1979 AFFIRMATIVE ACTION PLAN FOR EMPLOYMENT, PLACEMENT, AND ADVANCEMENT OF HANDICAPPED INDIVIDUALS AND DISABLED VETERANS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP81-00142R000400050012-3
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 30
• Document Creation Date: December 9, 2016
• Document Release Date: June 28, 2001
• Sequence Number: 12
• Publication Date: August 29, 1978
• Content Type: MF

PtP1* .47,44wqz4g-.57
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DB/07741
P4:7:111:Zeh;13:1:!?` KY4 Dirtt".1tOr Of Cent ri Intellioence
.1'14,7PC:71
A .or of P?ronn1
2 9 AUG 1978
Executive Regi
r._:)e?outy n tractor frvr 1?.1771iltrationSTATINTL
I 1179 Affirmative Action Plan for Errplorr*,
Placergentr arri Nfvancenent ofrlanlicapr),1
nisablel veterws
1. Actionikssn-juesate-.1: _%;is rezioran1ur. requests your approtril
of the ettacncl new/quarters ;.:;otice (atta(1-4fient A), am" the Sele(Ttiw
1--1.1acic,Pysnt. 7"rx,iren paiver tthich inclules a Peport of7%colacIiltmerts
for 1S7P, An Tntroductioo to the 1979 Plan, an1 a Plan ne. 1"!ction fnr
1979 (attachient
2, PAS te Dealt iection 5C1 of the reLal)ilitatial ::ct of 1173
(Pni/lic Taw 13-117), as enendod, a Seetier% 4'11 of the vintn;s7% 7:-V1
Ve4terariS ?CAI; lost -lent Art of WU (Public taw 43-e7,01) direct Aln
/r4encies in the 7,xecutiva rraet.-..h to leveloi,D 1r1r.,a11y tth
civil -ierViM Camni.=iAn comprohensiva et frret ive sot tcr rnqr f
the hirinn, 21acemssnte MalIntrcertent of'vnlica.--ip-?
veterans, are gWiaySho!"feCarr. rq,inar1s-4 the4. 3
1 14, mit:* romnissiers reeliires: that an el.concy t)olicy statechant t?e
Ieauel wtich nlearly felicateE; Vlo '_:-Anarrent9z, on-imit,lent to and
aummrt of the sa ornoramn ah,"..! that a retort of accectolintisents
1ressihn th4! otle441vos of thi plan for the previous year 112 nutinittg,
with the new -Annual Plan of 4ction, 1a-07i-sill assessment ia also
requirei 441 in containe'.! in 'art of thR Selective ?lam-rent Prxwar,
.oaper.
-lino, the incer,tion of t, forml ra7corae in 1q74, thP A,-ir,(7,7 has
hirel 51Tcx-,srnons (14 since :ulv 1)77) with handicaps of varyinj -=.;egrees
of severity (inclulinn extremn hear-siohtelneas, muEcular dvittoktrv,
cereral , at Al Atafne SS -WO total hi inelnens). fAt esti:rate that
there Irn at leaat 100 !!..ricapone4 emrinnes on luty, hnwever,
or1e4inAl informAtion war:. otainal throuct. a mwsonent manamsrial survey
r1,4
not !7). 4cvr-r 1 011- ,ArticitAtion, ,s=s svliews this fierrro to he rin
the
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3 ntior It i. oo;?n3e1 that the Headquarters
Notice- an6 Selective Placement Program r be approved.
STATINTL
APPW,NEWDLiAPPROVFM
/8/ Stansfield Ttirner
1.1. SEP VS
Dttr of Central Intelligence Oats
kttactrsponta
DI?STRIKTTICtIt
(Vilify,' Peturn to ,:'Per
1 - DDCI
1 - ER
t. - DDA
I - D/Pers
3 - PPB (1 Sta ck)
OP/SPD/PPB/
STATINTL
(28 Aug 78)
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STATINTL
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CENTRAL INTELLIGENCE AGENCY
WASHINGTON. D.C. 20505
U. S. Civil Service Commission
Office of Selective Placement Programs
Staffing Resources Division
Bureau of Recruiting and Examining
Washington, D. C. 20415
Gentlemen:
13 SEP 978
13 SEP
Enclosed is the Central Intelligence Agency's 1979 Plan of
Action for Employment, Placement, and Advancement of Handicapped
Persons, including Disabled Veterans, in accordance with instructions
contained in FPM Letter No. 306-13.
The Central Intelligence AgencyfAct of 1949, as amended
(50 U.S.C.A. 403g), charges the Director of Central Intelligence
with the responsibility for protecting sources and methods of
intelligence collection. Within that context, it is not possible
for us to provide the statistical data requested in the FPM Letter.
currently Chief of our Professional
Placement Branch, continues to serve as the Coordinator for
Selective Placement of pped and Disabled Veterans.
Her telephone number is
Sincerely,
(Soled) F. W. M. J3PRI
F. W. M. Janney
Director of Personnel
Enclosure
Dist:
0 - Add
1 - ER
1 - DDA
1 - D/Pers
3 - C/PPB
OP/SPD/PPB/ mal (1 Sep 78)
Retyped: OD/Pers:jmk (12 Sep 78)
STATINTL
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STATINTL
PERSONNEL
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THIS NOTICE IS CURRENT UNTIL RESCINDED 1 1 SEP 19.1B
STATINTL
FAPLOYMMT, PLACEMENT AND ADVANCEMENT
OF PERSONS WITH HANDICAPS, INCLUDING DISABLED VETERANS
STATINTL
Recission: , 9 August 1977
1. Section 501 of the Rehabilitation Act of 1973 (PL. 93-112)
and Section 403 of the Vietnam Era Veterans' Readjustment Assistance
Act of 1974 (P.L. 93-508) require that each Executive Branch Agency
develop and carry out an effective program to expand employment oppor-
tunities for handicapped persons and disabled veterans. These laws
also require annual and/or semiannual reports of accomplishments,
annual affirmative action plans, and an annual assessment of the
program. The Agency's policy concerning the Federal Government's
programs to provide equal employment opportunities for handicapped
individuals and disabled veterans is outlined in this notice. (The
term "handicapped" as used in the remainder of this notice will include
disabled veterans.)
2. It is Agency policy that selecting and appointing officials
and all others in a position to influence appointments or promotions
will not discriminate against any candidate because of physical,
mental, or emotional handicap. We will encourage qualified handicapped
individuals to.apply for employment with the Agency and insure that all
are given thorough and equitable consideration. Employees who become
disabled and are unable to continue in their duties will be offered
reassignment or job modification as an alternative to retirement or
other separation due to disability, wherever practicable. Nhen our
facilities fail to meet the need of an employee or an applicant
selected for appointment, we will make timely recommendations for
modification to appropriate persons.
3. The Affirmative Action Plan for 1979 has been approved by the
Civil Service Commission and is suloportive of the Agency's policy. A
summary of the plan, and our accomplishments for 1978 will be published
in future notices. Copies of the complete plan and accomplishments
report will be available in Component and Directorate Personnel Support
Staffs and in the Library, Room GD19 Headquarters.
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STATINTL
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Nue
PERSONNEL
4. Responsibility for the Agency-wide coordination of the Agency's
affirmative action efforts on behalf of the handicapped rests with the
Director of Personnel. Responsibility for implementation of the
principles of the program and for integrating them into the overall
management system rests with the managers and supervisors who are
responsible for the day-to-day management of Agency personnel. Miss
STATINTL serves as the Agency-wide Coordinator while the
senior Directorate and Component Personnel Officers are designated
as Assistalt Coordinators. The role of the coordinators is to serve
as the focal point for advice, guidance, and assistance to managers
and employees and to coordinate the efforts of the individual managers
in implementing this program. I am counting on each employee to
support this program and to help make it a success. Questions and/or
suggestions regarding this program should be directed to STATINTL
STATINTL on extension Room 836, Ames Building.
DISTRIBUTION: ALL EMPLOYEES (1-6)
/8/ Stansfield Turner
STANSFIELD TURNER
Director
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AFFIRNATIVE ACTION- PROGRNX PLAN
FISCAL YEAR
1979
Central Intelligence Agency
Name of Organization
Washington, D.C. 20.505
Address
Stansfield Turner, Director of Central Intelligence
Name and Title of Head of Organization
Ls/ Stansfield. Viriner
ii SEP VS
Signature Date
Irene Markovich
Name of Selective Placement Coordinator
t4(i7Git-i?
Signature Ddte
STATINTL
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CENTRAL INTELLIGENCE AGENCY
SELECTIVE PLACEMENT PROGRAM
PART A - REPORT OF ACCOMPLISHMENTS 1 July through 30 June 1978
1. GENERAL
The focus of the Central Intelligence Agency's 1978 Affirmative Action
Plan for the Selective Placement Program centered on six major program
areas: recruitment; data collection and reporting; training; placement
practices; accessibility of facilities; and program evaluation. In asses-
sing the program and reviewing our accomplishments, we found that we: a)
completed three objectives (8, 9, 10); b) failed to reach the goals of two
despite completion of all of the action items (1, 3); c) were unable to
complete any action items of one (6); and d) completed some action items of
four which we have determined need further study (2, 4, 7, 11). Specifics
concerning these objectives are outlined in the status portion of this
report.
In addition to the foregoing, we have found once again, that we con-
tinue to realize achievements in activities not specifically part of the
formal plan. These achievements, summarized in a later paragraph, are
indicative of the continually growing awareness and interest in the program
and a committment to its goals on the part of management and employees.
2. STATUS
OBJECTIVE 1: Increase by 25% the number of handicapped new hires in
EY 1978.
ACTIONS TAKEN:
A. Tvs.7e reviewed the recruitment guides to determine the need for clari-
fication and refinement with regard to physical requirements. We
determined that, while a statement concerning physical requirements
probably would be helpful. as a reminder of the program, we believe it
would have no significant effect on our efforts. We thus concluded
that it was not necessary to amend the guides at this time.
B. We extended communications with rehabilitation centers and educa-
tional institutions where handicapped individuals are enrolled.
Although we noticed a slight increase in the number of disabled .
veteran referrals toward the close of the reporting period, we
received fewer applications from handicapped individuals overall.
We thus did not meet our goal and indeed, hired fewer handicapped
persons than the preceding year. As noted in the Assessment in Part
C., several factors have had an effect on our ability to hire:. ?
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a) our continuing limited requirements; b) a personnel reduction
in one Directorate; and c) we receive few qualified candidates,
through veterans and rehabilitation organizations..
OBJECTIVE 2: Determine the feasibility of providing handicapped
- persons with work experience on an unpaid basis
through State Rehabilitation Agencies.
ACTIONS TAKEN:
A. We reviewed the program in relation to Agency personnel prac-
tices and determined that further review at a policy-making
level probably is necessary. In our dealings with rehabilita-
tion organizations in general, we have found that their job-ready
clients usually are interested in immediate employment, or have
been trained in fields where we have few or no needs. Because
of the length of our clearance processing, we are not able to
offer imediate employment and thus have had little success
in placing individuals referred by these contacts. We plan to
reach a conclusion on this issue within the next few months.
OBJECTIVE 3: Increase by 25% the number of disabled veteran new.
hires in FY 1978.
ACTIONS TAKEN:
A. We reviewed the recruitment guides to determine the need
for clarification and refinement with regard to physical
requirements and, as noted in ?Meetly? 1, determined that it
was not necessary to amend the guides.
B. We expanded contacts with military institutions in several
areas of the country and provided updated recruitment informa-
tion and literature to the various organizations. We noted a
-slight increase in disabled veteran referrals toward the close
of the reporting period. While we did not meet our goal of a
25% increase of new hires over the previous year, me did
realize 75% of that goal.
OBJECTIVE 4: Explore the possibility of making unpaid training and
work experience available to disabled veterans.
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ACTIONS TAKEN:
A. We reviewed the program in relation to Agency personnel prac-
tices and determined that further review at a policy-making
level is probably necessary. As noted in previous reports, we
have had little success in the past in locating disabled
veterans to meet our limited needs. Many who are referred by
contacts often are in need of immediate employment which we are
unable to offer because of our clearance processing requirements..
We plan to reach a conclusion on this issue within the next few
months.
OBJECTIVE 5: Obtain information from employees regarding the
existence or history of disabling conditions.
ACTIONS TAKEN:
A. As stated in the Assessment in Part C., we were unable to
complete this objective because of workload, time, and resource
constraints. We have included this project as an action item in
Objective 8 of the 1979 plan although there has been some
concern expressed regarding the validity of collecting essen-
tially confidential medical information in this manner.
OBJECTIVE 6: Update information on disabled veterans with regard
to current status of their designation.
ACTIONS TAKEN:
A. Because we did not coluplete objective 5, which information is
to serve as the basis for updating, ve did not coliplete this
objective.
OBJECTIVE 7: Develop orientation and training programs to
increase knowledge of the handicapped program and
enhance supervisory skills.
ACTIONS TAKEN:
A. We reviewed training materials anc2 films and monitored lectures
being presented on the program with the Agency and determined
that a course, or seminar, on this snecific subject would
probably be more effective.
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B. As a result of the foregoing, we purchased the Civil Service
Commission's training kit for the course entitled "Successful
Supervision of Handicapped Employees" (SSHE) with a view
towards adapting it for use within the Agency.
C. We have had preliminary discussions with Office of Training
officials and concluded that we could adapt the SSHE kit
but that the Coordinator should continue to address students in
the Management Seminar. It was our conclusion that the talk
developed by the Coordinator covers the subject sufficiently
for inclusion in the Management Seminar.
OBJECTIVE 8: Determine if Agency medical standards are unneces-
sarily restrictive to the employment of handicapped
persons including disabled veterans.
ACTIONS TAKEN:
A. We held discussions with representatives of the Office of
Medical Services and determined that there was no need at
this time to establish a review committee to complete this
objective. Pre-emplovment medical examinations are conducted
for all applicants for Agency employment with special con-
sideration given handicapped individuals and disabled veterans.
In these cases, we review the specific duties the applicants
will be expected to perform in relation to the applicant's
disabling condition. On occasion, we have inspected the
work site also. A determination is made on a case by case
basis as to the medical gualification by the applicant for
a specific position. Discussions between the Agency's Medical
Officer and officials at the Civil Service Commission led
to the establishment Of this procedure.
OBJECTIVE 9: Determine if current disability retirement pro-
cessing procedures include satisfactory effort
to retain perSonnel who become disabled.
ACTIONS TAKEN:
A. We completed a review of our procedures and concluded that no
changes are necessary at this time. The Coordinator reviews
the files of each individual considering disability retireMent
and determines, through conversations with the employee on the
personnel office of his/her component, whether or not the
employee would prefer reassignment. The reassignment option
has not been used as most of the employees appear to have
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conditions which preclude continued employment in any capacity,
or there are no suitable positions available.
OBJECTIVE 10: Assure accessibility of facilities.
ACTIONS TAKEN:
A. We monitored on a continuing basis the progress of modifi-
cation projects planned or undertaken. As noted in the -
Assessment in Part C., most of the barriers have been elimina-
ted and work is continuing on the remainder in Agency-owned
buildings. Some of the facilities have been deemed struc-
turally infeasible to modify.
B. Requirements for correction of architectural barriers are
being included in leases of non-Agency-owned buildings,
where feasible, as those leases are renegotiated.
OBJECTIVE 11: Establish Criteria and procedures for evaluating
the status of the handicapped program to insure
that objectives are met.
ACTIONS TAKEN:
A. We reviewed the guidelines provided by the Civil Service
Commission in 1977 and the measurement standards we had
set for the 1978 Affirmative Action Plan. It was our con-
clusion that the measurement standards probably could be
developed as criteria for assessment and evaluation of the
Program.
B. We have included action items on this program in the 1979
Affirmative Action Plan.
ADDITIONAL ACCOMPLISHMENTS:
A. The Director met with a representative group of handicapped
employees to discuss their needs, Perceptions and problems.
As a result of this meeting, we are considering the possi-
bility of hiring a full-time sign language interpreter and
of purchasing a busette which will accommodate persons in
wheelchairs who need to travel between Agency buildings on
official business.
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B. We purchased a Triformaticn Systems TED-1.20 printer which
produces electronically received data in braille.
C. The Library is providing space to display information and
reference material on the handicapped program so that it is
accessible to the majority of employees.
D. We have compiled a listing of employees with sign language
capabilities, and developed a corps of cleared professional
interpreters to assist in training courses, briefings,
counseling, interviews, etc.
E. Several groups of employees in various buildings are learning
sign language during their lunch periods.
F. We have set aside parking spaces at Headquarters Building
for handicapped visitors and installed signs directing them to
the appropriate lane -- which is close to the electronically
controlled doors.
G. We continued to publicize the program by including articles in
the Director's Notes, the Directorate of Administration's Exchange,
by posting pictures of the Handicapped Program Advisory Committee,
and pictures of a deaf employee conducting a briefing with the aid
of an interpreter.
H. We designated the week of 24-28 July as "CIA Handicapped Awareness
Week". Our program covered an exhibiticn of equipment, films,
literature, and posters during that week. The Gallaudat Dancers
gave a performance on 27 July.
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PART B - INTRODUCTION TO THE ANNUAL AFFIRMATIVE ACTION PROGRAM PLAN
ADMINISTRATIVE ORGANIZATION
The Director of Central Intelligence is responsible for the general
direction of the Agency's Affirmative Action Program for Employment,
Placement, and Advancement of Handicapped Individuals and. Disabled
Veterans. The Director of Personnel is responsible for the Agency-wide
coordination and guidance of the program while managers and supervisors
are responsible for implementing the principles of the program and for
integrating them into their daily management activities.
- The Agency-wide Selective Placement Coordinator is responsible for
monitoring the program and for providing staff level assistance to all
nenagers, supervisors, and employees to insure the success of the
Program. Senior Personnel Officers in the Directorates and Components
serve as assistant coordinators and are responsible for monitoring the
program and providing advice and guidance within their components.
All employees are responsible for supporting and participating
where possible in the achievement of the objectives of the program.
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PROGRAM ASSESSMENT AND PLAN OF ACTION FOR 1979
PART C - PLAN OF ACTION FOR 1979
PROGRAM GOAL
The Central Intelligence Agency is committed to a policy that insures
equal opportunity and full consideration for employment, placement and
advancement of qualified handicapped individuals and disabled veterans;
prohibits discrimination based on physical or mental handicap; and promotes
affirmative action programs on behalf of handiCapped persons and disabled
veterans. The successful achievement of this goal will be evidenced by:
--handicapped persons being entaloyed in a broad range of occupational
categories and grade levels with career advancement commensurate
with opportunities within the organization; and
--Agency policies that do not discriminate against, exclude, or limit
the participation and consideration of handicapped individuals
because of job structure or design, or because of architectural,
transportation, communication, procedural, or attitudinal barriers.
AGENCY-NIDE OBJECTIVES
The Agency-wide objectives for the Selective Placement Program are
as follows:
1. Achieve full commitment to program goals.
2. Commit adequate resources to support program efforts.
3. ? Delegate appropriate authority to direct and accomplish program efforts.
4. Include sources of handicapped Persons and disabled veterans in ongoing
recruitment efforts.
5. Ensure that handicapped individuals and disabled veterans receive equal
opportunity in hiring, placement, and retention.
0. Include handicapped employees in merit promotion, upward mobility, and
training programs.
7. Evaluate program status and achievements in a systematic manner.
8. Maintain an internal data collection system for purposes of Agency-wide
- program assessment and planning.
9. Assure accessibility of facilities.
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LEVELS OF RESPONSIBILITY POR AFFIRANTIVE ACTION PLANS
The Agency-wide coordinator is responsible for:
1. setting Agency-wide objectives;
2. developing an action plan for management of the program;
3. providing assistance and guidance to managers, supervisors, and em-
ployees;
4. annually updating the affirmative action plan;
5. evaluating program effectiveness;
6. preparing annual and/Or semi-annual reports and plans for submission to
the Civil Service Commission.
Assistant Coordinators are responsible for:
1. carrying out actions to support Agency objectives;
2. monitoring program effectiveness within their components;
3. assessing progress within their components in meeting program goals.
2
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AFFIRMATIVE ACTION PLAN
1978 - 1979
Objective 1: ACHIEVE PULL COMMITMENT TD PROGRAM GOAL
Situation as it exists: A policy statement signed by the Director is published annually and distributed
to Agency employees. New employees are briefed on the program, and managers,
Personnel Officers, Recruiters, Office Heads, Equal Ehployment Opportunity Counsel-
ors, Investigators and Officers, Federal Women's Program Members, etc., are ad- -
dressed periodically. Summaries of the Affirmative Action Plan, accomplishments re-
port, and assessment are published and distributed Agency-wide with 1 copy for each
6 employees, as are the semi-annual reports on disabled veterans actions. The ?our-
plete affirmative action package is made available in central locations in each com-
ponent. Articles are published on occasion in the "Notes from the Director", and
the Directorate of Adminstration's "Exchange". During "National Employ the Handi-
capped Week", a special notice is published. There is evidence, however, that SOM
managers, supervisors and recruiters do not fully understand the goals of the program.
Opportunity for Change: Supervisory and managerial awareness of the goals of the program and thus their
commitment to them, can be increased through training, publicity and incentives.
ACTION
1. Train supervisors.
2. Brief managers
and recruiters
on program goals.
METHOD OF IMPLEMENTATION
Require all supervisors Of
handicapped employees to attend
the Successful Supervision of
Handicapped Employees
training course.
Seek out and arrange oppor-
tunities to discuss the program
and status of employment 61
handicapped persons and dis-
abled veterans.
TARGET DATE RESPCNSIELE OFFICIAL
On-going
On-going
Assistant Coordinators
and. Component Training
Officers
Agency-wide Coordinator
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ACTION
3. Increase
awareness of
selective
placement
techniques.
4. Publicize suc-
cessful efforts
made by Agency
supervisors.
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METHOD OF IMPLEMENTATION
Include a paragraph on
Selective Placement Programs
in Directorate Personnel
Management Handbooks and the
Supervisor's handbook.
? TARGET DA .VE RESPONSIBLE OFFICIAL
31 Dec 78
Brief managers and Person- On-going
nel Officers on the subject.
Include articles in the Handi-
capped Program Newsletter and
post on official bulletin
boards.
On-going
Directorate Assistant
Coordinators and Agency-
wide Coordinator
Agency-wide Coordinator
Agency-wide Coordinator
Objective 2: COMMIT ADEQUATE RESOURCES TO SUPPORT PROGP,AM EFFORTS
Situation as it exists: The Chief of the Professional. Placement Branch in the Office of Personnel has
been serving as the Agency-wide Coordinator for Selective Placement Programs.
An assistant was assigned in April 1977 on a temporary basis to aid the Coordi-
nator who, because of the press of workload and priorities in other activities of
the. Branch, has been able to spend less than 50% of her time on selective placement
Matters.. The senior Personnel Officers in approximately 50 Agency components serve
Assistant Coordinators for their components. Because our known handicapped
(including disabled veteran) population is relatively small and widespread, the
Assistant Coordinators, on the average, are spending sufficient time on selective
placement activities to support the program. In the Spring of 1978, it was deter-
mined that a full-time Agency-wide Coordinator is necessary and a position was
transferred to the Professional Placement Branch for that purpose.
? OpportUnitv for change: None at this time.
ACTION
None indicated
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Objective 3: DELEGATE APPROPRIATE AUTHORITY TO DIPECT AND ACCOMPLISH PROaRAM EFFORTS
Situation as it exists: Apprepriate'delegations of authority have been made and we have experienced no
problems in this area.
Opportunity for change: None at this time
ACTION
None indicated
Objective INCLUDE SOURCES CC HANDICAPPED PERSONS AND DISABLED VETERANS IN ONGOING RECRUITMENT EFFORTS
Situation as it exists: Agency recruiters maintain contacts with organizations serving handicapped indivi-
duals and disabled veterans, including military installations, employment services,
etc. throughout the United States. They also develop new contacts as requirements
change or new leads develop. The Agency-wide Coordinator maintains additional local
contacts and expands them. as needed to meet specific requirenents or developments.
Since we do not have a vacancy announcement system, information concerning our needs
is provided to these organizations by the recruiters and the Coordinator. Requests
for information concerning employment qpportunities with the Agency are answered as
they are received.
Opportunity for change; None at this tima.
ACTION
None indicated
Objective 5: ENSURE THAT HANDICAPPED INDIVIDUALS AD DISABLED VETERANS RECEIVE EQUAL OPPORTUNITY
IN HIRIN, PLACEMENT, AND RETENTION
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Situation as it exists:
Hiring: The Agency-wide Coordinator reviews all applications received from handicapped individuals
and disabled veterans fromi all sources prior to referral to the appropriate Agency components
for employment consideration. She also reviews all those not selected prior to a final reject
decision to insure that consideration was equitable and frco of discrimination. In some in-
stances, the Agency-wide Coordinator makes additional suggestions or referrals for further
review. We did not meet our goal of increasing new hires by 25% for this period, nor did we
place any individuals under the unpaid work experience program. In addition, we hired fewer
handicapped individuals and disabled veterans than the preceding period. The shortfall and
decrease in hiring can be attributed to several factors: a) we have been in a selective
hiring posture for several years with requirements limited primarily to clericals, electrical
engineers, research economists, computer specialists, physical scientists and linguists with
near-native fluency in "hard languages"; b) a personnel reduction in one Directorate resulted
in a surplus of employees, some of whom were placed in positions in other components which or-
dinarily might have been filled by outside recruitment; c) contacts with veterans' and other
organizations serving handicapped individuals have produced few candidates in the professional
and technical fields of our primary interest; and d) we made little progress in our objective
to determine opportunities for unpaid work experiences. A review of our records reveals that
the majority of our applicants reach us through means other than our own recruitment efforts,
and most of them do not have the qualifications we are seeking. The Agency regulations covering
equal employment opportunity, and recruitment and appointment policies include a statement of
Agency policy which prohibits discrimination on the basis of handicap.
Placement: The 50 handicapped individuals and disabled veterans who have been hired through the handi-
capped program range in grade from GS-03 to GS-14 and fill positions in 31 occupational
categories in 23 offices. Of the 50, 27 are professional and technical employees and 23
are clerical.
Retention: All applications for disability retirement are reviewed by the Agency-wide Coordinator in order
to determine if the employee wishes, and is able to be reassigned rather than retire. When
work-related problems arise with handicapped employees, the Coordinator, Assistant Coordinators
and supervisors work together to alleviate the problem. In addition to inhouse sources,
assistance is sought from vocational rehabilitation counsellors, and others with expertise
in the field of the employee's handicap (e.g., counsellors at Gallaudet are most helpful when
we have work-related problems with deaf employees).
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Opportunity for change:
Hiring: With the assistance of the Agencywide Coordinator, Agency recruiters could expand their
college recruitment process to include a special effort to locate qualified handicapped indi-
viduals and disabled veterans.
Placement: Except for a preponderance of deaf employees in computer and clerical postions, there appears
to be no problem in this area! The employment of deaf persons as noted above is primarily
the result of a combination of availability and need, plus referrals of their friends for
similar type jobs by these employees.
Retention:.
ACTION
None at this time.
1. Increase efforts
to locate qualified
handicapped individ-
uals and disabled
veterans at colleges
and universities
where the Agency
normally recruits.
2. Expand recruit-
ment efforts to
other colleges and
universities where
handicapped persons
and disabled vet-
erans are enrolled
in disciplines .
of interest to the
Agency.
METHOD OF IMPLEMENTATION
TAX,ET DATE RESPONSIBLE OFFICIAL
Issue instructions to recruiters On-going Agency-Wide Coordinator
and advise them of specific re-
quirements to be filled by handi-
capped individuals.
Inform contacts at education- On-going Recruiters
al institutions of the Agency's
interest in hiring handicapped
and disabled veterans and
seek referrals of qualified
candidates.
Obtain whatever information
is available on institutions
where there are concentrations
of handicapped persons and
establish contacts.
31 Oct 78 Agency-wide Coordinator
and Recruiters
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ACTION
3. Assure that appli-
cants .for employment
continue to receive
equal consideration
for positions for
which they qualify.
4. Assure that handi-
capped and dis-
abled veterans em-
ployees?who experi- ?
ence work-related
problems receive
appropriate assis-
tance, treatment
and/or reassignment.
5. Assure that appli-
cants for disability
retirement continue
to receive consider-
ation for reassignment
if desired.
METHOD OF IMPLEMENTATION
TARGET DATE RESPONSIBLE OFFICIAL
Continue to review applications On-going Agency-wide Coordinator
of handicapped and disabled
veterans and monitor the
review system.
Develop and issue instructions
to Assistant Coordinators con-
cerning the handling of work-
related problems of handicapped
and disabled veteran employees
(including the availability
of rehabilitation counsellors,
job restructuring, etc.).
28 Feb 79 Agency-wide Coordinator
Continue to review applications On-going Agency-wide Coordinator
for disability retirement.
Objective 6: INCLUDE HANDICAPPED EMPLOYEES AND DISABLED VETERANS IN MERIT PROMOTION, UPWARD MOBILITY
AND TRAINING PROGRAMS
Situation as it exists:
Merit promotion: The Agency's policy is that promotion is based on merit. The primary assessment mechanism
employed (though others may be utilized) is that of comparative evaluation of employees in
a particular grade and/or function. Such evaluation of all employees in grades GS-09 through
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GS-14 must be accomplished at least annually while evaluation of employees in grades GS-08
and below for the purpose of promotion may be accomplished at any time but at least annually.
Supervisors provide performance appraisals of all personnel within their jurisdiction in
furtherance of the comparative ranking process. Promotion recommendations for all employees
through GS-15 are reviewed and approved by representatives of the Director of Personnel.
(Promotion to and within supergrade levels are handled by higher-level authorities). Promo-
tion criteria are published in the Directorate Personnel Management Handbooks and made avail-
able to all employees. While there are individual cases where employees do not believe they ,
advance as quickly as they feel they Should, we are not aware of any significant problems in
this area.
Upward Mobility: The established career development processes within each component allow equal considera-
tion of handicapped employees for existing or anticipated vacancies based on qualifications,
performance records and potential. In addition, the Agency's internal vacancy notice system
has no discriminatory restrictions for application by any employee who meets the basic
qualifications required for the position. Employees participate on a voluntary basis in
? formalized upward mobility programs in individual components with those interested in the
programs able to stbmit applications for consideration at times established for each program.
Training: All full- and part-time permanent employees, including handicapped, attend the mandatory
entrance-on-duty orientation programs. Handicapped employees are scheduled for other
training as appropriate to their' job needs. The one exception has been training for deaf
employees who, until recently, were not able to participate fully in in-house training
courses. With the acquisiton of a corps of cleared sign language interpreters, the problem
no longer exists. The Office of Training is raking a survey to determine the training
needs of deaf employees for the coming year. The most-used training facilities are acces-
sible; however, one site is considered structurally infeasible to renovate. Should a
handicapped employee be scheduled for training which would normally be conducted at this
site, alternative arrangements would be made.
Opportunity for change:
Merit proJc,ion: NO changes identified at
Upward mobility: No Changes identified at
Training: NO changes identified at
this time
this time
this time
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Objective 7: EVALUATE PROGRAM STATUS AND ACHIEVEMENTS IN A SYSTEMATIC MANNER
Situation as it exists: The Selective Placement Program is an integral part of the Agency's personnel
management system. The Agency-wide Coordinator develops the affirmative action
program in consultation with managers and others involved in the completion of
objectives, including the Handicapped Program Advisory Committee (HPAC). If time
permits, the Committee (consisting of the Agency-wide Coordinator and handicapped
representatives of our major components) reviews the plan prior to final publication.
Program assessment and evaluation is accomplished by the Agency-wide Coordinator as
a regular part of the process of developing the affirmative action plan; however,
no effort has been made to date to include evaluation of the program as part of
internal personnel management surveys. While criteria for evaluating the program
have not been formalized, the 1978 Affirmative Action Plan included measurement stan-
dards for the program areas of recruitment, data collection and reporting, training,
accessibility of facilities, program evaluation, publicity, and regulations.
Opportunity for change: The measurement standards established for major program areas in the 1978 Affirma-
tive Action plan could be expanded to cover the nine basic objectives now required
by the Commission and any other areas of concern to the Agency. These measurement
standards could be developed to serve as criteria for assessment and evaluation
of the effectiveness of the Selective Placement Program. Input from Assistant
Coordinators and HPAC could be utilized.
ACTION METHOD OF IMPLEMENTATION TARGET DATE RESPONSIBTR OFFICIAL
1. Issue instructions Review previously established
for program evalu- measurement standards for appli-
ation. cability to the current CSC objec-
tive requirements.
Amend and expand as necessary
to cover the nine basic
objectives and any other
area of Agency concern.
8
31 Jan 79 Agency-wide Coordinator
31 Mar 79
Agency-wide Coordinator,
Assistant Coordinators,
and HPAC
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ACTION
2. Develop a system
for information
sharing.
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METHOD OF IMPLTMENTATION
TARGET DATE RESPONSIBLE OFFICIAL
Prepare status reports which Quarterly Agency-wide Coordinator
summarize activities and ? ?
accomplishments to provide
feedback to Agency managers
and Assistant Coordinators.
Objective 8: MAINTAIN AN INTERNAL DATA OOLLECTION SYSTEM FOR PURPOSES OF AGENCY-WIDE ASSESSMENT
AND PLANNING
Situation as it exists:
L.unity for change:
ACTION
1 Levelop a plan of
action and pro-
cdures for the
? curvey iE deemed
fea::Able.
The system established several years ago for maintenance of records on handicapped
applicants for employment seems to be working well. We have not established
a satisfactory mechanism for identifying employees who were on duty prior to enact-
ment of the law, or who have become disabled since enactment of the law. We have
not conducted the survey recommended by the Civil Service Commission primarily
because of time, workload and resource constraints. Some concern has been
expressed as to the validity. of collecting confidential medical information in
this manner. Our personnel computer system is prepared to accept coding of handi-
caps, and controls for production of reports and accessibility of the information
have been established, Disabled veterans are currently recorded in the computer
system and reports are produced on demand; however, the type of handicap is not
coded.
Records an employee handicap status are not complete. The survey suggested by CSC
might be adapted to serve as a basis for obtaining the necessary information.
METHOD OF IMPLEMaITATION
Review. the guidelines in detail -
and determine where changes
can be Made to meet the
Agency's needs.
9
TARGET DATE RESPONSIBLE OFFICIAL
30 Nov 73
Agency-wide Coordinator,
CMS/PSS, HPAC
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ACTION
2. Conduct a survey
to obtain handicap
data on current
employees.
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METHOD OF IMPLEM7NTATION
Prepare drafts of issuances
for review and approval by the
Director of Personnel.
Brief component Personnel
Officers and managers on the
survey and its purpose so as
to insure full cooperation.
Arrange for distribution of
questionnaire to all Agency
employees.
(Insertion of the information
into the computer system will
not be completed until the next
Fiscal Year.)
Objective 9: ASSURE ACCESSIBILITY OF FACILITIES
Situation as
TARGET DATE RESPONSIBLE OFFICIAL
31 Mar 79 Agency-wide Coordinator
30 Apr 79 Agency-wide Coordinator
30 May 79
Agency-wide Coordinator
it exists: A survey was conducted several years ago to identify architectural barriers in
Agency-owned and leased buildings. Mbst of the barriers have been eliminated in
Agency-owned buildings and leases for others include a requirement that barriers
will be eliminated. Work is continuing on those barriers which still exist
(lowered telephones, etc.). Because our deaf and blind population is so small,
?
special warning devices for evacuation purposes have not been installed; however,
arrangements exist within offices to accomplish the safe evacuation of personnel
with these handicaps. Preliminary discussions on the feasibility of installing
visual alarms have been held. Arrangements for evacuation of mobility-handicapped
personnel have been included in building evacuation plans but are seen by those
with such handicaps as less than desirable. A recent fire drill at Headquarters
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Opportunity for change:
ACTION
1. Determine current
needs for removal
of architectural
barriers.
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revealed that some area wardens were not familiar with procedures for evacuating
persons with nobility handicaps. Parking spaces have been set aside at the Head-
quarters building to accommodate handicapped visitors and signs have been installed
on the compound directing visitors to these spaces. Arrangements for parking
spades for handicapped visitors at other buildings are now being made. Handi-
capped employees are given preferential parking places at their request and depend-
ing upon the nature of the handicap. Persons in wheelchairs are unable to use
the Agency Shuttle bus system; however, consideration is being given to obtaining
a "busette" which can be used to transport mobility-handicapped employees between
buildings for official business requirements. Braille floor identification signs
have been purchased and will be installed in elevator banks in the Headquarters (
building.
Evacuation procedures for mobility-handicapped employees can be reviewed in consul-
tation,with experts in the safety area to determine if they are indeed the "'cost
effective methods. Employees with mobility handicaps can then be assured that the
methods devised will meet their needs. Work can continue on the elimination of
barriers in all buildings occupied by the Agency. Evacuation procedures for handi-
capped employees can be publicized and area wardens can be sensitized to the needs
of handicapped employees during an evacuation.
2. Revise current evacu-
ation procedures if
necessary and p]b-
lish them in an
appropriate
manner.
METHOD OF IMPLR4EIT2ATION
Review current status of
Agency-owned and leased
buildings.
Prepare plans for removal
of barriers where architectur-
ally feasible.
Review current procedures
with safety experts and
establish alternative
procedures.
11
TARGET DATE RESPONSIBLF OFFICIAL
30 Sep 78
30 Nov 78 C/LSD
28 Feb 79
Agency-wide Coordinator,
C/LSD
Agency-wide Coordinator,
OS/Safety Branch
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ACTION METHOD OF IMPLFMENTATION TARGET DATE RESPONSIBLE. OFFICIAL
Prepare 6pprppriate notice
for publication.
3. Develop guidelines Assure that employees with On-going Agency-wide Coordinator
for providing trans- mobility problems are provided
portation assistance. assistance in locating suitable
transportation.
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