AGENCY HANDICAP PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP99-00777R000400390001-8
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 18
• Document Creation Date: December 27, 2016
• Document Release Date: May 16, 2014
• Sequence Number: 1
• Publication Date: March 22, 1988
• Content Type: MEMO

Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
R
Next 4 Page(s) In Document Denied
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
25X1
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
Declassified in Part-Sanitized Copy Approved forRelease2014/05/16 CIA-RDP99-00777R000400390001-8
General Information - Agency Handicap Program
Guidelines for Employment of Handicapped Individuals (OEEO/HANDICAP
PROGRAM):
For Purposes of Federal employment a "handicapped person" is one who "(A)
has a physical or mental impairment which substantially limits one or more of
such person's major life activities; (0 has a record of such impairment; or
(C) is regarded as having such an impairment."
29 CFR 1613 defines "qualified handicapped individual" as one who can
perform "the essential functions of the job or jobs for which he or she is
being considered with reasonable accommodation to his or her handicap."
An agency shall give full consideration to the hiring, placement, and
advancement of qualified mentally and physically handicapped persons and shall
make reasonable accommodation to the known physical or mental limitations of a
qualified handicapped applicant or employee unless the agency can demonstrate
that the accommodation would impose an undue hardship on the operation of its
program.
Reasonable accommodation is a logical adjustment made to a job and/or the
work environment that enables a qualified handicapped person to perform the
duties of that position. Reasonable accommodation is required for qualified
handicapped applicants and employees. The concept of reasonable accommodation
applies to selection, placement, recruitment, training, promotion,
reassignment, and developmental assignments. Accommodations can only be
determined on a case-by-case basis, taking into consideration the applicant,
his/her specific disability and the existing limitations, the essential duties
of the particular job, the work environment, and the reasonableness of the
proposed accommodation. Accommodation is highly individualized and the
applicant or employee should be consulted before accommodation is made.
Reasonable accommodation may include, but shall not be limited to: (1)
Making facilities readily accessible to and usable by handicapped persons, and
(2) job restructuring, part-time or modified work schedules, acquisition or
modification of equipment or devices, appropriate adjustment or modification
or examinations, the provision of readers and interpreters, and other similar
actions.
Regulations require agencies to make reasonable accommodation unless the
agency can demonstrate that the accommodation would impose an undue hardship
on the operation of its program. Factors to be considered in determining
undue hardship include:
The overall size of the agency with respect to number of employees, number
and type of facilities, and size of budget.
The type of operation, including the composition and structure of the work
force.
The nature and cost of the accommodation needed.
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
No agency may use any employment test or other selection criterion that
screens out qualified handicapped persons or any class of handicapped
persons. Tests concerning employment shall be selected and administered so as
to ensure that the test results accurately reflect the applicant's or
employee's ability to perform the position or type of positions in question
rather than reflecting the applicant's or employee's impaired sensory, manual,
or speaking skills (except where those skills are the factors that the test
purports to measure.)
An agency may make preemployment inquiry into an applicant's ability to
meet the medical qualification requirements, with or without reasonable
accommodation, of the position in question, i.e., the minimum abilities
necessary for safe and efficient performance of the duties of the position in
question. The purpose of the medical examination must be to determine an
individual's current physical or mental ability, not to speculate on the
long-term possibility that the condition will progress or lead to inability to
work. Any individual with a self-identified handicap who has demonstrated the
ability to satisfactorily perform the duties of the position involved shall
receive a waiver of physical requirements.
Accommodation made by the CIA Office of Security in processing applicants
is in regard to the methods for communicating with deaf or non-verbal
individuals. All handicapped applicants are required to meet the same
security criteria as non-handicapped applicants.
CIA EEOC exemptions are in the areas of reporting statistics and onsite
inspection by EEOC personnel of implementation of guidance for selection
procedures and elimination of architectural barriers. These exemptions are
based on the National Security Act. Advice on specific issues is provided by
the Office of General Counsel.
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
R
Next 3 Page(s) In Document Denied
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
25X1
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
CENTRAL INTELLIGENCE AGENCY
MEDICAL QUALIFICATIONS PROCESSING
Medical qualification for employment with the Agency is based on an extensive medical
evaluation. This evaluation is designed to determine that the prospective employee has the
physical and mental capability to perform the duties of a particular position. The medical
evaluation consists of a comprehensive review of the medical history and records provided by the
applicant, a complete physical examination including X-ray and laboratory studies, and a
psychological/psychiatric evaluation. The physical examination and interviews are completed at
Agency facilities in Washington, D.C., at no expense to the applicant. On occasion, the applicant
may be required to provide information from his or her personal physician concerning an existing
medical condition.
In accordance with affirmative action requirements of several statutes concerning employ-
ment of individuals with handicaps, the existence of a handicap is not automatically disqualifying.
However, applicants with handicapping conditions are evaluated in the same manner as non-
handicapped individuals with the realization that some conditions may require an accommoda-
tion of the work environment. Usually this determination is made during the processing phase in
consultation with the Selective Placement Coordinator and the prospective supervisor and with
the applicant's consent.
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
R
Next 1 Page(s) In Document Denied
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
25X1
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
GOALS
Congressional Resolution 39 set America's goals "to foster public
understanding, full participation, and acceptance of disabled persons" through
expanded educational and employment opportunities; expanded and strengthened
research and rehabilitation programs and facilities; increased application of
technology to minimize the effects of disability; expanded participation in
cultural and social activities; and expanded international exchanges of
information and experience.
The Federal Government also set a very concrete goal for employment of the
physically challenged: By the end of the Decade of Disabled Persons --1992 --
1 percent of the employees of every Federal agency and department shall be
multiple or severely handicapped individuals.
Although the total number of handicapped employees has increased
approximately 25% since 1983, both the overall percentage and the percentage
of multiple or severely handicapped have decreased each year since 1983.
Employment of the physically challenged appears not to have kept pace with
overall employment growth. It has not even held its own. With half of the
"Decade" passed, it appears we are approximately one-third of the way to this
goal.
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
* ?.
FY 1987 Affirmative Action Program Accomplishment Report
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
Parr
18 December 1987
Mr. Douglas Bielan
Director, Public Sector Programs
Equal Employment Opportunity Commission
Washington, D.C. 20507
Dear Mr. Bielan:
Attached is the FY 1987 Affirmative Action Program Accomplishment Report
and FY 1988 Affirmative Action. Plan Update in regard to handicapped
applicants and employees of the Central Intelligence Agency.
This Agency remains most supportive of and committed to the spirit of PL
93-112 and will continue to promote the employment and advancement of
handicapped persons.
Robert E. Fitzgerald
Attachment:
As stated
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
nP171i),''
I
HANDICAP PRCGRAM
AFFIRMATIVE ACTION PROGRAM
ACCOMPLISHMENT REPORT AND UPDATE
1 October 1986 through 30 September 1987
The Central Intelligence Agency is committed to a policy that (a)
ensures equal employment opportunity and gives full consideration to the
employment, placement, and advancement of qualified handicapped individuals,
disabled veterans, and Vietnam-era veterans; (b) prohibits discrimination
based on physical or mental handicapping conditions; and (c) promotes
affirmative action on behalf of individuals with handicaps.
Although statutory law and national security regulations preclude the
release outside CIA of specific information concerning its workforce and
organizational structure, I can state that handicapped employees with
targeted disabilities are spread throughout the grade ranges from GS-02 to
SIS. The largest group is in the GS-07 to GS-11 range, followed closely by
the GS-12 to GS-15 group. Statistical gathering for internal monitoring
will be modified to reflect the recent EEOC changes.
ACTION ITEM 1: RECRUITMENT
The Handicap Program Manager, with the guidance of the Director, Equal
Employment Opportunity, coordinated with other EEO Program Managers,
component EEO officers, and Agency Recruitment Officers in the
implementation of an effective recruitment program that included visits to
selected facilities, participation in Career Day functions, and attendance
at various conferences.
Since the Agency is near ceiling, recruitment during FY 1988 will
?
emphasize the special EEO oriented student programs. Actions will be
directed toward high school seniors as well as college students. Employees
with handicaps will be encouraged to participate in recruiting events.
ACTICN ITEM 2: PLACEMENT
The Handicap Program Manager conducted the initial pre-employment
placement of all professional, technical, and clerical applicants with
disabilities, including disabled veterans. Applications were circulated to
appropriate offices and interviews and required testing scheduled. The
Program Manager ensured that each applicant's qualifications were given
adequate review and that any rejection was not based solely on disability.
Despite the fact that the Agency is near ceiling, our goal for FY 1988
is to increase the percentage of handicapped EODs compared to FY 1987.
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
ACTION ITEM 3: CAREER DEVELOPMENT
Career development is governed by the Career Service to which each
employee belongs. The Handicap Program Manager promoted component-sponsored
training of employees with handicaps and ensured the provision of
appropriate accommodations. Each system contains intrinsic safeguards that
prohibit discrimination based on disability. Their effectiveness was
monitored by the Handicap Program Manager in coordination with the EEO
Complaints Officer.
Included within the Handicap Program is the Sign Language Interpreter
Service. This service is currently undergoing an evaluation to determine
its adequacy in meeting the needs of a growing force of deaf employees. The
evaluation will be complete, plans made, and most actions implemented by the
end of FY 1988.
The Handicap Program Manager is currently coordinating two special
runnings of a Safety and Health Course with the Office of Medical Services
Safety Officer. One course will be designed for employees requiring sign
language interpreters, and the other course will be designed to accammodate
employees with mobility impairments. If successful, these two courses will
be held once each. year.
Other special plans for FY 1988 include the formation of a Task Force
for Technical Accommodation. It will include key people in information
technology, employment, medical services, and security, as well as
representatives of disability groups. The Handicap Program Manager will
serve as an advisor to this task force and will be a key person in referring
questions on accommodation to the experts. A resource lab with examples of
accommodating devices and an exhibit of some available devices is being
planned during FY 1988.
ACTICN ITEM 4: FACILITIES MODIFICATICN
Older Agency structures and facilities have been made accessible to
disabled employees as required. The Handicap Program Manager, in
coordination with the Office of Logistics, will ensure that all future
building modification and construction, including the current Headquarters
expansion, comply with the Uniform Federal Accessibility Standards.
Goals for FY 1988 include surveying past measures labeled as temporary
to ensure that permanent measures have continued to go forward. There are
also areas where basic accommodation has been made but enhancements are
being viewed. An example of the latter is a sound enhancement system for
large meeting areas, that would enable hearing impaired but not totally deaf
employees to better participate in workshops and other career developing
programs.
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16 : CIA-RDP99-00777R000400390001-8
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
R
Next 2 Page(s) In Document Denied
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
25X1
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
MEMORANDUM
TO
:
FROM
:
DATE
:
SUBJECT
:
EEO Directors &
Directors of Personnel
Douglas J. Bielan
Director
Public Sector Programs
August 22, 1986
List of Agencies Reporting 1.00 Percent or More
Representation of Persons with Targeted Disabilities
The list of agencies reporting 1.00 percent or more representation of
persons with targeted disabilities found in Appendix A of EEO-MD-711A
has been updated on the basis of FY 85 accomplishment reports submitted
to the Equal Employment Opportunity Commission. The updated list is
attached.
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16 : CIA-RDP99-00777R000400390001-8
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
AGENCIES WITH 1.00 PERCENT OR MORE REPRESENTATION OF PERSONS
WITH TARGETED DISABILITIES AS OF SEPTEMBER 30, 1985
The following datawere taken from agency submissions of 1985
accomplishment reports, pursuant to EEO-MD-711A. The agencies
listed report.1% or'more representation of persons with targeted4.02.
disabilities. The governmentwide average is 1.02 percent.
AGENCY
TOTAL
WORK FORCE
EMPLOYEES WITH
TARGETED
DISABILITIES
PERCENTAGE OF
WORK FORCE'
WITH
TARGETED.
DISABILITIES
COMMITTEE FOR PURCHASE
16
3
18.75
FROM THE BLIND AND OTHER
SEVERELY HANDICAPPED
POSTAL RATE COMMISSION
58
4
6.90,
FEDERAL MARITIME COMMISSION
220
7
3.18
NATIONAL ARCHIVES AND
2,178
62
2.85
RECORDS ADMINISTRATION
PENSION BENEFIT GUARANTY
460
11
2.39
CORPORATION
EDUCATION
5,021
113
2.25
FEDERAL MINE SAFETY Scii.
47
1
2.13?,
HEALTH REVIEW COMMISSION
COMMISSION ON CIVIL RIGHTS
236
5
2.12
ARMS CONTROL & DISARMAMENT
189
4
2.12
AGENCY
FEDERAL RESERVE SYSTEM
1,493
30
2.01
EQUAL EMPLOYMENT
3,156
61
1.93
OPPORTUNITY COMMISSION
UNIFORMED SERVICES UNIV. OF
813
15
1.85
THE HEALTH SCIENCES
NATIONAL GALLERY OF ART
708
13
1.84
....
EXPORT-IMPORT BANK
351
6
-1.71 '
VETERANS ADMINISTRATION
247,156
4,073
1.65
NATIONAL ENDOWMENT FOR
245
4
1.63
THE HUMANITIES
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16 : CIA-RDP99-00777R000400390001-8
I.
PERCENTAGE OF
WORK FORCE
EMPLOYEES WITH WITH
TOTAL TARGETED TARGETED
AGENCY WORK FORCE DISABILITIES DISABILITIES
DEFENSE NUCLEAR AGENCY 776 12 1.55
TREASURY 136,427 2,095 1.54
SECURITIES AND EXCHANGE 1,903 28 1.47
COMMISSION
ACTION 486 7 1.44
DEFENSE MAPPING AGENCY 9,221 132 1.43
OCHAMPUS 218 3 1.38
DEFENSE LOGISTICS AGENCY 52,092 711 1.36
OFFICE OF PERSONNEL 6,626 89 1.34
MANAGEMENT
GENERAL SERVICES 25/835 346 1.34
ADMINISTRATION
AIR FORCE 217,588 2,890 1.33
HEALTH AND HUMAN SERVICES 144,495 1,808 1.25
LABOR 18,307 210 1.15
HOUSING S, URBAN DEVELOPMENT 12,374 139 1.12
FEDERAL COMMUNICATIONS 1,907 21 1.10
COMMISSION
AO
ARMY 354,634 3,828 1.08
?
NATIONAL LABOR RELATIONS 2,609 28 1.07-
BOARD
DEFENSE, DEPARTMENT OF
(SUMMARY)
FEDERAL DEPOSIT INSURANCE
CORPORATION
DEFENSE INVESTIGATIVE
SERVICE
1,049,722
11,414
1.06
6,328
66
1.04
3,521
36
1.02
Declassified in Part - Sanitized Copy Approved for Release 2014/05/16: CIA-RDP99-00777R000400390001-8