- Briefing Room
U.S. Department of Transportation
Federal Highway Administration
1200 New Jersey Avenue, SE
Washington, DC 20590
|FHWA Personnel Management Manual; Part 1: Personnel Systems & Procedures, Chapter 2: Employment, Section 4: Disabled Veterans Affirmative Action Program (DAAVP)|
|M3000.1C||July 22, 2004|
What is the purpose of this section? The purpose of this section is to issue guidance concerning the Federal Highway Administration (FHWA) Disabled Veterans Affirmative Action Program (DVAAP) to insure equal employment opportunity, reasonable accommodation, and job advancement for disabled veterans, especially those who are rated 30 percent or more disabled by the Department of Veterans Affairs (VA).
Does this directive cancel an existing FHWA directive? Yes. This directive cancels FHWA Personnel Management Manual (PMM) Part 1, Chapter 2, Section 5, Disabled Veterans Affirmative Action Program (DVAAP), dated June 28, 1996. This section number has been changed to Section 4 due to elimination of one section from this chapter.
What references were used in writing this section?
Title 5 of the Code of Federal Regulations (CFR) Part 720, Subpart C;
38 United States Code (U.S.C), Section 4214, Vietnam Era Veterans Readjustment Assistance Act of 1974;
Department of Transportation DPM Letter 720-9; and
PMM Part 1, Chapter 2, Section 3, Affirmative Action Program for the Hiring, Placement and Advancement of Persons with Disabilities. See: Affirmative Action Program for the Hiring, Placement and Advancement of Persons with Disabilities
What is the background concerning this section? Section 403 of the Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended, requires each agency to develop a plan to promote employment and job advancement opportunities within that agency for qualified disabled veterans.
What are the key definitions associated with the DVAAP?
Disabled Veteran. A veteran who is entitled to compensation under laws administered by the VA, or a person who was discharged or released from active duty because of a service-connected disability.
Veteran. A person who served in the active military, naval, or air service, and who was discharged or released under conditions other than dishonorable (Section 101(2) of Title 38, U.S.C).
What are the goals of the DVAAP Program? In order to fulfill our commitment to the employment and advancement of disabled veterans, the DVAAP goals are as follows:
increase the total number of veterans who are 30 percent or more disabled, especially minorities and women;
increase the number of disabled veterans in professional/ administrative positions in grades GS-5 through GS-12 through internal job advancement opportunities, such as merit promotion and upward mobility; and
increase the number of disabled veterans in technical and professional positions through recruitment.
What are the responsibilities assigned to the DVAAP Program?
The Director, Office of Human Resources (HAHR), is responsible for:
(1) implementing, evaluating, and providing oversight to the FHWA's DVAAP;
(2) submitting the annual accomplishment report and required certification to the Office of the Secretary of Transportation (OST);
(3) ensuring that adequate guidance, instruction, and resources are devoted to the program so that Washington Headquarters and field operating elements understand and are carrying out their program responsibilities; and
(4) keeping the position of Washington Headquarters DVAAP Coordinator filled by a qualified staff member.
The DVAAP Coordinator is responsible for:
(1) developing an FHWA-wide annual affirmative action plan containing specific action items and strategies for hiring disabled veterans in the FHWA. The plan will be reviewed annually and revised as necessary; it will cover the period October 1 to September 30 of each year;
(2) implementing appropriate actions contained in the FHWA DVAAP plan;
(3) analyzing work force data and any other relevant data to identify any problems and deficiencies in the employment and advancement of disabled veterans;
(4) conducting a continuing program of affirmative action for disabled veterans, giving emphasis to those who are 30 percent or more disabled (affirmative action encompasses recruiting, hiring, advancement, and personnel programs supporting these activities, e.g., training and career counseling); and
(5) reviewing and consolidating the annual accomplishment reports for signature of the Director, HAHR.
Servicing Human Resource offices are responsible for:
(1) assimilating and incorporating the DVAAP into their respective programs and local organizations to support an FHWA-wide emphasis and program accomplishment;
(2) advising managers and supervisors periodically on the objectives of the DVAAP and encouraging managers to consider the DVAAP in making hiring decisions;
(3) providing information to the DVAAP Coordinator for the annual accomplishment report; and
(4) informing managers and supervisors of the various appointment options available for employing disabled veterans including Veterans Recruitment Act (VRA) appointments, temporary appointments, Schedule A appointments, and non-competitive appointments.
Management officials and supervisors are responsible for supporting and helping the FHWA to achieve its Affirmative Action Plan objectives by providing full consideration to disabled veteran applicants and employees for promotion opportunities, special programs, and awards.
methods and authorities used to recruit and employ disabled veterans, especially those who are 30 percent or more disabled;
methods used to provide or improve the internal advancement opportunities for disabled veterans;
a description of how the activities are monitored, reviewed, and evaluated; and
an explanation of the FHWA's progress in implementing its DVAAP plan during the fiscal year.
What is the certification requirement? The Director, HAHR, must certify annually to the OST that the FHWA has an up-to-date DVAAP plan.