints alleging failure to provide 

reasonable accommodation result in a finding of discrimination or a settlement 

agreement? 

Answer: No 

3. If the agency had one or more findings of discrimination involving the failure to 

provide a reasonable accommodation during the last fiscal year, please 

describe the corrective measures taken by the agency. 

N/A 

Section VIII: Identification and Removal of Barriers 

18 
USDA Forest Service FY 2017 

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: Yes 

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. 

Trigger 1 

The grade level cluster for GS-01 to GS-10 is at 7.96 percent which is below the 

benchmark. 

The grade level cluster for GS-11 to SES is at 6.94 percent which is below the 

benchmark. 

Barrier(s) 

Objective(s) Increase workforce participation rates for PWD 

Responsible Official(s) 

Performance Standards Address 

the Plan? 

(Yes or No) 

Forest Service Leadership, CR and HRM Directors No 

Barrier Analysis Process Completed?

(Yes or No) 

Barrier(s) Identified?

(Yes or No) 

Yes Yes 

Sources of Data 

Sources 

Reviewed? 

(Yes or No) 

Identify Information Collected 

Workforce Data Tables Yes 

MD 715 A and B Tables, promotions, 

awards, separations 

Complaint Data (Trends) Yes 462 and No Fear Reports 

Grievance Data (Trends) No 

Findings from Decisions (e.g., 

EEO, Grievance, MSPB, AntiHarassment Processes) No 

Climate Assessment Survey (e.g., 

FEVS) Yes FEVS and Unit Surveys 

Exit Interview Data Yes 

Focus Groups No 

Interviews No 

Reports (e.g., Congress, EEOC, 

MSPB, GAO, OPM) No 

19 
USDA Forest Service FY 2017 

Sources of Data 

Sources 

Reviewed? 

(Yes or No) 

Identify Information Collected 

Other (Please Describe) No 

Target Date

(mm/dd/yyyy) 

Planned Activities Sufficient 

Staffing &

Funding

(Yes or No) 

Modified 

Date 

(mm/dd/yyyy) 

Completion

Date 

(mm/dd/yyyy) 

20 
USDA Forest Service FY 2017 

09/30/2018 Increase the use of alternative hiring 

authority 

HRM will work and collaborate with 

CR managers regarding recruitment 

and hiring initiatives, workforce and 

succession planning and serving on 

the Forest Service Human Capital 

Planning Workforce Group. 

CR and HRM will collaborate to make 

better use of applicant flow data in 

developing actionable strategies for 

improving diversity, outreach and 

recruitment. 

CR will collaborate with HRM to 

identify areas for improving diversity 

and develop tools for hiring 

managers to utilize a targeted 

outreach plan. 

Further educate and motivate 

candidates with potential Schedule 

an eligibility to pursue Certification by 

DEPM developing training tool by 

which CR Outreach Staff, National 

Recruitment Team, and Partnership 

Organizations managing Forest 

Service-collaborative internship can 

communicate this information to 

potential candidates. 

DEPM develop training tool further 

clarifying to applicants and 

employees how voluntarily reporting 

of all your disability statuses can 

positively impact the public’s and 

management’s awareness of 

disability representation/ prevalence, 

and open doors to additional hiring 

and promotion. 

Continued use of Supplemental 

Diversity Survey as a simple, quick 

tool by which the Agency units can 

anonymously obtain more candid, 

complete snapshots of overall 

workforce diversity data, including 

otherwise non-visible or obvious 

disability statuses (veteran disability 

ratings, and civilian PWTD/PWD 

disabilities/severe health conditions), 

other RNO/ERI, LGBTQ, and gender 

data. Information used for 

educational, awareness, and 

sensitivity purposes, and potential 

alternative or supplemental EEOC 

reporting purposes. 

Yes 

Fiscal Year Accomplishments 

2018 DEPM will develop a training tool as a resource for the CR outreach staff, National 

Trigger 2 PWD are separating at rates that hinder gains in the workforce

The Agency lacks the ability to analyze exit survey data for PWD; Exit interviews

Barrier(s) are conducted by supervisors and data is not reported/collected in any national way 

to identify trends. 

21 
USDA Forest Service FY 2017 

Objective(s) Retention of diverse highly-qualified employees through increasing cultural 

competencies 

Responsible Official(s) 

Performance Standards Address 

the Plan? 

(Yes or No) 

Forest Service Leadership, CR and HRM Directors No 

Barrier Analysis Process Completed?

(Yes or No) 

Barrier(s) Identified?

(Yes or No) 

No Yes 

Sources of Data 

Sources 

Reviewed? 

(Yes or No) 

Identify Information Collected 

Workforce Data Tables Yes 

MD 715 A and B Tables, promotions, 

awards, separations 

Complaint Data (Trends) Yes 462 and No Fear Reports 

Grievance Data (Trends) No 

Findings from Decisions (e.g., 

EEO, Grievance, MSPB, AntiHarassment Processes) No 

Climate Assessment Survey (e.g., 

FEVS) Yes FEVS and Unit Surveys 

Exit Interview Data Yes 

Exit Interview Survey results, reasons for 

separation from agency 

Focus Groups No 

Interviews No 

Reports (e.g., Congress, EEOC, 

MSPB, GAO, OPM) No 

Other (Please Describe) No 

Target Date

(mm/dd/yyyy) 

Planned Activities Sufficient 

Staffing &

Funding

(Yes or No) 

Modified 

Date 

(mm/dd/yyyy) 

Completion

Date 

(mm/dd/yyyy) 

22 
USDA Forest Service FY 2017 

09/28/2018 HRM and CR collaborate to update 

Exit Survey to capture PWD and 

PWTD 

Provide quarterly reports of national 

data and trend analysis for PWD and 

PWTD to include reasonable 

accommodation to Agency leadership 

and Civil Rights directors in the field. 

Raise awareness, and attitudes 

toward inclusion, by continued use of 

Supplemental Diversity Survey as a 

simple, quick tool by which Agency 

Units can anonymously obtain more 

candid complete snapshots and 

awareness of their overall workforce 

diversity representation, including 

otherwise non-visible or obvious 

disability statuses (veteran disability 

ratings, and civilian PWTD/PWD 

disabilities/severe health conditions). 

To bring more visibility and 

embracing of disability diversity in 

workforce, DEPM will develop a 

training tool for presenting and 

clarifying how to obtain Schedule A 

Certification, if eligible, and the 

versatility this noncompetitive 

eligibility offers as a strategy for 

alerting recruiters/selecting officials of 

the disability diversity prospects offer 

the federal workforce, and opening 

doors to more federal employment, 

promotion, and retention 

opportunities. 

To encourage more candid, complete 

voluntary reporting of disability 

statuses and thus raising awareness, 

cultural competency, DEPM will 

develop a training tool for clarifying 

how the varied disability data 

agencies ask veterans and nonveterans to voluntarily provide “for 

statistical reporting purposes” while 

interns, applicants, new hires, and 

continuing employees (if 

veteran/civilian disability status 

changes) can impact their 

opportunities for Federal hiring, 

promotion, and retention. 

Yes 

Fiscal Year Accomplishments 

2018 DEPM develop training tool as resource for CR outreach staff, National Recruitment 

23 
USDA Forest Service FY 2017 

4. Please explain the factor(s) that prevented the agency from timely completing 

any of the planned activities. 

N/A 

5. For the planned activities that were completed, please describe the actual 

impact of those activities toward eliminating the barrier(s). 

DEPM developed training tools in the first quarter of FY 2018 to promote Schedule A 

Certification. A separate training educates interns, applicants, new hires, and 

continuing employees (veterans and non- veterans) about the value of their voluntary 

reported disability data, including as ongoing employees should notify the agency as 

their disability status changes occur. Both tools will be tested during remaining 

quarters of FY. 

Supplemental Diversity Survey (SDS) questions remain imbedded in Civil Rights EEO 

Compliance Reviews that will be conducted in FY 2018. During the first quarter of FY 

2018, additional questions will be added to gauge how much of disability data reported 

by respondent is new/not also reported on record. In past three fiscal years, the SDS 

questionnaire was presented to all employees of 5 out of 16 reporting units. With 37 

percent of employees responding, representation rates for PWTD statuses were 

around 10 percent; total reporting anonymously from 5 units exceeded total reported 

on record from all 16 units Agency-wide. The total PWD averaged close to 20 percent 

reporting rate, rather than 7 percent reported on record. Percent of Veterans reporting 

“30 percent or more disabled rating” anonymously exceeded Agency rate reported on 

record. Survey also was able to capture “total Schedule A eligibles employed (via any 

Authority), rather than just total hired under Schedule A- i.e. and more accurate 

measure for crediting degree to which Agency supports employment of Schedule A 

eligibles.” 

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. 

N/A 

24