Affirmative Action Plan

Nuclear Regulatory Commission FY 2018 Affirmative Action 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 §1614.203(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 1. 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.

a. Cluster GS-1 to GS-10 (PWD) Answer Yes

b. Cluster GS-11 to SES (PWD) Answer Yes

The 2018 total NRC GG workforce permanent data reflects that persons with disabilities (PWD) accounted for 175 (5.88%) employees, which is beneath the12% benchmark (See Tables B4, B2 & B1). The EEO office reviewed data related to PWD contained in Table B4: “Participation Rates for NRC Grades By Disability (Permanent) Calculated Within Group.” A review of Cluster GG-05 to GG-10 and Cluster GG-11 to SES revealed that the percentage of PWD in the GG-05 to GG-10, GG-12, GG-13, and the SES clusters in FY 2017, were below the goal of 12%. 1. GG-01 to GG-04 0 (0.00%) Total Workforce 2. GG-05 PWD 0 (0.00%) 3. GG-06 PWD 3 (6.12%) 4. GG-07 PWD 5 (17.86%) 5. GG-08 PWD 5 (10.00%) 6. GG-09 PWD 2 (6.45%) 7. GG-10 PWD 3 (11.54%) 8. GG-11 No data reflected 9. GG-12 PWD 5 (8.06%) 10. GG-13 PWD 49 (6.58%) 11. GG-14 PWD 49 (5.00%) 12. GS Scale: AD-14 PWD 1 (4.55%) 13. GS Scale: Senior Executive Service (SES) PWD 3 (2.42%).

*For GS employees, please use two clusters: GS-1 to GS-10 and GS-11 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-11 Step 1 in the Washington, DC metropolitan region.

2. Using the goal of 2% 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.

a. Cluster GS-1 to GS-10 (PWTD) Answer Yes

b. Cluster GS-11 to SES (PWTD) Answer Yes

The 2018 total NRC workforce data reflects that persons with disabilities (PWTD) accounted for 32 (1.07%) (Slight percentage discrepancy between workforce tables B1 and B2). The EEO office reviewed data related to persons with targeted disabilities (PWTD) contained in Tables B4, B2 and B1. A review of Cluster GG-05 to GG-10 and Cluster GG-11 to SES. The percentage of PWTD in GG-06, GG-10, GG-12, GG-13, and GG-14. The SES clusters were below the 2% goal. 1. GG-01 to GG-04 0 (0.00%) Total Workforce 2. GG-05 PWTD 1 (100.00%) 3. GG-06 PWTD 0 (0.00%) 4. GG-07 PWTD 3 (10.71%) 5. GG-08 PWTD 1 (2.00%) 6. GG-09 PWTD 2 (6.45%) 7. GG-10 PWTD 0 (0.00%) 8. GG-11 No data reflected 9. GG-12 PWTD 0 (0.00%) 10. GG-13 PWTD 6 (0.81%) 11. GG-14 PWTD 12 (1.22%) 12. GS Scale. AD-14 PWTD 0 (0.00%) 13. GS Scale. Senior Executive Service (SES) PWTD 0 (0.00%)

Grade Level Cluster(GS or Alternate Pay Total Reportable Disability Targeted Disability Planb) # # % # % Numarical Goal -- 12% 2% Grades GS-1 to GS-10 0 0 0.00 0 0.00

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Grade Level Cluster(GS or Alternate Pay Total Reportable Disability Targeted Disability Planb) # # % # % Numarical Goal -- 12% 2% Grades GS-11 to SES 124 3 2.42 1 0.81

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

The NRC’s policies, regulations, and procedures regarding employment of PWDs are in Management Directive and Handbook 10.13, Part V, “The NRC Program for Employment of Persons with Disabilities.” The numerical goals are communicated to hiring managers and recruiters on-going through the following communication forums: (1) Annual EEO training for managers and supervisors; (2) Lunch and Learns; (3) NRC's Disability Program Strategic Project Plan (FY2011-FY 2016), which is currently being revised); (4) The Agency's 2018 Affirmative Action Plan for the Recruitment, Hiring, Advancement, and Retention of Persons with Disabilities, which is posted on the EEO office Web Page; and (5) EEO and Human Capital Briefings. During the 2018 EEO briefing, information was presented to the Agency Heads, senior officials and management, employees at all levels, stakeholders and the public at lodge regarding Section 501 regulatory changes, new requirements, the numerical goals, NRC efforts, etc. During 2018, NRC participate in a number of career events that included conveyance of NRC’s hiring authority related to PWD and PWTD. Please refer to During FY 2018, the NRC engaged in extensive recruitment outreach, which is identified in MD-715, Part E.3 – Executive Summary: Workforce Analyses, Sec. 2. Recruitment.

Section II: Model Disability Program Pursuant to 29 C.F.R. § 1614.203(d)(1), 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. A. PLAN TO PROVIDE SUFFICIENT & COMPETENT STAFFING FOR THE DISABILITY PROGRAM 1. 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

2. Identify all staff responsible for implementing the agency's disability employment program by the office, staff employment status, and responsible official.

# of FTE Staff By Employment Status Responsible Official Disability Program Task (Name, Title, Office Full Time Part Time Collateral Duty Email) Processing reasonable accommodation requests 1 0 0 Kimberly Meyer- from applicants and employees Chambers Disability Program Manager Kimberly.Meyer- [email protected] Architectural Barriers Act Compliance 1 0 0 Richard Branch Team Leader [email protected] Section 508 Compliance 0 1 0 John Beatty Section 508 Coordinator [email protected] Special Emphasis Program for PWD and 1 0 0 Dorothea Washington PWTD Program Manager [email protected]

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# of FTE Staff By Employment Status Responsible Official Disability Program Task (Name, Title, Office Full Time Part Time Collateral Duty Email) Answering questions from the public about 1 0 0 Kimberly Meyer- hiring authorities that take disability into Chambers account Disability Program Manager Kimberly.Meyer- [email protected] Processing applications from PWD and PWTD 1 0 0 Kimberly English Recruitment Program Manager/Employee Relations Specialist NRC/ OCHCO/WMB & PLERB [email protected]

3. Has the agency provided disability program staff with sufficient training to carry out their responsibilities 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.

Answer No

The EEO office recommends that during FY 2019 training be provided to increase the knowledge and skills among disability program staff including: 1) ADA Certification Training, 2) OPM’s Special Placement Program Coordinator training, 3) EEOC’s EO/ disability related training, 4) other similar types of training.

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

Section III: Program Deficiencies In The Disability Program

Brief Description of Program D.4.a. Does the agency post its affirmative action plan on its public website? [see 29 CFR §1614.203(d)(4)] If yes, Deficiency please provide the internet address in the comments.

Objective To post the Affirmative Action Plan on NRC's public website. Target Date Jul 31, 2019 Completion Date Target Date Completion Date Planned Activity Planned Activities Jul 31, 2019 Place plan on the public web site.

Accomplishments Fiscal Year Accomplishment

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Brief Description of Program D.4.d. Has the agency taken specific steps that are reasonably designed to increase the number of persons with Deficiency disabilities or targeted disabilities employed at the agency until it meets the goals? [see 29 CFR §1614.203(d)(7)(ii)]

Objective Information captured under Part J. Target Date Sep 30, 2019 Completion Date Target Date Completion Date Planned Activity Planned Activities Sep 30, 2018 Information captured under Part J.

Accomplishments Fiscal Year Accomplishment

Section IV: Plan to Recruit and Hire Individuals with Disabilities Pursuant to 29 C.F.R. §1614.203(d)(1)(i) and (ii), agencies must establish a plan to increase the recruitment and hiring of individuals with disabilities. The questions below are designed to identify outcomes of the agency’s recruitment program plan for PWD and PWTD A. PLAN TO IDENTIFY JOB APPLICATIONS WITH DISABILITIES 1. Describe the programs and resources the agency uses to identify job applicants with disabilities, including individuals with targeted disabilities.

During FY 2018, the agency participated in a variety of recruitment outreach events designed to increase the number of qualified PWD and PWTD within the major occupations. During FY 2018, the NRC engaged in extensive recruitment outreach, which is identified in MD-715, Part E.3 – Executive Summary: Workforce Analyses, Sec. 2. Recruitment. Additionally, to increase outreach and the number of applications from PWD/PWTD, the agency continued its partnership with Equal Opportunity Publications (EOP). Through this partnership, the agency not only participated in recruitment events hosted by EOP, but also posted job vacancies on the EOP online job board. During FY 2018, the NRC participated in one EOP career expo event, which focused on Science, Technology, Engineering and Math (STEM) professionals. In addition to the EOP partnership, the agency also posts vacancies and has an agency profile page on GettingHired.com, a job board that empowers job seekers with disabilities to find employment. The NRC continued to partner with the Department of Defense’s Operation Warfighter (OWF) Program, which provides Federal internship opportunities in a supportive work setting to recovering service members. NRC representatives participated in OWF hiring events at Ft. Belvoir and Walter Reed on a periodic basis. The NRC utilized the Workforce Recruitment Program resume database to search for candidates for Administrative Assistant, Information Technology, and Temporary Summer Student positions. The agency continues to be below the 12% goal for PWDs and 2% goal for PWTD but is making steady progress towards achieving the Federal benchmarks. In FY 2018, the total PWD workforce was 178 (5.77%), a difference of +29 from the FY 2017 PWD total workforce count of 149 (4.59%). The permanent PWD workforce was 175 (5.88%) compared to 142 (4.52%) in FY 2017, a difference of +33. In FY 2018, the total PWTD workforce was 32(1.04%) compared to 17(0.52%) in FY 2017, a difference of +12.

2. Pursuant to 29 C.F.R. §1614.203(a)(3), describe the agency’s use of hiring authorities that take disability into account (e.g., Schedule A) to recruit PWD and PWTD for positions in the permanent workforce

The NRC uses all available and appropriate hiring authorities to recruit and hire PWD and PWTD including Special Hiring Authority that takes disability into account (similar to Schedule A Hiring Authority) to hire PWTD; and non-competitive selection of PWDs. During FY 2018, the NRC engaged in extensive recruitment outreach, which is identified in MD-715, Part E.3 – Executive Summary: Workforce Analyses, Sec. 2. Recruitment. Workforce Table (B7) reflects 0 (0.00%) hires occurred for this period from Schedule A equivalent hiring efforts. In FY 2018, the NRC hired 3 (1.11%) PWD and 1 (3.70%) PWTD to the permanent workforce, and 1 (2.50%) PWTD to the temporary workforce through the competitive process.

3. When individuals apply for a position under a hiring authority that takes disability into account (e.g., Schedule A), explain how the agency (1) determines if the individual is eligible for appointment under such authority; and, (2) forwards the individual's application to the relevant hiring officials with an explanation of how and when the individual may be appointed.

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In accordance with NRC’s established Special Hiring Authority (Schedule A equivalent), the following steps are to be taken: 1) The hiring manager alerts the Disability Program Manager (DPM) of the job opening and explain what competencies the ideal candidate should possess; 2) The DPM consults with his/her resources provides the hiring manager with potential Special Hiring Authority applicants who have already been determined to meet the qualifications for the position; 3) The hiring manager reviews the resumes and references of the applicants, conducts interviews, and makes a selection. If the hiring manager is not satisfied with any of the Special Hiring Authority applicants presented for consideration, he/she can retain the option to use the traditional competitive process to fill the vacancy; 4) The selection decision, once made, is relayed to the appropriate persons within OCHCO who extend offers of employment on behalf of the agency; and, 5) Once the offer has been accepted, a start date is established to bring the candidate on board.

4. Has the agency provided training to all hiring 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.

Answer No

Information and materials have been made available to hiring managers online. During FY 2019, the OCHCO in coordination with the EEO office plans to provide training to all hiring managers on the use of hiring authorities that take disability into account including relevant procedural processes as part of the agency’s mandatory annual (and Refresher) EEO supervisors and managers training, which is scheduled to be conducted at least four times during the year. The OCHCO and EEO office will engage strategies to assist and monitor NRC offices’ progress throughout the reporting period.

B. PLAN TO ESTABLISH CONTACTS WITH DISABILITY EMPLOYMENT ORGANIZATIONS Describe the agency’s efforts to establish and maintain contacts with organizations that assist PWD, including PWTD, in securing and maintaining employment.

In FY 2018, the agency established working relationships with a number of organizations including EOP, which included partnering in recruitment fairs, events, and activities focused on PWD and PWTD (See MD-715, Part E3. Executive Summary: Workforce Analysis- Recruitment).

C. PROGRESSION TOWARDS GOALS (RECRUITMENT AND HIRING) 1. Using the goals of 12% for PWD and 2% for PWTD as the benchmarks, do triggers exist for PWD and/or PWTD among the new hires in the permanent workforce? If “yes”, please describe the triggers below.

a. New Hires for Permanent Workforce (PWD) Answer No

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

The EEO office reviewed data Table B8 : “New Hires by Type of Appointment (Permanent) – Distribution by Disability, to determine impact, if any, to PWDs and PWTDs new hires. The data revealed that there were 27 total permanent workforce new hires, of which there were 20 (74.07%) employees who self-identified that they did not have a disability, 3 (11.11%) employees who did not self-identify, 3 (11.11%) employees who identified that they are a PWD, and 1 (3.70%) employee who self-identified that they are a PWTD. The EEO office identified that a trigger exists for PWD, based on the 11.11% representation beingslightly below the benchmark goal of 12%. A trigger was not identified for new hire PWTD based, on 3.70% being higher than the 2% goal.

Reportable Disability Targeted Disability New Hires Total Permanent Temporary Permanent Temporary Workforce Workforce Workforce Workforce (#) (%) (%) (%) (%) % of Total Applicants

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% of Qualified Applicants % of New Hires

2. Using the qualified applicant pool as the benchmark, do triggers exist for PWD and/or PWTD among the new hires for any of the mission- critical occupations (MCO)? If “yes”, please describe the triggers 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.

a. New Hires for MCO (PWD) Answer Yes

b. New Hires for MCO (PWTD) Answer Yes

The EEO office reviewed data in Table B7: “Applications and Hires By Major Occupations – Distribution by Disability (Either Permanent or Temporary) ” to determine, if any triggers existed for PWDs and/or PWTDs. The results are discussed in the following paragraphs. In the Security Administration (0080) occupational series, 14 (9.93%) PWD and 6 (4.26%) PWTD applied, of whom 7 (10.14%) PWD and 3 (4.35%) PWTD were determined to be qualified, but not hired to fill the position. In the International Relations (0131) occupational series, 2 (6.90%) PWD applied, of whom 2 (11.11%) PWD were determined to be qualified, but not hired to fill any of the 4 positions filled. In the Miscellaneous Administration and Program (0301) occupational series, 5 (7.58%) PWD and 2 (3.03%) PWTD applied, of whom 4 (7.14%) PWD and 2 (03.57%) PWTD were determined to be qualified, but not hired to fill the position. In the Miscellaneous Clerk and Assistant (0303) occupational series, 2 (20.00%) PWD applied, of whom 2 (20.00%) PWD were determined to be qualified, but not hired to fill either of the 2 positions. In the Secretarial (0318) occupational series, 86 (6.55%) PWD applied and 40 (3.05%) PWTD applied, of whom 66 (6.80%) PWD and 30 (3.09%) PWTD were determined to be qualified. Three PWD were hired to fill several of the 18 positions. In the Management and Program Analyst (0343) occupational series, 1 (50.00%) PWD applied, of whom 1 (50.00%) PWD was determined to be qualified, but not hired to fill the position. In the Budget Analysis (0560) occupational series, 7 (5.98%) PWD applied and 2 (1.71%) PWTD applied, of whom 6 (5.66%) PWD and 2 (1.89%) PWTD were determined to be qualified, but not hired to fill the position. In the General Engineer (0801) occupational series, 20 (4.78%) PWD applied and 3 (0.72%) PWTD applied, of whom 14 (4.32%) PWD and 3 (0.93%) PWTD were determined to be qualified, but not hired to fill any of the 27 positions. In the Nuclear Engineer (0840) occupational series, 7 (2.09%) PWD applied and 3 (0.90%) PWTD applied, of whom 7 (2.65%) PWD and 3 (1.14%) PWTD were determined to be qualified. Two PWD were hired to fill 2 of the 17 positions. In the Health Physics (1306) occupational series, 1 (7.14%) PWD applied, of whom 1 (9.09%) PWD was determined to be qualified, but not hired to fill the position. The EEO office also identified triggers related to the hiring and selection processes for the above major occupations, based on the participation rate goals for hiring PWTDs. Using the Schedule A appointing authority, found at 5 CFR § 213.3102(u), qualified candidates who meet the OPM guidelines can be hired non-competitively without, among other things: 1) An alternative to going through the traditional process; 2) Posting and publicizing the position; and 3) Going through the certificate process. A review of Table B7 reveals that there were 0 (0.00%) applications and 0 (0.00%) hires under NRC’s Special Hiring Authority (equivalent to Schedule A Hiring Authority). The 109 applications from PWD and 43 PWTD hire did not receive consideration under the agency’s Schedule A hiring process. Triggers exist with respect to the processing and selection processes related to the applications submitted by PWD because NRC is not complying with Section 501 of the Rehabilitation Act, Federal agencies are required to take proactive steps to provide equal opportunity to qualified PWD in all aspects of Federal employment (including establishing systems to monitor the agency’s compliance with the Act). Congress has directed the Federal Government to serve as a model employer of PWD, which includes developing “an affirmative action program plan for the hiring, placement, and advancement of PWD” that, among other things provides adequate employment opportunities and sets out the ways in which the agency will meet the needs of its PWD.

New Hires to Reportable Disability Targetable Disability Mission- Critical Total Qualified Occupations Applicants New Hires Qualified Applicants New Hires (#) (%) (%) (%) (%) Numerical Goal -- 12% 2%

3. Using the relevant applicant pool as the benchmark, do triggers exist for PWD and/or PWTD among the qualified internal applicants for any of the mission-critical occupations (MCO)? If “yes”, please describe the triggers 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.

a. Qualified Applicants for MCO (PWD) Answer Yes

b. Qualified Applicants for MCO (PWTD) Answer Yes

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The EEO reviewed Workforce Table B6 to determine, if any triggers existed for PWDs and/or PWTDs among the qualified internal applicants for any of the mission-critical occupations (MCO), The results are discussed in the following paragraph. Participation levels of PWD and PWTD in the 8 identified MCOs are, as follows: • Management and Program Analysis (0343) occupational series, 1 PWD and 1 PWTD. • General Engineer (0801) occupational series, 1 PWD and 1 PWTD. • Nuclear Engineer (0840) occupational series, 1 PWD and 1 PWTD. • General Attorney (0905) occupational series, 1 PWD and 1 PWTD. • General Physical Science (1301) occupational series, 1 PWD and 1 PWTD. • Health Physics (1306) occupational series, 1 PWD and 1 PWTD. • Information Technology Management (2210) occupational series, 1 PWD and 1 PWTD. The EEO reviewed Workforce Table B4 to determine, if any triggers existed for PWDs and/or PWTDs in participation rates for AD Grades. The only positions occupied are at: (1) AD-13 level, which reflects 5 employees, of whom there are 0 PWD and 0 PWTD; and, (2) AD-14 level, which reflects 22 employees, of whom 1 (4.55%) is a PWD. The EEO reviewed Workforce Table B4 to determine, if any triggers existed for PWDs and/or PWTDs in participation rates for permanent SES Grades. The SES compliment reflects 124 employees, of whom there are 3 (2.42%) PWD and 0 (0.00%) PWTD. The EEO office reviewed Workforce Table B4 to determine, if any triggers existed for PWDs and/or PWTDs in participation rates for temporary Non-SES (Other Senior Pay) Grades. The Non-SES compliment reflects 5 employees, of whom there are 0 (0.00%) PWD and 0 (0.00%) PWTD, which indicate a trigger.

4. Using the qualified applicant pool as the benchmark, do triggers exist for PWD and/or PWTD among employees promoted to any of the mission- critical occupations (MCO)? If “yes”, please describe the triggers 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.

a. Promotions for MCO (PWD) Answer Yes

b. Promotions for MCO (PWTD) Answer Yes

The EEO office reviewed Workforce Table B9 to determine, if any triggers existed for PWDs and/or PWTDs among employees promoted to any of the mission critical occupations. The results are discussed in the following paragraphs. • In the Security Administration (0080) occupational series, 3 (13.64%) PWD, of whom 3 (14.29%) PWD was determined to be qualified, but not promoted to the position. • In the International Relations (0131) occupational series, 2 (6.90%) PWD applied, of whom 2 (11.11%) PWD were determined to be qualified, but not promoted to fill any of the 3 open positions. • In the Miscellaneous Administration and Program (0301) occupational series, 5 (7.58%) PWD and 2 (3.03%) PWTD applied, of whom 4 (7.14%) PWD and 2 (03.57%) PWTD were determined to be qualified, but not promoted to fill the position. • In the Miscellaneous Clerk and Assistant (0303) occupational series, 2 (20.00%) PWD applied, of whom 2 (20.00%) PWD were determined to be qualified, but not promoted to fill either of the 2 positions. • In the Secretarial (0318) occupational series, 4 (8.51%) PWD applied and 3 (6.38%) PWTD applied, of whom 4 (10.00%) PWD and 3 (7.50%) PWTD were determined to be qualified. One PWD and 1 PWTD were promoted to fill two of the 6 positions. • In the Management and Program Analysis (0343) occupational series, 1 (50.00%) PWD applied, of whom 1 (50.00%) PWD was determined to be qualified, but not promoted to fill the position. • In the General Engineer (0801) occupational series, 16 (5.69%) PWD and 1 (0.36%) PWTD applied, of whom `12 (4.76%) PWD and 1 (0.40%) PWTD were determined to be qualified, but not promoted to fill any of the 21 positions. • In the Nuclear Engineer (0840) occupational series, 2 (2.99%) PWD applied, of whom 2 (2.99%) PWD were determined to be qualified. One PWD was promoted to fill one of the 10 positions. • In the Health Physics (1306) occupational series, 1 (7.14%) PWD applied, of whom 1 (9.09%) PWD was determined to be qualified, but not promoted to the position. In comparison to the benchmarks, triggers exist based on staff not using Schedule A equivalent hiring authority noted in the agency’s expired Disability Program Strategic Project Plan (FY 2011- FY 2016); and NRC’s approved FY 2017 Disability Affirmative Action Plan.

Section V: Plan to Ensure Advancement Opportunities for Employees with Disabilities Pursuant to 29 C.F.R. §1614.203(d)(1)(iii), agencies are required to provide sufficient advancement opportunities for employees with disabilities. Such activities might include specialized training and mentoring programs, career development opportunities, awards programs, promotions, and similar programs that address advancement. In this section, agencies should identify, and provide data on programs designed to ensure advancement opportunities for employees with disabilities. A. ADVANCEMENT PROGRAM PLAN Describe the agency’s plan to ensure PWD, including PWTD, have sufficient opportunities for advancement.

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In FY 2018, the agency engaged in a number of initiatives designed to ensure PWD and PWTD have sufficient advancement opportunity (Identified under MD-715 Part E.3 – Executive Summary: Workforce Analyses). Notwithstanding, there is room for process improvements. During FY 2019, the agency plans to: 1) Provide ample training for hiring managers on utilizing appropriate hiring authority (i.e., Special Hiring Authorities) and responsibilities of managers/supervisors related to Reasonable Accommodations Procedures and processes; 2) Revise the Disability Strategic Project Plan; 3) Establish and execute the Disability Affirmative Action Plan; and, 4) Continue to engage NRC offices, employees and stakeholders in producing the performance results identified in the Workforce Analyses. Please also see MD-715 Part E3: Executive Summary: Workforce Analyses. Sec. 2. Hiring, Rotations, Assignments, Advancements, and Other Selections.

B. CAREER DEVELOPMENT OPPORTUNITES 1. Please describe the career development opportunities that the agency provides to its employees.

Please refer to MD-715 Part E3: Executive Summary: Workforce Analyses. Sec. 4. Training and Development Opportunities.

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

Total Participants PWD PWTD Career Development Opportunities Applicants Applicants Applicants (#) Selectees (#) (%) Selectees (%) (%) Selectees (%) Internship Programs Fellowship Programs Mentoring Programs Coaching Programs Training Programs Detail Programs Other Career Development Programs

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.

a. Applicants (PWD) Answer N/A

b. Selections (PWD) Answer N/A

The EEO office has collaborative with OCHCO around establishing an information/data collections system that tracks employees participation in career development opportunities, such as: internship, fellowship, mentoring, coaching, training, Detail, and other career development programs OCHCO is currently working establishing a tracking system. It is anticipated that NRC will be able to provide EEOC with a progress update during the fourth quarter of 2019. The EEO will review the applicant data once its available.

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.

a. Applicants (PWTD) Answer N/A

b. Selections (PWTD) Answer N/A

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participationThe EEO office in career has collaborative development with opportunities, OCHCO around such as:establishing internship, an fellowship, information/data mentoring, collections coaching, system training, that tracks Detail, employees and other career development programs OCHCO is currently working establishing a tracking system. It is anticipated that NRC will be able to provide EEOC with a progress update during the fourth quarter of 2019. The EEO will review the applicant data once its available.

C. 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.

a. Awards, Bonuses, & Incentives (PWD) Answer No

b. Awards, Bonuses, & Incentives (PWTD) Answer No

Reportable Without Reportable Targeted Disability Without Targeted Time-Off Awards Total (#) Disability % Disability % % Disability % Time-Off Awards: 1-9 hours : 656 6.10 90.24 0.61 5.49 Total Time-Off Awards Given Time-Off Awards: 9+ hours : 315 5.40 89.52 1.27 4.13 Total Time-Off Awards Given

Reportable Without Reportable Targeted Disability Without Targeted Cash Awards Total (#) Disability % Disability % % Disability % Cash Awards: $100 - $500: Total 627 4.63 95.37 1.59 3.03 Cash Awards Given Cash Awards: $501+: Total Cash 3251 4.83 95.17 0.74 4.09 Awards Given

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.

a. Pay Increases (PWD) Answer No

b. Pay Increases (PWTD) Answer No

Reportable Without Reportable Targeted Disability Without Targeted Other Awards Total (#) Disability % Disability % % Disability % Quality Step Increases (QSI): 2 0.00 100.00 0.00 0.00 Total QSIs Awarded Performance Based Pay Increase 0 0.00 0.00 0.00 0.00

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

a. Other Types of Recognition (PWD) Answer No

b. Other Types of Recognition (PWTD) Answer No

D. 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 Page 9 Nuclear Regulatory Commission FY 2018

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.

a. SES

i. Qualified Internal Applicants (PWD) Answer Yes

ii. Internal Selections (PWD) Answer Yes

b. Grade GS-15

i. Qualified Internal Applicants (PWD) Answer N/A

ii. Internal Selections (PWD) Answer N/A

c. Grade GS-14

i. Qualified Internal Applicants (PWD) Answer N/A

ii. Internal Selections (PWD) Answer N/A

d. Grade GS-13

i. Qualified Internal Applicants (PWD) Answer N/A

ii. Internal Selections (PWD) Answer N/A

The NRC's senior level starts at the SES level. Candidates are appointed to SES positions following completion of the SES career development program and QPR certification. Based on a review of Workforce Tables A11and B11 related to internal NRC promotions, the SES level appointments are not listed in these documents. A review of Table B4: Participation Rates for General Schedule Grades by Disability (Permanent) reflects the SES compliment. There are 124 SES employed in the total workforce, of whom 3 (2.42%) are PWD.

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.

a. SES

i. Qualified Internal Applicants (PWTD) Answer Yes

ii. Internal Selections (PWTD) Answer Yes

b. Grade GS-15

i. Qualified Internal Applicants (PWTD) Answer N/A

ii. Internal Selections (PWTD) Answer N/A

c. Grade GS-14

i. Qualified Internal Applicants (PWTD) Answer N/A

ii. Internal Selections (PWTD) Answer N/A

d. Grade GS-13

i. Qualified Internal Applicants (PWTD) Answer N/A

Page 10 Nuclear Regulatory Commission FY 2018

ii. Internal Selections (PWTD) Answer N/A

The NRC's senior level starts at the SES level. The Agency does not promote employees to the SES level. Candidates are appointed to SES positions. Based on a review of Workforce Tables A11and B11 related to internal NRC promotions, the SES level appointments are not listed in these documents. A review of Table B4: Participation Rates for General Schedule Grades by Disability (Permanent) reflects the SES compliment. There are 124 SES employed in the total workforce, of whom 0 (0.00%) are PWTD.

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.

a. New Hires to SES (PWD) Answer Yes

b. New Hires to GS-15 (PWD) Answer N/A

c. New Hires to GS-14 (PWD) Answer N/A

d. New Hires to GS-13 (PWD) Answer N/A

Response previously provided applies to this question.

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 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.

a. New Hires to SES (PWTD) Answer Yes

b. New Hires to GS-15 (PWTD) Answer N/A

c. New Hires to GS-14 (PWTD) Answer N/A

d. New Hires to GS-13 (PWTD) Answer N/A

Response previously provided applies to this question.

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.

a. Executives

i. Qualified Internal Applicants (PWD) Answer N/A

ii. Internal Selections (PWD) Answer N/A

b. Managers

i. Qualified Internal Applicants (PWD) Answer N/A

ii. Internal Selections (PWD) Answer N/A

c. Supervisors

Page 11 Nuclear Regulatory Commission FY 2018

i. Qualified Internal Applicants (PWD) Answer N/A

ii. Internal Selections (PWD) Answer N/A

The Executive level category is not applicable. Currently, the applicant data is unavailable for managers and supervisors. A review of the combined Workforce Tables (A11 and B11) do not provide relevant information. The EEO office plans to coordinate efforts with OCHCO to provide the needed data. Upon receipt, the EEO office will conducted the requested assessment and provide EEOC with updated information.

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.

a. Executives

i. Qualified Internal Applicants (PWTD) Answer N/A

ii. Internal Selections (PWTD) Answer N/A

b. Managers

i. Qualified Internal Applicants (PWTD) Answer N/A

ii. Internal Selections (PWTD) Answer N/A

c. Supervisors

i. Qualified Internal Applicants (PWTD) Answer N/A

ii. Internal Selections (PWTD) Answer N/A

7. Using the qualified applicant 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.

a. New Hires for Executives (PWD) Answer N/A

b. New Hires for Managers (PWD) Answer N/A

c. New Hires for Supervisors (PWD) Answer N/A

8. Using the qualified applicant pool as the benchmark, does your agency have a trigger involving PWTD 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.

a. New Hires for Executives (PWTD) Answer N/A

Page 12 Nuclear Regulatory Commission FY 2018

b. New Hires for Managers (PWTD) Answer N/A

c. New Hires for Supervisors (PWTD) Answer N/A

Section VI: 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 1. In this reporting period, did the agency convert all eligible Schedule A employees with a disability into the competitive service after two years of satisfactory service (5 C.F.R. § 213.3102(u)(6)(i))? If “no”, please explain why the agency did not convert all eligible Schedule A employees.

Answer No

No. The agency did not hired any employees under NRC’s Special Hiring Authority during the reporting period, and there were no employees eligible for conversion. In FY 2018, the EEO office recommended that OCHCO implement a tracking system to capture the conversion of any employees hired under NRC’s Special Hiring Authority.

2. Using the inclusion rate as the benchmark, did the percentage of PWD among voluntary and involuntary separations exceed that of persons without disabilities? If “yes”, describe the trigger below.

a.Voluntary Separations (PWD) Answer No

b.Involuntary Separations (PWD) Answer No

Without Reportable Seperations Total # Reportable Disabilities % Disabilities % Total Separations 184 5.98 94.02 Involuntary Separations 4 0.00 100.00 Voluntary Separation 180 6.11 93.89

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

a.Voluntary Separations (PWTD) Answer No

b.Involuntary Separations (PWTD) Answer No

Without Targeted Disabilities Seperations Total # Targeted Disabilities % % Total Separations 184 0.54 99.46 Involuntary Separations 4 0.00 100.00 Voluntary Separation 180 0.56 99.44 Page 13 Nuclear Regulatory Commission FY 2018

4. 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.

Based on a review of exit interview results, no triggers exist involving the separation rate of PWD and/or PWTD.

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 inform individuals where to file complaints if other agencies are responsible for a violation. 1. 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.

The NRC is committed to making every possible effort to ensure that all information on its internal Web site is accessible. Section 508 of the Rehabilitation Act Link to non-NRC Site (29 U.S.C. 794d), as amended in 1998, is a federal law that requires agencies to provide individuals with disabilities equal access to electronic information and data comparable to those who do not have disabilities, unless an undue burden would be imposed on the agency. The Section 508 standards are the technical requirements and criteria that are used to measure conformance within this law. More information on Section 508 and the technical standards can be found at www.section508.gov Link to non-NRC Site. If you have any comments, concerns, or questions regarding the accessibility of our Web site please Contact the Web Site Staff Link to NRC Public Site. In your message, please include the Web site address or URL and the specific problems you have encountered. Section 508 policy and compliance guidance information can be found on the NRC Section 508 Web page. For questions about NRC Section 508 policy and compliance guidance or to provide comments and/or feedback on the NRC's Section 508 program please contact [email protected]. Complaints regarding noncompliance with Section 508 of the Rehabilitation Act should be filed with NRC's Office of Small Business and Civil Rights (SBCR). Click on How to File a Complaint for information about SBCR's complaint process and Standard Form 782 to file an electronic complaint. For additional information, please contact Tuwanda M. Smith, Esq., Program Manager for SBCR's Outreach and Compliance Coordination Program (OCCP) at 301-415-7380, or [email protected]. The EEO office conducts NRC’s Internal Disability Compliance Program, which implements the provisions of 10 CFR Part 4, Subpart E, “Enforcement of Nondiscrimination on the Basis of Disability in Programs or Activities Conducted by the U.S. Nuclear Regulatory

2. 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.

The EEO office conducts NRC’s Internal Disability Compliance Program, which implements the provisions of 10 CFR Part 4, Subpart E, “Enforcement of Nondiscrimination on the Basis of Disability in Programs or Activities Conducted by the U.S. Nuclear Regulatory Commission,” which includes compliance with the Architectural Barriers Act and a description of how to file a complaint. The internet address is, as follows: https://www.nrc.gov/reading-rm/doc-collections/cfr/part004/

3. 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.

The EEO office conducted a review of NRC's 2018 Building Accessibility Report. NRC completed several renovation projects in 2018. All renovations were designed to meet current Americans with Disabilities Act Accessibility Guidelines (ADAAG). One floor was renovated in One White Flint North (OWFN), and three floors were renovated in Two White Flint North (TWFN). NRC renovated approximately 5,700 SF on the second floor of OWFN. All new hallways to the workstations and offices from the lobby are disability accessible; office furniture (workstation, private office furniture, and conference room tables) purchased for this project are disability accessible; a new kitchen was designed and installed with new disability accessible faucet/sink, combination refrigerators/ freezer, microwave ovens and toaster ovens; and, both entrance suites were installed with disability accessible door openers. NRC furnished and installed an automatic disability accessible door opener for an existing suite entrance door as part of a reasonable accommodations request. The NRC, along with the building landlord, and the General Services Administration (GSA), renovated the 3rd, 6th, and 7th floors in FY 2018. As part of the Agency's rental lease, the landlord is upgrading all eight elevators

Page 14 Nuclear Regulatory Commission FY 2018

in TWFN with new controls, motors, and the elevator cabs will meet the current ADA accessibility guidelines. Since this is an occupied building, only one elevator will be removed from service at a time. Three passenger elevators were refurbished in FY 2018 as planned, and the remaining elevators will be refurbished by Spring, 2020. At least one elevator lobby entrance door is equipped with a disability accessible door opener. The building landlord will renovate the men’s and women’s restrooms between floors 2 though 10. Restrooms in floors 3, 6, and 7 were completed during 2018, and have at least one ADA toilet fixture. These restrooms are equipped with touchless controls for the toilets, sinks, soap dispensers, paper towel dispensers, and a disability accessible door opener for the restroom entrances. All new hallways, workstations, training rooms, conference rooms, huddle rooms, private offices, printer stations, kitchens, new furniture in the 3rd, 6th, and 7th floors meet the latest ADA accessibility guidelines. Two ADA compliant drinking fountains were installed on each floor and one has a built-in bottle filler.

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. 1. 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.)

Within five (5) business days of receipt of the request, the reasonable Accommodation Coordinator (RAC) or designee will begin reviewing the request and will keep the requestor and requestor’s supervisor apprised of the status or the need for any additional information or other delay as the nature of the request demands. The NRC will process requests for reasonable accommodations and provide accommodations, where appropriate, in as short a time frame as reasonably possible. Interim accommodations may be approved as a temporary provisional measure for cases that present extenuating circumstances. The NRC has an established published “Reasonable Accommodation Timeline,” which identifies specific actions and the associated timelines. For more information click http://drupal.nrc.gov/ochco/catalog/303.

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 supervisors, and monitoring accommodation requests for trends.

NRC’s Management Directive (MD-10.62) on Disability Programs and Reasonable Accommodations was revised to provide more current and accurate information. The reasonable accommodations procedures were updated to align with new requirements of EEOC’s 501 Final Rule. The agency also finalized updates to the agency procedures and training for requesting premium class travel due to disabilities. Four sessions of management training were also held.

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.

The NRC included its Personal Assistant Services (PAS) procedures in its newly revised Reasonable Accommodations Procedures (RAP). Requests for PAS will be made in the same manner as all other requests for reasonable accommodations outlined in Section I of the RAP. The PAS provides PWTDs assistance with daily needs that would otherwise prevent them from being able to work such as eating and attending to other daily personal care needs such as toileting. On February 26, 2019, the NRC resubmitted its revised RAP consistent with EEOC’s feedback n on March 6 and October 24, 2018. Once EEOC approves the RAP, the document will be formalized and concurred on by the Union before it becomes effective. Currently, the NRC does not have any individuals with disabilities in need of PAS. In 2018, NRC staff drafted a Statement of Work, conducted Market Research and gathered documents to support award of a 5-year 8(a) PAS contract. The Acquisitions Office determined that an 8 (a) sole source IDIQ “task order’ contract will (1) allow more flexibility in achieving the PAS requirement including separately fixed hourly rates, and (2) the

Page 15 Nuclear Regulatory Commission FY 2018

agency could leverage different 8(a) vendors to perform services at NRC Headquarters and regional offices. The NRC anticipates making a contract award by September 30, 2019. Until such time, the agency will support requests for PAS with a purchase card or purchase order.

Section VII: EEO Complaint and Findings Data A. EEO COMPLAINT DATA INVOLVING HARASSMENT 1. During the last fiscal year, did a higher percentage of PWD file a formal EEO complaint alleging harassment, as compared to the governmentwide 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.

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 Yes

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.

Section VIII: 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 Yes

2. Has the agency established a plan to correct the barrier(s) involving PWD and/or PWTD?

Answer Yes

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 applicable, accomplishments

Page 16 Nuclear Regulatory Commission FY 2018

STATEMENT OF NRC's Reasonable Accommodations Procedures was revised and sent to EEOC for review/approval CONDITION THAT WAS A in February 2019. TRIGGER FOR A POTENTIAL BARRIER:

Provide a brief narrative describing the condition at issue.

How was the condition recognized as a potential barrier? STATEMENT OF BARRIER Barrier Group GROUPS: People with Disabilities

BARRIER ANALYSIS:

Provide a description of the steps taken and data analyzed to determine cause of the condition. STATEMENT OF 29 CFR 1614.203(d)(3) and NRC's MD 10.13 provides procedural guidance and requirements including those for IDENTIFIED BARRIER: providing applicants and employees reasonable accommodations.

Provide a succinct statement of the agency policy, procedure or practice that has been determined to be the barrier of the undesired condition. Objective Upon receipt of approval from EEOC, NRC plans to finalized the RAP through the Union and post and facilitate the RAP to all NRC employees. Date Objective Oct 1, 2018 Initiated Target Date For Sep 30, 2019 Completion Of Objective

Responsible Officials Jason Shay, Kimberly Meyer-Chambers, Deputy (vacant), and Tuwanda Smith Associate Director for HROP, Reasonable Accommodations Manager, Deputy Director EEO office (vacant) and Affirmative Employment Manager

Target Date Planned Activities Sufficient Modified Completion (mm/dd/yyyy) Staffing & Date Date Funding (mm/dd/yyyy) (mm/dd/yyyy) (Yes or No) 09/30/2018 Upon receipt of approval from EEOC, NRC plans to finalized the Yes RAP through the Union and post and facilitate the RAP to all NRC employees. Include the RAP in training provided to managers, supervisors, and employees.

Fiscal Year Accomplishments 2018 1) Revised MD 10.162, “Disability Programs and Reasonable Accommodation.” 2) Revised Reasonable Accommodations Procedures and submitted to the EEOC for final approval. 3) Revised the Strategic Disability Project Program Plan. 4) Submitted for approval a Yellow Announcement on Self-Identification of Disability Status for resurvey of agency. 5) Completed Statement of Work, Market Research, and other acquisition process to get contract awarded for PAS. Anticipate contract will be awarded by end of 4th quarter 2019. 6)Developed the 2018 Disability Affirmative Action Plan, and 7) Identified two potential vendors who provide tracking services for reasonable accommodations programs: MicroPact at www.micropact.com and the Symplicity Corporation at www.symplicity.com.

Page 17 Nuclear Regulatory Commission FY 2018

STATEMENT OF Workforce Tables B8 was also reviewed. Using the goals of 12% for PWD and 2% for PWTD as CONDITION THAT WAS A the benchmarks, triggers exist for PWD among the new hires in the permanent workforce. TRIGGER FOR A POTENTIAL BARRIER:

Provide a brief narrative describing the condition at issue.

How was the condition recognized as a potential barrier? STATEMENT OF BARRIER Barrier Group GROUPS: People with Disabilities

BARRIER ANALYSIS:

Provide a description of the steps taken and data analyzed to determine cause of the condition. STATEMENT OF PWD were determined to be qualified for positions, but not selected to fill positions. 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. Objective Increase hiring of qualified PWD to the NRC permanent workforce. Date Objective Oct 1, 2018 Initiated Target Date For Sep 30, 2019 Completion Of Objective

Responsible Officials Jason Shay, Susan Salter, Kimberly English, Kimberly Meyer-Chambers, Deputy (vacant) and Tuwanda Smith Associate Director HROP, Branch Chief Workforce Development, Disability Manager, Reasonable Accommodation Manager, Deputy and Affirmative Employment Manager EEO office

Target Date Planned Activities Sufficient Modified Completion (mm/dd/yyyy) Staffing & Date Date Funding (mm/dd/yyyy) (mm/dd/yyyy) (Yes or No) 09/30/2019 Set-up regularly scheduled meetings to discuss and review Yes vacancies and hiring processes. Train managers, supervisors and hiring officials on NRC's Special hiring authority, Affirmative Action Disability Plan and other plans that include hiring, advancement and retention of PWD and PWTD and their obligations and responsibilities. Set-up exit interviews for external applicants, promotional candidates, and other type of job candidates. Monitor performance results for each of the planned activities.

Fiscal Year Accomplishments

Page 18 Nuclear Regulatory Commission FY 2018

STATEMENT OF The lower than expected participation rate 178 (5.77%) of PWD in the agency’s total workforce, as CONDITION THAT WAS A compared to the goal of 12%. The lower than expected participation rate 32 (1.04%) of PWTD in TRIGGER FOR A the agency’s total workforce, as compared to the goal of 2% POTENTIAL BARRIER:

Provide a brief narrative describing the condition at issue.

How was the condition recognized as a potential barrier? STATEMENT OF BARRIER Barrier Group GROUPS: People with Disabilities

BARRIER ANALYSIS:

Provide a description of the steps taken and data analyzed to determine cause of the condition. STATEMENT OF Section 501 of the Rehabilitation Act, amended and EEOC regulations (29 CFR 1614.203(d) (7)and MD-715 IDENTIFIED BARRIER: requirements that Federal agencies adopt specific numerical goals (12% and 2%) for increasing the participation of persons with reportable and targeted disabilities in the Federal Government. NRC's Management Directive 10.13 Provide a succinct statement of "Special Employment Programs", Part V "The NRC Program for Employment of Persons With Disabilities," which the agency policy, procedure promotes the hiring, placement, and advancement of persons with disabilities under Section 501. The Agency's or practice that has been Disability Strategic Project Plan (currently being revised). determined to be the barrier of the undesired condition. Objective Train hiring managers, supervisors, and Disability and Recruitment staff on their roles and responsibilities, requirements, and how to achieve compliance with Section 501 and EEOC regulations, NRC's Affirmative Action Disability Plan, the Disability Strategic Project Plan and NRC's MD 10.13, "Program for Employment of Persons With Disabilities. Establish exit interviews/surveys for external hire applicants and internal promotional applicants; and monitor results related to each of these areas. Date Objective Oct 1, 2018 Initiated Target Date For Sep 30, 2019 Completion Of Objective

Responsible Officials Jason Shay, Susan Salter, Kimberly English, Kimberly Meyer-Chambers, EEO Deputy (position vacant) and Tuwanda Smith Associate Director for Operations, Branch Chief for Workforce Development, and Managers for the Disability and Reasonable Accommodations programs. EEO office Deputy and Affirmative Employment Manager

Target Date Planned Activities Sufficient Modified Completion (mm/dd/yyyy) Staffing & Date Date Funding (mm/dd/yyyy) (mm/dd/yyyy) (Yes or No) 09/30/2018 Revise the Disability Program Strategic Plan. Roll-out plans and Yes 09/30/2018 09/30/2018 carry- out provisions (i.e., Disability Affirmative Action Plan, the Disability Program Strategic Project Plan, and NRC's Special Hiring Authority Program ((MD 10.13)). Train staff & hiring managers, supervisors, and others on the plans/program; and roles and responsibilities. Set-up Exit Interviews for external applicants, promotional candidates, and other types of job candidates. Monitor performance results related to each of the planned activities.

Fiscal Year Accomplishments 2018 Developed the 2018 Disability Affirmative Action Plan.Revised the Strategic Disability Project Program Plan. Final approval and roll projected by end of fourth quarter 2019. Submitted for approval a Yellow Announcement on Self-Identification of Disability Status for resurvey of agency. Completed Statement of Work, Market Research, and other acquisition process to get contract awarded for PAS. Anticipate contract will be awarded by end of 4th quarter 2019. Conducted disability training on May 8, 2018, April 11, 2018, July 18th, 2018, and September 12, 2018 for managers and supervisors attending the EEO refresher training to include: the Agency RAP, PAS, and EEOC 501 Final Rule new requirements

Page 19 Nuclear Regulatory Commission FY 2018

STATEMENT OF The NRC does not currently have in-place a data collections mechanism that tracks career CONDITION THAT WAS A development opportunities that require competition and/or supervisory recommendation/approval to TRIGGER FOR A participate. EEOC required this collection to begin with the 2018 MD-715 Report. POTENTIAL BARRIER:

Provide a brief narrative describing the condition at issue.

How was the condition recognized as a potential barrier? STATEMENT OF BARRIER Barrier Group GROUPS: People with Disabilities

BARRIER ANALYSIS:

Provide a description of the steps taken and data analyzed to determine cause of the condition. STATEMENT OF Pursuant to 29 CFR 1614.203(d)(1)(iii), Federal agencies are required to provide sufficient advancement IDENTIFIED BARRIER: opportunities for employees with disabilities. MD-715 requires Federal agencies to develop systems for the evaluation of program effectiveness and barrier identification and elimination; ensuring that the agency has adequate Provide a succinct statement of data systems for effective analyses of applicant flow, on-board workforce and personnel transactions data; providing the agency policy, procedure current guidance for the development of program plans to all component and field installations; establishing agency- or practice that has been wide objectives and developing and submitting program plans; and preparing accomplishment reports and plan determined to be the barrier of the updates for timely submission to EEOC. NRC's Management Directive (MD)-10.13 includes "The NRC Program for undesired condition. Employment of Persons with Disabilities", which promotes the hiring, placement, and advancement of persons with disabilities consistent with the provisions under Section 501 of the Rehab Act of 1973, as amended. Objective NRC plans to make available data collections related to the Agency's career development opportunities. The data collections will include: Internship, fellowship, mentoring, coaching, training, Detail, and other career development programs. Date Objective May 29, 2019 Initiated Target Date For Sep 30, 2019 Completion Of Objective

Responsible Officials Jason Shay, Susan Salter, Kimberly English, Kimberly Meyer-Chambers , Deputy Director (vacant), and Tuwanda Smith Assoc. Director for HROP, Branch Chief Workforce Development, Disability Manager, Reasonable Accommodations Manager; and Deputy Director and Manager of Affirmative Employment Program EEO office

Target Date Planned Activities Sufficient Modified Completion (mm/dd/yyyy) Staffing & Date Date Funding (mm/dd/yyyy) (mm/dd/yyyy) (Yes or No) 09/30/2019 Set-up data collections system. Yes

Fiscal Year Accomplishments

Page 20 Nuclear Regulatory Commission FY 2018

STATEMENT OF Triggers exist for PWD and PWTD among employees promoted to NRC mission critical CONDITION THAT WAS A occupations (Security Administration, International Relations, Miscellaneous Administration and TRIGGER FOR A Program, Miscellaneous Clerk and Assistant, Secretarial, Management and Program Analysis, and POTENTIAL BARRIER: General Engineer). PWD and PWTD were determined to be qualified for positions, but not Provide a brief narrative promoted to fill positions. describing the condition at issue.

How was the condition recognized as a potential barrier? STATEMENT OF BARRIER Barrier Group GROUPS: People with Disabilities

BARRIER ANALYSIS:

Provide a description of the steps taken and data analyzed to determine cause of the condition. STATEMENT OF Section 501, as amended requires Federal agencies draft affirmative action plans for PWD and PWTD. EEOC IDENTIFIED BARRIER: regulations 29 CFR 1614.203(e) and MD-715 require agencies to describe how their plan will improve the recruitment, hiring, advancement, and retention of applicants and employees with disabilities. NRC's MD 10.13 Provide a succinct statement of "The NRC Program for Employment of Persons with Disabilities promotes the hiring, placement, and advancement the agency policy, procedure of persons with disabilities under Section 501 of the Rehabilitation Act of 1973, as amended. NRC's Affirmative or practice that has been Action Disability Plan is a special program plan for the recruitment, hiring, advancement, and retention of persons determined to be the barrier of the with disabilities. NRC's Disability Strategic Plan Project (currently being revised) also provides for recruitment, undesired condition. hiring, advancement, and retention of persons with disabiities Objective Increase promotional opportunities for PWD and PWTD Date Objective Oct 1, 2018 Initiated Target Date For Sep 30, 2019 Completion Of Objective

Responsible Officials Jason Shay, Susan Salter, Kimberly English, Kimberly Meyer-Chambers, Deputy (vacant) and Tuwanda Smith Assoc. Director HROP, Chief Workforce Development, Disability Manager, Reasonable Accommodation Manager, Deputy and Affirmative Employment Manager EEO office

Target Date Planned Activities Sufficient Modified Completion (mm/dd/yyyy) Staffing & Date Date Funding (mm/dd/yyyy) (mm/dd/yyyy) (Yes or No) 09/30/2018 Set-up regularly scheduled meetings to discuss and review internal Yes promotions. Training managers, supervisors and hiring officials on Special hiring authority, Agency Affirmative Action and other plans that include hiring, advancement and retention of PWD and PWTD and their obligations and responsibilities. Set-up exit interviews for external applicants, promotional candidates, and other type of job candidates. Monitor performance results for each of the planned activities.

Fiscal Year Accomplishments

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

Staffing changes and approval processes.

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

Page 21 Nuclear Regulatory Commission FY 2018

The majority of planned activities were projected to be completed during FY 2019.

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.

Planned activities are being executed, and the plan is to continue progress towards end-goals and objectives in FY 2019 and beyond.

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