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EEOC FORM
715-01
PART J

U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Special Program Plan for the Recruitment, Hiring, and Advancement of Individuals With Targeted Disabilities

PART I
Department or Agency Information

1. Agency

1.  U.S. Department of Transportation

1.a. 2nd Level Component

1.a.  Federal Highway Administration

1.b. 3rd Level or lower

1.b.

PART II
Employment Trend and Special Recruitment for Individuals With Targeted Disabilities

Enter Actual Number at the ...

... beginning of FY.

... end of FY.

Net Change

Number

%

Number

%

Number

Rate of Change

Total Work Force

2850

100.00%

2820

100.00%

-30

-1.05

Reportable Disability

191

6.2

183

6.6

-8

-4.19

Targeted Disability*

22

.07

23

.08

+1

0.1

* If the rate of change for persons with targeted disabilities is not equal to or greater than the rate of change for the total workforce, a barrier analysis should be conducted (see below).

1. Total Number of Applications Received From Persons With Targeted Disabilities during the reporting period.

Unknown

2. Total Number of Selections of Individuals with Targeted Disabilities during the reporting period.

1

PART III Participation Rates In Agency Employment Programs

Other Employment/Personnel Programs

TOTAL

Reportable Disability

Targeted Disability

Not Identified

No Disability

#

%

#

%

#

%

#

%

3. Competitive Promotions

113

7

6.2

1

.08

21

18

85

75

4. Non-Competitive Promotions

183

10

5.4

1

.005

20

11

153

83.6

5. Employee Career Development Programs

70

2

2.8

0

0

30

42.9

38

54.3

5.a. Grades 5 - 12

6

0

0

0

0

0

0

6

100

5.b. Grades 13 - 14

26

1

3.8

0

0

8

30.8

17

65.4

5.c. Grade 15/SES

38

1

2.6

0

0

22

58

15

39.4

6. Employee Recognition and Awards

4735

282

6

28

.6

1394

29.4

3031

64

6.a. Time-Off Awards (Total hrs awarded)

7588

688

9.1

76

1

1927

25.4

4897

64.5
6.b. Cash Awards (total $$$ awarded) 2,753,142 153,803 5.4 16,790 16,790 1,033,832 38 1,548,717 56
6.c. Quality-Step Increase 24 0 0 0 0 7 29 17 71

 

EEOC FORM
715-01
Part J

Special Program Plan for the Recruitment, Hiring, and Advancement of Individuals With Targeted Disabilities

Part IV
Identification and Elimination of Barriers

Agencies with 1,000 or more permanent employees MUST conduct a barrier analysis to address any barriers to increasing employment opportunities for employees and applicants with targeted disabilities using FORM 715-01 PART I. Agencies should review their recruitment, hiring, career development, promotion, and retention of individuals with targeted disabilities in order to determine whether there are any barriers.

Part V
Goals for Targeted Disabilities

Agencies with 1,000 or more permanent employees are to use the space provided below to describe the strategies and activities that will be undertaken during the coming fiscal year to maintain a special recruitment program for individuals with targeted disabilities and to establish specific goals for the employment and advancement of such individuals. For these purposes, targeted disabilities may be considered as a group. Agency goals should be set and accomplished in such a manner as will effect measurable progress from the preceding fiscal year. Agencies are encouraged to set a goal for the hiring of individuals with targeted disabilities that is at least as high as the anticipated losses from this group during the next reporting period, with the objective of avoiding a decrease in the total participation rate of employees with disabilities.

Goals, objectives and strategies described below should focus on internal as well as external sources of candidates and include discussions of activities undertaken to identify individuals with targeted disabilities who can be (1) hired; (2) placed in such a way as to improve possibilities for career development; and (3) advanced to a position at a higher level or with greater potential than the position currently occupied.

 

Goal 1:  Implementation of the FHWA Recruitment Program for Persons with Targeted Disabilities (PWTDs)

 

A.    Three percent of all new hires will be the goal for targeted disabilities.

 

B.     Work with the Agency's Diversity Program Manager to develop and implement strategies for identifying PWTDs for employment opportunities.

 

C.    Identify organizations that have a large disability community in desired academic areas to work with in order to foster current and future interest in FHWA careers.

C1.   Establish working relationships with organizations that serve as recruiting sources of candidates with disabilities such as State Vocational Rehabilitation Agencies, Department of Veterans Affairs, the Employer Assistance Referral Network, the Workforce Recruitment Program (WRP), and colleges and universities that have disability resource centers.

 

D.     Make use of temporary FTE slots available through the Office of Human Resources to recruit/target PWTDs for a maximum 2-year excepted appointment into professional and technical positions.  The individuals will be provided with the necessary accommodations, to ensure that they can successfully lateral into permanent, critical occupations.

 

E.     Educate supervisors/managers through various training sessions via videoconference and/or brown bag luncheons, on hiring, retaining and advancing PWTDs for positions that they regularly recruit.

 

Goal 2:  Improve Advancement Opportunities for PWTDs

 

A.    Establish a work group to identify developmental opportunities for PWTDs.

 

Goal 3:  Train Managers and Selecting Officials

 

A.    Provide training for managers and selecting officials on the benefits of employing PWTDs and provide information on how to use the special appointing authorities.  Make this training available to new managers on a quarterly basis.

 

B.     Develop and implement a toolkit on hiring, promotion and retention of PWTDs for managers, supervisors, and human resource specialists to be displayed on the FHWA's website.

 

Goal 4:  Develop a strategy for identifying and resolving PWTDs retention issues

 

A.     Form a work group to identify and develop solutions to retention issues of PWTDs.

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