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USDA Forest Service FY 2019

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 7.65% which is below the benchmark. The grade level cluster for GS-11 to SES is 

at 7.15% which is below the benchmark.

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

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

metropolitan region.

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

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

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

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

Grade Level Cluster(GS or Alternate Pay 

Planb)

Total Reportable Disability Targeted Disability

# # % # %

Numarical Goal -- 12% 2%

Grades GS-1 to GS-10

Grades GS-11 to SES

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

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

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

Section II: Model Disability Program

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

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

and oversee any other disability hiring and advancement program the agency has in place.
USDA Forest Service FY 2019

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

PROGRAM

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

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

Answer Yes

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

employment status, and responsible official.

Disability Program Task

# of FTE Staff By Employment Status Responsible Official 

(Name, Title, Office 

Full Time Part Time Collateral Duty Email)

Processing applications from PWD and PWTD 132 0 0 Erica Nieto

Assistant Director

erica.nieto@usda.gov

Answering questions from the public about 

hiring authorities that take disability into 

account

132 0 0 Erica Nieto

Assistant Director

erica.nieto@usda.gov

Processing reasonable accommodation requests 

from applicants and employees

6 0 0 Sherry L. Neal

Branch Chief, Reasonable 

Accommodations

Sherry.Neal@usda.gov

Section 508 Compliance 1 0 0 Stacey Martinez

Information Technology 

Specialist

stacey.a.martinez@usda.gov

Architectural Barriers Act Compliance 1 0 0 Matthew Arnn

Chief Landscape Architect

matthew.arnn@usda.gov

Special Emphasis Program for PWD and 

PWTD

1 6 0 Gerald P. McGaughran

Disability Employment 

Program Manager

jerry.mcgaughran@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

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

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

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

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

B. PLAN TO ENSURE SUFFICIENT FUNDING FOR THE DISABILITY PROGRAM

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

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

funding and other resources.

Answer Yes
USDA Forest Service FY 2019

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Section III: Program Deficiencies In The Disability Program
USDA Forest Service FY 2019

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Brief Description of Program 

Deficiency

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

address in the comments column.
USDA Forest Service FY 2019

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Objective

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

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

workplace to inform employees and applicants.

Target Date Oct 31, 2019

Completion Date

Planned Activities

Target Date Completion Date Planned Activity

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

Letter, regarding corrective actions.

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

approved by the EEOC

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

information to attain Personal Assistance Services (PAS).

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

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

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

Agency public website.

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

Accomplishments
USDA Forest Service FY 2019

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Fiscal Year Accomplishment

2019 The FS adopted the PWD 12% numerical goal. Compliant RA procedures were 

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

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

policy and the FS adopts it. • USDA FS RA procedures were posted on the 

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

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

Designated an Acting Branch Chief for RA. Reasonable Accommodation 

Specialists were previously supervised by Service Center CR Directors in 

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

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

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

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

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

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

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

units serviced written information on EEO programs, and administrative and 

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

annual basis and readily provides information upon request. Additionally, 

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

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

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

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

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

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

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

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

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

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

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

Attorney trainer from OGC. Participants included all supervisors and leaders 

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

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

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

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

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

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

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

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

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

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

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

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

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

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

from the RA Specialists for the RA SOP, that included processing timelines.
USDA Forest Service FY 2019

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Brief Description of Program 

Deficiency

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

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

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

Objective Ensure 90% of RAs are processed within 30 business days minimum.

Target Date Sep 30, 2018

Completion Date

Planned Activities

Target Date Completion Date Planned Activity

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

Agency leadership and field CR Directors in the field.

Jun 30, 2019 September 30, 2020 Report RA negative and positive processing time impacts and update RA 

processing practitioners

Sep 30, 2019 Monitor all RA requests to report progress towards 90% RAs processing 

within 30 business days

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

are trained, and skilled regarding RA and PAS administration 

requirements.

Accomplishments

Fiscal Year Accomplishment

2019 • The MD-715 Report score for FY19 period (10/1/2018 to 9/30/2019), is 

79.55% or 80%, or <-10.45% below the required 90% of RA requests to be 

processed within the 30-day timeframe • Training concerning Labor and 

Employee Relations Information System was provided to all RA specialists • RA 

process training, lecture, documentation, and interactive processes dates § May 

30; June 9; June 17; July 30; August 15; August 20; Sep 3 • Meetings were held 

with HRM staff regarding the Accommodation of Last Resort SOP process § 

June 5-7; June 26-28 (face-to-face) § July 23 briefing conducted by Mark Green, 

Acting National Director, HRM • Northeastern Service Center (NESC): NESC 

offered two trainings in FY 2019. The first training, entitled The Reasonable 

Accommodations Process was conducted by RA Specialist, Juliet Charity-Moore 

on March 27, 2019, via Adobe Connect. There were approximately 80+ 

connections. Please note: some connections had multiple employees in 

attendance. • NESC planned an additional training in the fourth quarter. Using 

Rehabilitation Services and the Reasonable Accommodations Process to Increase 

Recruitment and Retention was offered on September 19, NESC SEPMs, the 

OCR RA Unit and the Consortium of State Administrators for Vocational 

Rehabilitation (CASVR). The training illustrated how managers and employees 

could use the services of CASVR with the RA process to assist employee 

recruitment as well as how VR along with RA can boost employee retention 

among the current workforce who experience a disability. The training also 

highlighted the 10-year historic partnership between the NESC and CSAVR and 

how the return on the investment made for the Service Center has been multifold. 

The benefits of the partnership include customized services, resources and 

consultations for needs such interpretative services, employment law, training, 

workplace assessments, outreach, recruitment and retention services. This 

training has approximately 100+ connections. Note: some connections had 

multiple employees in attendance. • The Pacific Southwest Region CRCS 

conducted four Functional Assistance Trips (FATs) in FY 2019: 1) Regional 

Office Engineering Staff (June 3-7, 2019); 2) Mendocino National Forest in 

northern California (July 29-August 1, 2019); 3) Regional Office Information 

Management (August 13, 2019); and 4) Sequoia National Forest (September 

16-19 2019). Information packets were provided to all the employees and 

contained the RA Process. The packet also included EEO laws and policies that 

prohibit discrimination, prevent sexual harassment; a listing of contacts of the 

R5-CR staff and R5 Forest CR Officers; and resources and processes that are 

available to employees such as the CMP Program and the EEO Complaint 

Process.
USDA Forest Service FY 2019

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Section IV: Plan to Recruit and Hire Individuals with Disabilities

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

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

PWD and PWTD

A. PLAN TO IDENTIFY JOB APPLICATIONS WITH DISABILITIES

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

targeted disabilities.

Key Programs, Resources, Strategies: • The FY20 FS Recruitment Plans - participation with National Talent Acquisition Network 

and other coordinated national recruitment events focusing on outreach/ recruitment of PWD/PWTD candidates. • Customized 

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

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

recruitment network sources. • FY 20 FS Recruitment Plans will utilize recruitment sources including: Resume Mining USAJOBs, 

Department of Labor’s Workforce Recruitment Program of Schedule A eligible college students and recent graduates, Job Corps 

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

Vocational Rehab, National Employment Team (NET), Veteran Recruitment Agencies, Centers for Independent Living, Disability 

& Veterans Community Resources Directory, Employment Networks, and Recruit Ability. • The FS negotiated the Union 

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

2. Pursuant to 29 C.F.R. §1614.203(a)(3), describe the agency’s use of hiring authorities that take disability into account 

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

• HR conducts applicant eligibility reviews for competitive and non-competitive hiring authorities based on the area of 

consideration in a JOA and refers eligible applicants to the selecting officials. • Agency Union Agreement supports flexibility of 

Selecting Officials to fill vacancies noncompetitively via Schedule A at any grade level. • Agency Employment Outreach Database 

provides eligible external and internal Schedule A candidates the opportunity to respond directly to selecting officials posting 

Outreach Notices before officials have opted to post their vacancies on USAJobs and thus a chance of convincing officials, in 

advance, to consider or even select them noncompetitively, rather than proceeding to post their vacancy on USAJobs.

3. When individuals apply for a position under a hiring authority that takes disability into account (e.g., Schedule A), explain 

how the agency (1) determines if the individual is eligible for appointment under such authority; and, (2) forwards the 

individual's application to the relevant hiring officials with an explanation of how and when the individual may be 

appointed.

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

grade level. • Agency Employment Outreach Database provides eligible external and internal Schedule A candidates the 

opportunity to respond directly to Selecting Officials posting Outreach Notices before Officials have opted to post their vacancies 

on USAJobs and thus a chance of convincing Officials, in advance, to consider or even select them noncompetitively, rather than 

proceeding to post their vacancy on USAJobs.

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

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

this training.

Answer Yes

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

resources available through SEPs.

B. PLAN TO ESTABLISH CONTACTS WITH DISABILITY EMPLOYMENT ORGANIZATIONS
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Describe the agency’s efforts to establish and maintain contacts with organizations that assist PWD, including PWTD, in 

securing and maintaining employment.

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

grade level. • Agency Employment Outreach Database provides eligible external and internal Schedule A candidates the 

opportunity to respond directly to Selecting Officials posting Outreach Notices before Officials have opted to post their vacancies 

on USAJobs and thus a chance of convincing Officials, in advance, to consider or even select them noncompetitively, rather than 

proceeding to post their vacancy on USAJobs. • The FY 20 FS Recruitment Plans - participation with NTAN and other coordinated 

national recruitment events focusing on outreach/ recruitment of PWD/PWTD candidates. • Customized Recruitment Plans for 

specific event are developed, including assignment of members of the national cadre to attend each event. • Recruiter cadre are 

trained/informed regarding updated guidance, use of Schedule A Authority, and shared key PWD/PWTD recruitment network 

sources. • FY 20 FS Recruitment Plans will utilize recruitment sources including: Resume Mining USAJOBs, Department of 

Labor’s WRP of Schedule A eligible college students and recent graduates, Job Corps Centers; and POCs at local schools/colleges 

serving students with disabilities, AJCs, Council of State Administrators of Vocational Rehabilitation, NET, Veteran Recruitment 

Agencies, Centers for Independent Living, Disability & Veterans Community Resources Directory, ENs, and Recruit Ability. • 

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

any grade level.

C. PROGRESSION TOWARDS GOALS (RECRUITMENT AND HIRING)

1. Using the goals of 12% for PWD and 2% for PWTD as the benchmarks, do triggers exist for PWD and/or PWTD among 

the new hires in the permanent workforce? If “yes”, please describe the triggers below.

a. New Hires for Permanent Workforce (PWD) Answer Yes

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

A trigger among permanent workforce New Hires is PWD are presently at 8.91% which is below EEOC’s 12% goal. However, this 

number has increased from 7.38% in FY 2018.

New Hires Total

Reportable Disability Targeted Disability

Permanent 

Workforce

Temporary 

Workforce

Permanent 

Workforce

Temporary 

Workforce

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

0

0

0

% of Total 

Applicants

% of Qualified 

Applicants

% of New Hires

2. Using the qualified applicant pool as the benchmark, do triggers exist for PWD and/or PWTD among the new hires for any 

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

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

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

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

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

and percentage of selections. In the meantime, other means are being developed to monitor this information.
USDA Forest Service FY 2019

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New Hires to 

Mission-Critical 

Occupations

Total

Reportable Disability Targetable Disability

Qualified 

Applicants New Hires Qualified Applicants New Hires

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

Numerical Goal -- 12% 2%

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

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

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

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

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

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

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

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

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

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

a. Promotions for MCO (PWD) Answer No

b. Promotions for MCO (PWTD) Answer No

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

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

Section V: Plan to Ensure Advancement Opportunities for Employees with 

Disabilities

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

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

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

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

A. ADVANCEMENT PROGRAM PLAN

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

The Agency has two Leadership Training Programs: 1) The Senior Leader Program (SLP) follows a competitive internal selection 

process, with final vetting by the Agency’s Executive Leadership Team; 2) The National New Leader Program. Any permanent 

employee with one full year of Agency service at the time of application submission can apply at the GS 7-11 level. Individuals are 

nominated for this program based on their desire and interest to develop their leadership potential and their high self-motivation to 

complete all requirements and participate fully in all components of the program. The unit will collect applications and establish its 

review process for prioritizing nominations. Once the applicant has completed their portion of the application package, the applicant 

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

include with the application package. Employees with disabilities activities might include specialized training and mentoring 

programs, career development opportunities, awards programs, promotions, and similar programs that address advancement. In this 

section, agencies should identify, and provide data on programs designed to ensure advancement opportunities for employees with 

disabilities.

B. CAREER DEVELOPMENT OPPORTUNITES

1. Please describe the career development opportunities that the agency provides to its employees.
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Methods are being developed to monitor and report this information, which is readily available to line officers and management 

officials through official request to the WO HRM DMAT. USDA is responsible for all aspects of SES program administration, 

selections and placements.

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

supervisory recommendation/ approval to participate.

Career Development 

Opportunities

Total Participants PWD PWTD

Applicants (#) Selectees (#)

 Applicants 

(%) Selectees (%)

 Applicants 

(%) Selectees (%)

Training Programs 80 0.00 2.50

Other Career Development 

Programs

429 1.17 3.50

Internship Programs

Fellowship Programs

Mentoring Programs

Coaching Programs

Detail Programs

3. Do triggers exist for PWD among the applicants and/or selectees for any of the career development programs? (The 

appropriate benchmarks are the relevant applicant pool for the applicants and the applicant pool for selectees.) If “yes”, 

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

plan to provide the data in the text box.

a. Applicants (PWD) Answer N/A

b. Selections (PWD) Answer N/A

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

officials through official request to the WO HRM DMAT.

4. Do triggers exist for PWTD among the applicants and/or selectees for any of the career development programs? (The 

appropriate benchmarks are the relevant applicant pool for the applicants and the applicant pool for selectees.) If “yes”, 

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

plan to provide the data in the text box.

a. Applicants (PWTD) Answer N/A

b. Selections (PWTD) Answer N/A

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

officials through official request to the WO HRM DMAT.

C. AWARDS

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

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

a. Awards, Bonuses, & Incentives (PWD) Answer No

b. Awards, Bonuses, & Incentives (PWTD) Answer Yes
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The PWTD inclusion rate was 76.10% compared to PWOTD rate which is 69.66%

Time-Off Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Cash Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

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

Other Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Performance Based Pay Increase 0 0.00 0.00 0.00 0.00

3. If the agency has other types of employee recognition programs, are PWD and/or PWTD recognized disproportionately 

less than employees without disabilities? (The appropriate benchmark is the inclusion rate.) If “yes”, describe the 

employee recognition program and relevant data in the text box.

a. Other Types of Recognition (PWD) Answer N/A

b. Other Types of Recognition (PWTD) Answer N/A

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

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

or time-off awards. However, there is no existing structured report to document these trends. Therefore, the FS in the meantime is 

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

D. PROMOTIONS

1. Does your agency have a trigger involving PWD among the qualified internal applicants and/or selectees for promotions to 

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

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

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

plan to provide the data in the text box.

a. SES

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

ii. Internal Selections (PWD) Answer N/A

b. Grade GS-15

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

ii. Internal Selections (PWD) Answer N/A

c. Grade GS-14

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

ii. Internal Selections (PWD) Answer N/A
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d. Grade GS-13

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

ii. Internal Selections (PWD) Answer N/A

a. Internal Selections for Promotions SES b. Internal Selections for Promotions PWD 6/4.29% c. Internal Selections for Promotions 

PWD 16/6.11% d. Internal Selections for Promotions PWD 47/7.30%

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

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

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

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

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

a. SES

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

ii. Internal Selections (PWTD) Answer N/A

b. Grade GS-15

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

ii. Internal Selections (PWTD) Answer N/A

c. Grade GS-14

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

ii. Internal Selections (PWTD) Answer N/A

d. Grade GS-13

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

ii. Internal Selections (PWTD) Answer N/A

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

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

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

3. Using the qualified applicant pool as the benchmark, does your agency have a trigger involving PWD among the new hires 

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

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

provide the data in the text box.

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

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

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

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

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

monitors conversions from career appointments to SES and career appointments for both PWTD and PWD. USA Staffing does not 
USDA Forest Service FY 2019

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provide information on Qualified Internal Applicants.

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

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

monitors conversions from career appointments to SES and career appointments for both PWTD and PWD. USA Staffing does not 

provide information on Qualified Internal Applicants.

5. Does your agency have a trigger involving PWD among the qualified internal applicants and/or selectees for promotions to 

supervisory

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

applicant pool for selectees.) If “yes”, describe the trigger(s) in the text box. Select “n/a” if the applicant data is not 

available for your agency, and describe your plan to provide the data in the text box.

a. Executives

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

ii. Internal Selections (PWD) Answer N/A

b. Managers

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

ii. Internal Selections (PWD) Answer N/A

c. Supervisors

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

ii. Internal Selections (PWD) Answer N/A

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

monitors conversions from career appointments to SES and career appointments for both PWTD and PWD. USA Staffing does not 

provide information on Qualified Internal Applicants.

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

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

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

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

a. Executives

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

ii. Internal Selections (PWTD) Answer N/A
USDA Forest Service FY 2019

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b. Managers

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

ii. Internal Selections (PWTD) Answer N/A

c. Supervisors

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

ii. Internal Selections (PWTD) Answer N/A

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

monitors conversions from career appointments to SES and career appointments for both PWTD and PWD. USA Staffing does not 

provide information on Qualified Internal Applicants.

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

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

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

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

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

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

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

monitors conversions from career appointments to SES and career appointments for both PWTD and PWD. USA Staffing does not 

provide information on Qualified Internal Applicants.

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

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

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

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

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

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

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

monitors conversions from career appointments to SES and career appointments for both PWTD and PWD. USA Staffing does not 

provide information on Qualified Internal Applicants.

Section VI: Plan to Improve Retention of Persons with Disabilities

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

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

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

accommodation program and workplace assistance services.

A. VOLUNTARY AND INVOLUNTARY SEPARATIONS

1. In this reporting period, did the agency convert all eligible Schedule A employees with a disability into the competitive 

service after two years of satisfactory service (5 C.F.R. § 213.3102(u)(6)(i))? If “no”, please explain why the agency did 

not convert all eligible Schedule A employees.
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Answer No

The FS is developing reports to track and monitor this information. Agency leaders may noncompetitively convert employees to the 

competitive service who have completed two or more years of satisfactory service on a non-temporary Schedule A appointment. FS 

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

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

whom may remain under a Schedule A appointment.

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

exceed that of persons without disabilities? If “yes”, describe the trigger below.

a.Voluntary Separations (PWD) Answer Yes

b.Involuntary Separations (PWD) Answer Yes

Voluntary Separations: The inclusion rate for PWD is 9.71% compared to 7.99% for PWOD Involuntary Separation: The inclusion 

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

Seperations Total # Reportable Disabilities %

Without Reportable 

Disabilities %

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

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

a.Voluntary Separations (PWTD) Answer Yes

b.Involuntary Separations (PWTD) Answer Yes

Voluntary Separations: PWTD Inclusion: 8.21% compared to 8.12% for PWOTD Involuntary Separation: PWTD Inclusion: 0.44% 

compared to 0.32% for PWOTD

Seperations Total # Targeted Disabilities %

Without Targeted Disabilities 

%

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.

Currently the EI Survey does not collect PWD or PWTD information. The Agency does however monitor separations by Nature of 

Action code. Based on this information, the most frequently occurring separations by Nature of Action codes are: RetirementVoluntary; Resignation; and Termination-Appointment In (another federal agency).

B. ACCESSIBILITY OF TECHNOLOGY AND FACILITIES

Pursuant to 29 CFR §1614.203(d)(4), federal agencies are required to inform applicants and employees of their rights under Section 

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

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

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

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

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

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

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

Survey Results is available in Appendices C17.
USDA Forest Service FY 2019

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

rights under the

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

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

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

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

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

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

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

Manuals 1300, 6100, and 6600, and USDA FS Handbooks 1709.11; 2709.11; and 7309.11 to ensure Agency plans and practices 

implemented and monitored FY18-FY19 improve accessibility of Agency program information, facilities, and/or technology. 

Example 1: Updates to the USDA FS policy to ensure effective telecommunication system is in place and in use for applicants and 

beneficiaries. Example 2: Issuance of accessible and effective communications resources to guarantee electronic and information 

technology compliance in accordance with Section 508 of the Rehabilitation Act of 1973. Example 3: the USDA FS-Wide Facility 

Accessibility Survey and Program Results indicate the Agency’ Recreation Site Maintenance and Capital Improvement Funding 

Program continues to focus on rehabilitation and/or replacement of facilities which are outdated and not in compliance with current 

accessibility guidelines. FY18-FY19 projects represent the improvements which are being made to administrative facilities, and 

recreation sites across the Agency to ensure that opportunities are available to PWDs. FY 2018 Facility Accessibility Survey 

Results are available in Appendix C17.

C. REASONABLE ACCOMMODATION PROGRAM

Pursuant to 29 C.F.R. § 1614.203(d)(3), agencies must adopt, post on their public website, and make available to all job applicants 

and employees, reasonable accommodation procedures.

1. Please provide the average time frame for processing initial requests for reasonable accommodations during the reporting 

period. (Please do not include previously approved requests with repetitive accommodations, such as interpreting services.)

The FY 2019 Average RA Request Processing Time Frame (10/1/2018 to 9/30/2019), is 79.55% or 80%, which is <-10.45% below 

the required 90% processed within the 30 business day 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.

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

Accessibility Information link on its front page (intranet/internet CR and USDA FS), with links included to pages on 

“Understanding Disabilities”, Awareness, Education and Training, FAQs, Web, Procurement, and Legal.

D. PERSONAL ASSISTANCE SERVICES ALLOWING EMPLOYEES TO PARTICIPATE IN THE 

WORKPLACE

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

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

hardship on the agency.

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

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

for managers and supervisors, and monitoring PAS requests for trends.
USDA Forest Service FY 2019

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

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

supervisors, managers, and employees regarding building RA and PAS administration competencies.

Section VII: EEO Complaint and Findings Data

A. EEO COMPLAINT DATA INVOLVING HARASSMENT

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

to the governmentwide average?

Answer Yes

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

discrimination or a settlement agreement?

Answer Yes

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

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

There was one finding of discrimination issued during the EEOC Hearing process. As of September 30, 2019, corrective measures 

were being determined by the Agency based on an EEOC AJ Decision.

B. EEO COMPLAINT DATA INVOLVING REASONABLE ACCOMMODATION

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

reasonable

accommodation, as compared to the government-wide average?

Answer Yes

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

discrimination or a settlement agreement?

Answer Yes

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

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

There was one (1) finding of discrimination issued during the EEOC Hearing process. As of September 30, 2019, corrective 

measures were being determined by the Agency based on an EEOC AJ Decision.

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
USDA Forest Service FY 2019

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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

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?

PWDs grade level representation in GS-01 to GS-10 is 7.65% and GS-11 to SES is 7.15% which is 

below EEOC's goal of 12% (Table B-4 FY19 Q4).

STATEMENT OF BARRIER 

GROUPS:

Barrier Group

People with Disabilities

BARRIER ANALYSIS:

Provide a description of the steps 

taken and data analyzed to 

determine cause of the condition.

STATEMENT OF 

IDENTIFIED BARRIER:

Provide a succinct statement of 

the agency policy, procedure

or practice that has been 

determined to be the barrier of the 

undesired condition.

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

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

Objective 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.

Date Objective 

Initiated

Sep 30, 2018

Target Date For 

Completion Of 

Objective

Sep 30, 2020

Responsible Officials Mark D. Green National Director, Human Resources Management

Theodore H. Gutman National Director, Civil Rights

Target Date

(mm/dd/yyyy)

Planned Activities Sufficient

Staffing &

Funding

(Yes or No)

Modified

Date

(mm/dd/yyyy)

Completion

Date

(mm/dd/yyyy)

09/30/2018 Train SCS to conduct BA SC Training to supporting uncovering 

local PWD GS-11 to SES barriers

Yes 09/30/2020

09/30/2020 Collect PWD GS-11 to SES applicant flow data Yes

09/30/2018 CR, HRM and WEPO will collaborate to edit data collections, and 

suggest additional data fields to add to increase data value

Yes 09/30/2020

09/30/2020 Manager Barrier Analysis Training Yes

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

what is causing low numbers

Yes

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

their opinion what is causing low numbers

Yes

Fiscal Year Accomplishments

2019 Collected trigger data demonstrating PWD Grade related Barriers exist

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

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STATEMENT OF 

CONDITION THAT WAS A 

TRIGGER FOR A 

POTENTIAL BARRIER:

Provide a brief narrative 

describing the condition at issue.

How was the condition 

recognized as a potential barrier?

The PWDs grade level representation in GS-01 to GS-10 is 7.65%, and in GS-11 to SES, 7.15%: 

both below the 12% standard (Table B-4 FY19 Q4).

STATEMENT OF BARRIER 

GROUPS:

Barrier Group

People with Disabilities

BARRIER ANALYSIS:

Provide a description of the steps 

taken and data analyzed to 

determine cause of the condition.

STATEMENT OF 

IDENTIFIED BARRIER:

Provide a succinct statement of 

the agency policy, procedure

or practice that has been 

determined to be the barrier of the 

undesired condition.

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

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

Objective 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.

Date Objective 

Initiated

Sep 30, 2019

Target Date For 

Completion Of 

Objective

Sep 30, 2020

Responsible Officials Theodore H. Gutman National Director, Civil Rights

Mark D. Green National Director, Human Resources Management

Target Date

(mm/dd/yyyy)

Planned Activities Sufficient

Staffing &

Funding

(Yes or No)

Modified

Date

(mm/dd/yyyy)

Completion

Date

(mm/dd/yyyy)

09/30/2020 Manager Barrier Analysis Training Yes

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

surveys to learn low number source

Yes

09/30/2018 Train SCs to conduct BA SC Training to supporting uncovering 

local PWD GS-11 to SES barriers

Yes 09/30/2020

09/30/2020 Collect PWD GS-11 to SES applicant flow data Yes

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

their opinion what is causing low numbers

Yes

09/30/2018 CR, HRM and WEPO will collaborate to edit data collections, and 

suggest additional data fields to add to increase data value

Yes 09/30/2020

Fiscal Year Accomplishments

2019 Collected Trigger data demonstrating PWD Grade related barriers exist

Selected one PWD Group to focus on during FY 2020. Barrier Analysis efforts

2019 Selected one PWD group to focus on in FY 2020. Continue initiating barrier analysis efforts.

4. Please explain the factor(s) that prevented the agency from timely completing any of the planned activities.
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N/A. Planned activities are currently underway and proceeding as scheduled. It is the Agency's goal to monitor progress toward 

correcting identified trigger by or before end of FY 2020.

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

barrier(s).

As of end of FY 2019, planned activities were still in progress. Collected trigger data among a group of PWDs, supporting 

uncovering EEO barrier and implementing a successful action plan.

6. If the planned activities did not correct the trigger(s) and/or barrier(s), please describe how the agency intends to improve 

the plan for the next fiscal year.

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

correcting identified trigger by or before end of FY 2020.