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MD-715 - Part J

Special Program 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 §l 614.203(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

l. 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.


The percentage of PWD in the GS-1 to GS-10 cluster was 5%, which is below the goal of 12%. The percentage of PWD in the GS-11 to SES cluster was 6.03%, which is below the goal of 12%.

a.Cluster GS-I to GS-10 (PWD) b.ClusterGS-11 to SES (PWD)


Answer Yes

Answer Yes


*For GS employees, please use two clusters: GS-1 to GS-10 and GS-I I 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-I I Step I in the Washington , DC metropolitan region.

  1. Using the goal of2% as the benchmark, does your agency have a trigger involving PWTD by grade level cluster in the permanent workforce? If"yes", describe the trigger(s) in the text box.


    No triggers were identified in cluster GS-1 to GS-10 because there were no PWTD among that cluster. The percent of PWTD in the GS-11 to SES cluster was 3.02% which is above the goal of 2%.

    a.Cluster GS-I to GS-10 (PWTD) b.Cluster GS-I I to SES (PWTD)


    Answer No

    Answer No


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


In FY21, the EEO Director is committed to issuing a memorandum to HR staff, hiring managers and senior leadership, describing the numerical goas set forth under Section 501 and the agency's commitment to meeting those goals. The memorandum will also emphasize improving hiring efforts in the following occupation: 0241- Mediation. Additionally, in FY21, the EEO Director will work with the Office of Human Resources to focus its efforts on surveying employees and educating them on the SF-82 (Self Identification of Disabilities) to encourage self-identification. In conjunction with the Office of Human Resources, the EEO Director will develop training on disabilities in the workplace for all employees. The Office of Human Resources will notify all employees via email about the SF-82 form with detailed instructions on how to update disability information in the online personnel system.

Section II: Model Disability Program

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

  1. PLAN TO PROVIDE SUFFICIENT & COMPETENT STAFFING FOR THE DISABILITY PROGRAM

    l. 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


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    The FMCS Benefits Officer serves as the disability program coordinator, in addition, to managing the reasonable accommodation program.




    Answer Yes

    The EEO Director collaborated with the Office of Human Resources to incorporate the following training classes that will be available both in-person or webinars through the agency learning management system: EEO Basics, Sexual Harassment Training, Reasonable Accommodations and Civility Workshop. The EEO Director also partnered with senior leadership and the Human Resource Office to identify mandatory training for staff responsible for recruiting and hiring.

    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

    The agency has provided sufficient funding and other resources to successfully implement the disability program.

    Section III: Plan to Recruit and Hire Individuals with Disabilities

    Pursuant to 29 C.F.R. §1614 .203(d)(l) (i) and (ii) , agencies must establish a plan to increase the recruitment and hiring of individuals with disabilities. The questions below are designed to identi fy outcomes of the agency's recruitment program plan for PWD and PWTD

    A. PLAN TO IDENTIFY JOB APPLICATIONS WITH DISABILITIES

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

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    1. Identify all staff responsib le for implementing the agency's disability employment program by the office , staff employm ent status , and responsible official.

    2. Has the agency provided disability program staff with sufficient training to carry out their respons ibil ities 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.


    Disability Program Task

    # ofFTE Staff By Employment Status


    Responsible Official (Name, Title, Office Email)


    Full Time


    Part Time


    Collateral Duty

    Architectural Barriers Act Compliance

    0

    0


    Cynthia Washington Director of Procurement and Operational Services

    cwashing ton@ fm cs.gov

    Processing reasonable accommodation requests from applicants and employees

    0

    0


    Natalie Samue ls Benefits Officer

    ns amuels @fmcs.gov

    Special Emphasis Program for PWD and PWTD

    0

    0


    Denise McKenney Director of EEO

    dmckenney@fmcs.gov

    Processing applications from PWD and PWTD

    0

    0


    Natalie Samuels

    Benefits Officer nsamuels@frncs.gov

    Answering questions from the public about

    hiring authorities that take disability into account

    0

    0


    Natalie Samuels

    Benefits Officer nsamuels@frncs.gov

    Section 508 Compliance

    0

    0


    Kimberly Warren

    Digital Media Strategist kwarren@fmcs.gov

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    In FY21, the Office of Human Resources identified the following goals for the recruitment of individuals with disabilities: • The EEO Director and the Office of Human Resources will develop the agency's strategic recruitment plan to ensure the incorporation of job applicants with disabilities; raise awareness and promote opportunities. • The Human Capital Manager will conduct outreach and increase awareness to Disability and Career Services Offices on college and university campus by educating students and recent graduates with disabilities regarding the employment opportunities and hiring flexibilities within the FMCS. • The Office of Human Resources will collaborate with national disability organizations and develop an agency talent database to increase the number of eligible Schedule A job-seekers. • The Office of Human Resource and the EEO Director will work with the Digital Media Strategist to develop a social media outreach program to promote opportunities for individuals with disabilities on the agency's Facebook page and website. • The Office of Human Resources will develop and maintain a talent database that includes individuals with disabilities who are eligible to be appointed under the hiring authority that takes disability into account. • The Office of Human Resources will encourage departments to use the talent database for qualified applicants with disabilities

    for vacant position and/or detail opportunities.



    The Office of Human Resources (OHR) encourages managers to use Schedule A to fill vacant positions, whenever possible. For further assistance with special hiring authorities, hiring officials are encouraged to contact the OHR. The OHR, also, encourages eligible applicants to make their resumes searchable in USAJOBS by selecting eligibility for special hiring authorities. Applicants who have questions or would like to receive technical assistance on how to apply under Schedule A are provided FMCS centralized email address:

    recruit@fmcs.gov.


    If an individual has applied for appointment to vacancy under a hiring authority that takes disability into account, the Human Resource Specialist determines whether the individual is eligible for appointment under such authority by reviewing the applicant's schedule A documentation. If the applicant is eligible, the Human Resource Specialist forwards the candidate's application to the Human Capital Manager with an explanation of how and when the individual may be appointed, consistent with all applicable laws. The Human Capital Manager will conduct the qualifications analysis to determine eligibility. If the candidate is minimally qualified, the Human Capital Manager will forward the application to the hiring manager for consideration.


    Answer No

    In FY21, the OHR and the EEO Director will identify online trainings for all employees, including hiring managers, that increase awareness on the fundamentals of EEO/Diversity, Reasonable Accommodations, Harassments and Selective Placement and hiring authorities. In FY21, the OHR will provide a broad overview of the processes and procedures for requesting disability and reasonable accommodations as well as strategies for increasing the hiring and retention of persons with disabilities to all employees.

    B. PLAN TO ESTABLISH CONTACTS WITH DISABILITY EMPLOYMENT ORGANIZATIONS

    Describe the agency's efforts to establis h and maintain contacts with organizatio ns that assist PWD, including PWTD, in se cu ring and mainta ining emp lo yment.

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    1. Pursuant to 29 C.F.R. §l 6 l 4 .203(a)(3), describe the agency' s use of hiring author ities that take dis abili ty into account (e.g., Schedule A) to recru it PWD and PWTD for positions in the pennanent workforce

    2. When individuals apply for a position un der a hiring authority that takes dis abil ity in to account (e.g., Schedule A), explain how the agency ( I) determines if the indi vidual is eligible for appointment under such authority; and, (2) forwards the indi vidual's application to the relevant hiring officials with an exp lanation of how and when the individual may be appointe d.

    3. Has the age ncy provided training to all hirin g 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.

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    In FY21, the OHR and the EEO Director will collaborate with colleges and universities nationwide to conduct information sessions with their students with disabilities. Additionally, the OHR and the EEO Director will establish contacts and partner with Vocational Rehabilitation Services to access how our Agency

    can reduce barriers and challenges in our hiring practices.


    C. PROGRESSION TOWARDS GOALS (RECRUITMENT AND HIRING)


    No new hires for PWD were identified. No new hires for PWTD were identified.



    Applicant data was not available. For FY21, the EEO Director plans to discuss improving the data collection with OHR and NFC.


    Applicant data was not available for qualified internal applicants. For FY21, the EEO Director will collaborate with OHR to discuss improving data collection..


    Data unavailable for for MCO promotion unavailable. For FY21, the EEO Director will collaborate with OHR to discuss improving data collection..

    Section IV: Plan to Ensure Advancement Opportunities for Employees with Disabilities

    Pursuant to 29 C.F.R. §1614.203(d)( l)(iii), agencies are required to provide sufficient advancement opportunities for emplo yees with dis abilities. Suc h activities mig ht inc lu de speciali zed train i ng and mentoring programs, career development opportunities, awards programs, promotions, and simil ar programs that address advancement. In this

    sectio n, agenc ies should identify, and provide data on programs des ig ned to ensure advance men t opportun ities for emplo yees with dis abilities.

    A. ADVANCEMENT PROGRAM PLAN

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

    The agency's reasonable accommodation procedures are posted on the agency's public website. All job announcements are announced via USAJOBS with instructions on how to request an accommodation to apply for vacancies. In FY 2021, the EEO Director will continue to collaborate with OHR to conduct an agency-wide initiative to encourage employees to update their SF-256 form through EPP. The agency will take specific steps to ensure that current employees with disabilities have sufficient opportunities for advancement through continued education of employees and hiring managers via agency briefings, webinar series and training uploaded to the agency's learning management system. The EEO Director will meet with the Chief Human Capitol Officer to assess the agency's use of special hiring authorities and identify or develop training for hiring managers.

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    1. Using the goals of 12% for PWD and 2% for PWTD as the benc hmarks, do triggers exist for PWD and/or PWTD among the new hi res in the permanent workforce? If "yes", please describe the triggers below.

      1. New Hires for Permanent Wo rkforce (PWD) Answer No

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

    2. Using the qualified applic ant pool as the benchmark, do triggers ex is t for PWD and/or PWTD among the new hires for any of the missio n-critical occupations (MCO)? If "yes", please describe the trigg ers 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.

      1. New Hires for MCO (PWD) Answer NIA

      2. New Hires for MCO (PWTD) Answer NIA

    3. Using the relevant appli cant poo l as the benchmark, do trigge rs ex is t for PWD and/or PWT D among the quali fied in terna l applicants for any of the miss io n- critic al occupatio ns ( MCO)? If"yes", please describe the trigg ers belo w. Select "n/a" if the appli c ant data is no t avail able for your agency, and describe your plan to provide the data in the text box.

      1. Qualified Applicants fo r MCO (PWD) Answer NIA

      2. Quali fied Appli cants for MCO (PWTD) Answer NIA

    4. Using the qualified applic ant pool as the benchmark, do trigge rs ex is t for PWD and/or PWTD among e mp lo yees promote d to any of the miss ion ­ critical occupatio ns (MCO)? If"yes", please describe the triggers below. Select "n/a" if the applic ant data is not available for your agency, and describe your plan to provide the data in the text box.

      1. Promotio ns for MCO (PWD) Answer NI A

      2. Promotions for MCO (PWTD) Answe r NIA

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  2. CAREER DEVELOPMENT OPPORTUNITES

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


      Although FMCS does not have a formal developmental training program, FMCS recognizes the critical importance of diversity and inclusion to the ultimate success of the Agency and is, therefore, committed to hiring from the most diverse, qualified applicant pool. To accomplish this, the agency continues to recruit and hire qualified developmental mediators. Developmental mediators may have relevant specialized experience and/or education, but who do not possess the experience or skills necessary to qualify for consideration as an entry level GS-13 mediator. Developmental mediators are recruited at GS-11 level and upon the individual's successful completion of the 2-year probationary period, the developmental mediator is promoted to GS-13. The agency also offers internal detail opportunities throughout the agency. The agency conducts an annual skills inventory survey to identify employees that would qualify for special projects within the agency.

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



      Career Development Opportunities

      Total Participants

      PWD

      PWTD

      Applicants (#)

      Selectees (#)

      Applicants (#)

      Selectees (#)

      Applicants (#)

      Selectees (#)

      Internship Programs

      0

      0

      0

      0

      0

      0

      Fellowship Programs

      0

      0

      0

      0

      0

      0

      Mentoring Programs

      0

      0

      0

      0

      0

      0

      Coaching Programs

      0

      0

      0

      0

      0

      0

      Training Programs

      0

      0

      0

      0

      0

      0

      Detail Programs

      0

      0

      0

      0

      0

      0

      Other Career Development Programs

      0

      0

      0

      0

      0

      0

    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.


      1. Applicants (PWD)

      2. Selections (PWD)


        Answer NIA

        Answer NIA


        The agency does not have any formal development programs.

    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.


      1. Applicants (PWTD)

      2. Selections (PWTD)


    Answer NIA

    Answer NIA


    The agency does not have any formal career development programs.


  3. 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.


      1. Awards, Bonu ses, & Incentives (PWD)

      2. Awards, Bonuses, & Incentives (PWTD)


        Answer Yes

        Answer Yes


        Using the inclusion rate, triggers were identified for the following awards for all cash awards categories from $501 to $3999. However, the average award amount for PWD and PWTD compared to individuals with a disability or not identified is relatively the same.


    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.


      1. Pay Increases (PWD) Answer No


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      2. Pay Increases (PWTD) Answer No

        No triggers identified.

    3. If the agency has other types of employee recognition prog rams, 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.


      1. Other Types of Recognition (PWD)

        Not applicable.

      2. Other Types of Recognition (PWTD)


    Answer Answer

    NIA NIA


  4. 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.


    1. SES

      1. Qualified Internal Applicants (PWD) Answer NIA

      2. Internal Selections (PWD) Answer NIA

    2. Grade GS-15

      1. Qualified Internal Applicants (PWD) Answer NIA

      2. Internal Selections (PWD) Answer NIA

    3. Grade GS-14

      1. Qualified Internal Applicants (PWD) Answer NIA

      2. Internal Selections (PWD) Answer NIA

    4. Grade GS-13

      1. Qualified Internal Applicants (PWD) Answer NIA

      2. Internal Selections (PWD) Answer NIA

      Applicant data was not available for qualified internal applicants. Data is only available for internal selections. The EEO Office, in collaboration with the OHR, will develop a plan to address this deficiency in order fully respond to the

      MD-715 reporting requirement.

  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.


    1. SES

      1. Qualified Internal Applicants (PWTD) Answer NIA

      2. Internal Selections (PWTD) Answer NIA

    2. Grade GS-15

      1. Qualified Internal Applicants (PWTD) Answer NIA

      2. Internal Selections (PWTD) Answer NIA

    3. Grade GS-14

      1. Qualified Internal Applicants (PWTD) Answer NIA

      2. Internal Selections (PWTD) Answer NIA

    4. Grade GS-13

      1. Qualified Internal Applicants (PWTD) Answer NIA

      2. Internal Selections (PWTD) Answer NIA

      Applicant data was not available for qualified internal applicants. Data is only available for internal selections. The EEO Office, in collaboration with the OHR, will develop a plan to address this deficiency, in order to fully respond to the MD-715 reporting requirements.


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  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.


    1. New Hires to SES (PWD)

    2. New Hires to GS-15 (PWD)

    3. New Hires to GS-14 (PWD)

      Applicant data was not available. The EEO Office, in collaboration with the OHR, will develop a plan to address this deficiency, in order to fully respond to the MD 715 reporting requirement.

    4. New Hires to GS-13 (PWD)


      Answer Answer Answer Answer

      NIA NIA NIA NIA


  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

    le ve ls ? 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.


    1. New Hires to SES (PWTD)

    2. New Hires to GS-15 (PWTD)

    3. New Hires to GS-14 (PWTD)

      Applicant data was not available. The EEO Office, in collaboration with the OHR, will develop a plan to address this deficiency, in order to fully respond to the MD 715 reporting requirement.

    4. New Hires to GS-13 (PWTD)


      Answer Answer Answer Answer

      NIA NIA NIA NIA


  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.


    1. Executives

      1. Qualified Internal Applicants (PWD) Answer NIA

      2. Internal Selections (PWD) Answer NIA

    2. Managers

      1. Qualified Internal Applicants (PWD) Answer NIA

      2. Internal Selections (PWD) Answer NIA

    3. Supervisors

      1. Qualified Internal Applicants (PWD) Answer NIA

      2. Internal Selections (PWD) Answer NIA

      Applicant data was not available. The EEO Office, in collaboration with OHR, will develop a plan to address this deficiency, in order to fully respond to the MD 715 reporting requirement.

  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.


    1. Executives

      1. Qualified Internal Applicants (PWTD) Answer NIA

      2. Internal Selections (PWTD) Answer NIA

    2. Managers

      1. Qualified Internal Applicants (PWTD) Answer NIA

      2. Internal Selections (PWTD) Answer NIA

    3. Supervisors

  1. Qualified Internal Applicants (PWTD) Answer NIA

  2. Internal Selections (PWTD) Answer NIA


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Applicant data was not available in FY 2019. Data is only available for applicants selected pool. The EEO Office, in collaboration with the OHR, will develop a plan to address this deficiency, in order to fully respond to the MD

715 reporting requirements.


  1. Using the qua lified appli c ant 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.


    1. New Hires for Executives (PWD) Answer NIA

    2. New Hires for Managers (PWD) Answer NIA

    3. New Hires for Supervisors (PWD) Answer NIA

      Applicant data was not available in FY 2019. Data is only available for applicants selected pool. The EEO Office, in collaboration with the OHR, will develop a plan to address this deficiency, in order to fully respond to the MD 715 reporting requirements. .

  2. Using the qualified applicant pool as the benchmark, does your agency have a trigger involving PWTD among the select ees for new hires to supervisory positions? If"yes", describe the trigger(s) in the text box. Selec t " n/a" if the applicant data is not avail able for your agency, and describe your plan to provide the data in the text box.

    1. New Hires for Executives (PWTD) Answer NIA

    2. New Hires for Managers (PWTD) Answer NIA

    3. New Hires for Supervisors (PWTD) Answer NIA

Applicant data was not available in FY 2019. Data is only available for selectees. The EEO Office, in collaboration with the OHR, will develop a plan to address this deficiency, in order to fully respond to the MD 715 reporting requirements.


Section V: 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

I. In this reporting period, did the agency convert all eligi ble Schedule A emp loye es with a disability into the competitive service after two years of satisfactory service (5 CFR § 213.3102(u)(6)(i))? If "no" , please explain why the agency did not convert all eligible Schedule A employees.


Answer NIA

In the FY 2020 reporting period, the agency did not have any eligible Schedule A employees with a disability to convert into the competitive service after two years of satisfactory services.

  1. Using the inclusion rate as the benchmark, did the percentage ofPWD among volunta ry and involuntary separations exceed that of persons without disabilities? If "yes" , describe the trigger below.


a.Voluntary Separations (PWD) Answer No

b.lnvoluntary Separations (PWD) Answer No

The % of voluntary involuntary separations for PWD did not exceed those without disabilities.

  1. Using the inclusion rate as the benchmark, did the percentage ofPWTD among voluntary and involuntary separations exceed that of persons without targeted disabilities? If"yes", describe the trigger below.


    1. Volunt ary Separations (PWTD) Answer No

    2. Involuntary Separations (PWTD) Answer No

      The % of voluntary and involuntary separations for PWTD did not exceed those without targeted disabilities.

  2. 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.

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The agency does not conduct exit interviews nor are there any other data sources, which would provide this information. The EEO Director, in collaboration with the OHR, will develop a plan to integrate exit interviews and

other data sources to assess this trigger.


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

I. 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.


https://www.fmcs.gov/section-508/ The EEO Director is developing a proposed notice describing how to file a complaint under Section 508 and it will be available in FY 2021.

  1. 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.


    https://www.fmcs.gov/section-508/ The EEO Director is developing a proposed notice describing how to file a complaint under the Architectural Barrier Act.

  2. 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.


In FY 2021, the agency established a diversity and inclusion committee, in collaboration with the EEO Director. The EEO Director will use this committee as a mechanism to monitor, update and provide guidance on web content and architecture barriers. The diversity and inclusion committee meet regularly to address specific regulatory requirements and implementation concerns.

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.

I. 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.)


For FY 2021, the average processing time for initial request was 7 days. The reasonable accommodation coordinator reported receiving and processing 2 requests for reasonable accommodations.

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 superviso rs, and monitoring accommodation requests for trends.


Reasonable accommodation requests that are received are approved or denied within 15 calendar days. To date, there has not been an EEO complaint filed for discriminatory violations for the reasonable accommodation program.

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.

In FY2021, the agency was unable to assess the effectiveness of the policies, procedures, or practices to implement the PAS requirement because the agency did not receive any PAS requests.

Section VI: EEO Complaint and Findings Data

A. EEO COMPLAINT DATA INVOLVING HARASSMENT

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  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.


The Agency did not have any findings of discrimination alleging harassment based on disability status during the last fiscal year.

B. EEO COMPLAINT DATA INVOLVING REASONABLE ACCOMMODATION

  1. During the last fiscal year, did a higher percentage of PWD file a formal EEO complaint alleging failure to provide a reasonable accommodation, as compared to the government-wide average?


    Answer No

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


    Answer No

  3. If the agency had one or more findings of discrimination involving the failure to provide a reasonable accommodation during the last fiscal year, please describe the corrective measures taken by the agency.


The Agency did not have any findings of discrimination alleging harassment based on disability status during the last fiscal year.

Section VII: 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 No

  3. Identify each trigger and plan to remove the barrier(s), including the identified barrier(s), objective(s), responsible official(s), planned activities, and, where applicab le , accomplishments


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


    #1 FY 2020 Planned Activity: Establish retention and possibly exit interview surveys to determine root cause for increased separation rates. #2 FY 2020 Planned Activity: Review the workforce data collection process and establish a plan to address deficiencies. #3 FY 2020 Planned Activity: Integrate EEO and diversity/inclusion principles to the Agency's strategic plan. Due to loss of key personnel and budgetary constraints, the EEO Office has not been able to sufficiently address activities #1 - #3.

  5. For the planned activities that were comp leted, please describe the actual impact of those activities toward eliminating the barrier(s).


    In FY 2020, the EEO Director reviewed EEO policies and procedures and updated the agency's website to be in compliance with EEO regulations and laws. The EEO Office will continue to monitor the EEO program for compliance and establish and implement action plans to remove identified barriers.

  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.


FMCS will continue implementing the strategies and addressing deficiencies identified in this year's Affirmative Action Plan. The EEO Director will meet with senior leadership to address discuss the identified deficiencies and potentially reallocating resources to help FMCS achieve being a model EEO program.


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