DOT’s MD 715 Report for FY 2006 – This is ONLY the portion pertaining to individuals with targeted disabilities.
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EEOC FORM PART I |
FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS
REPORT |
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FY 2005 |
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STATEMENT OF CONDITION THAT WAS A
TRIGGER FOR A POTENTIAL BARRIER: Provide a brief narrative
describing the condition at issue. How was the condition recognized as a potential barrier? |
Individuals
with targeted disabilities have a low participation rate in DOT. Compared to other agencies of the
same size, DOT has one of the lowest ratios for employees with targeted
disabilities. |
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BARRIER ANALYSIS: Provide a description of the steps taken and data analyzed to
determine cause of the condition. |
Data on hires, separations, pay
grades, and education levels was reviewed.
During the third quarter of FY 2006, for positions outside of FAA,
applicants with targeted disabilities were 2.58% of the total applicants.
They were nearly as likely as all applicants to make the best qualified
list. (34.5% v 35.04%) However, those who made the best qualified
list were far less likely to be selected for the position (1.94%), compared
to the selection rates for all applicants (12.37%). During FY 2006, 63.63% of employees
with targeted disabilities who separated from DOT
retired. (45.45% took voluntary
retirement and 18.18% took disability retirement.) Of employees with targeted disabilities on
board, 24.5% are age 55 or older. |
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STATEMENT OF IDENTIFIED BARRIER: Provide a succinct statement of the agency policy, procedure, or
practice that has been determined to be the barrier of the undesired
condition. |
DOT must recruit a higher number of
qualified applicants with targeted disabilities to result in the desired
increase in hiring. DOT managers are
not always choosing to hire applicants with targeted disabilities, even when
they make the best qualified list. DOT
has very few entry level positions, so it is difficult to hire from the
Workforce Recruitment Program list.
Also, employees with targeted disabilities are separating from DOT
(34) at higher rates than they are hired (9). |
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OBJECTIVE: State the alternative or revised agency policy, procedure, or
practice to be implemented to correct the undesired condition. |
Mandate that all Departmental
Offices and OAs set goals for hiring of individuals with targeted
disabilities. Train all senior level
officials as to the Federal obligations to applicants and employees with
disabilities. Improve the provision of
accommodations, telecommuting, options when
transportation is inaccessible, etc. to improve retention. |
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RESPONSIBLE OFFICIAL: |
Director, Departmental Office of
Civil Rights |
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DATE OBJECTIVE INITIATED: |
December, 2004 |
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TARGET DATE FOR COMPLETION OF OBJECTIVE: |
September, |
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EEOC FORM PART I |
EEO Plan To Eliminate Identified
Barrier |
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PLANNED ACTIVITIES
TOWARD COMPLETION OF OBJECTIVE: |
TARGET DATE |
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Summary
of prior activities: In August, 2004,
DOCR issued a memo requesting data on accommodation requests. This memo is issued on an annual
basis. The Director, DOCR, issued a
memo to Heads of Operating Administrations, Assistant Secretaries, and Departmental
Officers in October, 2005, setting a goal of three percent of all hires be
individuals with targeted disabilities.
DOCR requested and reviewed data on pay grades, average age, and
education levels of employees with targeted disabilities who separate without
retiring and those who transfer to other agencies. Training on Hiring Flexibilities was
presented by the US Office of Personnel Management on |
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Prepare
for the signature of the Secretary a memorandum that sets the DOT hiring goal
for individuals with targeted disabilities |
August,
2005 Completed |
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Memorandum reaffirming the hiring goal was
signed and distributed by the Secretary on |
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Negotiate
with FAA, which is 85% of the DOT workforce, to improve hiring and retention
of individuals with targeted disabilities. |
April,
2006 completed |
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The Director, DOCR, has scheduled
quarterly meetings with key officials at FAA.
These meetings are on going. |
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Discuss
with DOHRM the possibility of establishing a mentoring program for employees
with targeted disabilities. |
October,
2005 completed |
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DOHRM created additional slots for employees
with targeted disabilities in the existing mentoring program, called “Leaders
for Tomorrow,” which runs for ten months.
Out of 28 participants, four (14.29%) were employees with targeted
disabilities. Also, one mentor was an
employee with a targeted disability.
DOT intends to continue to set aside slots for employees with targeted
disabilities and recruit them for this program. |
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Revise
the DOT web pages that refer to disability issues; provide additional
information where necessary. Encourage
employees with disabilities to contact DOCR with questions and concerns. |
March,
2007 |
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Additional website content was
prepared by DOCR, providing more comprehensive information on the rights of
applicants and employees with disabilities and links to DOHRM’s website on
appointing authorities. It needs to be
reviewed and vetted before posting. |
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Invite
guest speakers, such as a representative from the Access Board to discuss
Section 508, a representative from EEOC to discuss recent accommodation
cases, etc., to give presentations to key officials. |
January,
2006 Cancelled |
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This
item was cancelled due to the high number of priorities and insufficient
staff resources. |
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May, 2007 |
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Due to
retirement of the Departmental Selective Placement Coordinator, DOHRM, this
item could not be completed. The newly
appointed Selective Placement Coordinator will address this item. |
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Review the
DOT Reasonable Accommodation Order to determine if revisions and updates are
needed. |
September,
2006 Completed |
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The ONEDOT
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Discuss
with DOHRM ways to improve recruitment of individuals with targeted
disabilities. (NEW) |
January,
2007 |
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Work with
DOHRM and OPM to identify ways to contact applicants with targeted
disabilities who make the Best Qualified list and are not selected. The goal is to market these individuals to
other hiring officials who have openings for similar positions.(NEW) |
February,
2007 |
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Work with
DOHRM to create “open continuous” job announcements in major job series, for
individuals with targeted disabilities.
(NEW) |
March,
2007 |
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Work with
DOHRM to negotiate with the applicant flow vendor and OPM the feasibility of
adding a question to the automated application form requesting permission to
share applications with other hiring officials. (NEW) |
March,
2007 |
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Work with
DOHRM and FAA to create a guide on the FAA program for hiring people with
targeted disabilities – FAA does not use the Schedule A process, as they are
not under Title 5. (NEW) |
September,
2007 |
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Two OAs were successful in
exceeding the 3% goal: the Pipeline
and Hazardous Materials Safety Administration and the St. Lawrence Seaway
Development Corporation. DOT has been
collecting best practices. We hope
that the completion of the new action items listed above will lead to improvements
in hiring of individuals with targeted disabilities. |
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EEOC FORM 715-01 |
Special Program Plan
for the Recruitment, Hiring, and Advancement of Individuals With Targeted
Disabilities |
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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 |
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Part V Goals for Targeted
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. |
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Goal
1: Implementation of the DOT
Recruitment Program for Persons with Disabilities (PWD) |
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A. Three percent of all new hires will
be the goal for targeted disabilities.
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In |
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B. Conduct monthly meetings of selective
placement coordinators to discuss methods of outreach, hiring, promoting, and
retaining PWDs. |
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The Departmental Selective Placement Coordinator (SPC) held monthly meetings with the OA SPCs. The group discussed methods and strategies, the use of various appointment authorities, etc. It also arranged for DOT participation in specific job fairs and the Workforce Recruitment Program. |
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C. Invite outside recruitment resources
to meet with SPCs, to connect DOT vacancies with qualified applicants. Provide opportunity for program managers to
establish direct contact with recruitment resources. |
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The SPCs continue to meet with representatives from the local Vocational Rehabilitation offices and other sources of applicants. |
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D. Distribute DOT vacancy announcements to
disability organizations with employment programs. Continue to update the QuickHire list. |
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DOT vacancies were routinely sent to disability organizations on the QuickHire list. Also, the Schedule A appointment authority and applicants were marketed directly to hiring officials before vacancies were announced. |
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E. Participate in a minimum of three Job
Fairs with a focus on employment of PWDs. |
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DOT
attended career fairs at George Mason, George Washington, Maryland, and |