Affirmative Employment, Analysis, and Accountability

Working Towards a Model EEO Program at EPA

Management Directive-715 (MD-715) is the policy guidance which the U.S. Equal Employment Opportunity Commission (EEOC) provides to Federal agencies for their use in establishing and maintaining effective programs of equal employment opportunity (EEO). The MD-715 establishes standards for ensuring that Federal agencies develop and maintain model EEO programs. These standards are used to measure and report on the status of the Federal Government's efforts to become a 'model employer.' As detailed in MD-715, the six elements of a model EEO program are:
 
  • Demonstrated commitment from agency leadership;
  • Integration of EEO into the agency's strategic mission;
  • Management and program accountability;
  • Proactive prevention of unlawful discrimination;
  • Efficiency; and
  • Responsiveness and legal compliance.

The EEOC requires each Federal agency to report annually on the status of activities undertaken pursuant to its EEO program under Title VII of the Civil Rights Act and activities undertaken pursuant to its affirmative action obligations under the Rehabilitation Act. Federal agency reports must also include a plan that sets forth steps it will take in the future to correct deficiencies or further improve efforts undertaken pursuant to MD-715.

The principal responsibility of the Affirmative Employment, Analysis, and Accountability (AEAA) Staff is to advise Agency management on actions necessary to ensure progress in affirmative employment as mandated by the EEOC with the goal of making EPA a model employer. These functions include ensuring that all Regional and Assistant Administrator Offices develop and implement action plans and other policies, programs, and practices that eliminate barriers and ensure equal employment opportunity at the EPA.
 

Special Emphasis Programs 

The purpose of the Special Emphasis Programs (SEPs) is to ensure equal access to employment opportunities. By establishing and utilizing SEPs, EPA can raise employee awareness of the special issues affecting the employment of EEO protected groups and demonstrate the agency's commitment to a model EEO workplace.

The SEPs are an essential tool for federal agencies to address their affirmative employment obligations. The programs are designed to assist management in eliminating disparate treatment or institutional barriers that deny equal opportunities to individuals based on their EEO protected status. Special Emphasis Programs are an integral part of the overall Equal Employment Opportunity Program.       

Civil Rights and EEO Training 

EPA is is committed to ensuring that all employees fully understand the laws and policies regarding civil rights, affirmative action, and equal access/equal opportunity. AEAA provides leadership and oversight to the Agency’s equal employment opportunity and civil rights training efforts for employees and managers. Professional development opportunities to enhance awareness, understanding, and appreciation of the principles of civil rights compliance are a priority and expectation for participation by EPA employees and managers if they are to be able to effectively reach out to underserved audiences.  

All EPA employees are expected to be familiar with and have a full understanding of the federal laws relating to civil rights. In addition, employees are expected to have a working knowledge of their roles and responsibilities to ensure that they fulfill both the letter and the spirit of the law as they identify needs, develop, implement, and evaluate environmental programs.

Policy and Guidance Documents

Barrier Analysis Report: Increasing the Use of the Special A (Disability) Hiring Authority

The Schedule A Hiring Authority 5 CFR 213.3102(u) is a valuable tool for increasing employment opportunities in the federal government for people with disabilities. This excepted service appointing authority is used for hiring people with severe physical, psychiatric, and intellectual disabilities.

EPA identified the “Increased Use of the Schedule A Hiring Authority” as one of its National Priorities. To address this National Priority, OCR launched the agency’s most comprehensive formal barrier analysis on a national level. The analysis focused on 1) identifying the root causes for EPA’s low utilization of Schedule A; 2) analyzing whether those factors identified contributed to the agency’s less than anticipated numbers of persons with disabilities in the workforce; and 3) making recommendations based on the data gathered to improve the use of Schedule A throughout the agency.

Barrier Analysis Report on Increasing the Use of Special A Hiring Authority, March 22, 2021  ( 28 pp, 1.4 MB, About PDF)    

Affirmative Action Plan for People with Disabilities

On January 3, 2017, the Equal Employment Opportunity Commission (EEOC) issued an update to Section 501 of the Rehabilitation Act, as amended. Pursuant to 29 CFR 1614.203(e)(2), each federal agency shall make an Affirmative Action Plan for the hiring, placement, and advancement of individuals with disabilities and make the plan available to the public.

For questions concerning EPA's Affirmative Action Plan, please contact Karen Hicks, Office of Civil Rights, Affirmative Employment, Analysis and Accountability Staff: 202-566-0726 or Hicks.Karen@epa.gov

View the most recent Affirmative Action Plans.

Architectural Barriers Act (ABA)

The Architectural Barriers Act of 1968 (ABA) requires that buildings or facilities that were designed, built, or altered with federal dollars or leased by federal agencies after August 12, 1968, be accessible. The US Access Board is the federal agency responsible for enforcing the ABA.

For information on enforcement of ABA at EPA facilities, please contact Yvette Jackson, Supervisory Facilities Operations Specialist, Office of Mission Support, 202-564-7231 or jackson.yvette@epa.gov

Civil Rights

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Last updated on March 6, 2025