ML26029A194

Affirmative Action Plan for the Recruitment, Hiring, Advancement, and Retention of Persons with Disabilities for the Fy 2024 Federal Agency Annual Eeo Program Status Report (MD-17)

ML26029A194
Person / Time
Issue date:	12/31/2024
From:	NRC/SBCR
To:
References
Download: ML26029A194 (0)

Text

Nuclear Regulatory Commission Affirmative Action Plan for the Recruitment, Hiring, Advancement, and Retention of Persons with Disabilities FY2024 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)

b. Cluster GS-11 to SES (PWD)

Answer Yes Answer Yes See MD-715 Report Part E3, "Workforce Analysis" Section 1.4.1 - Total Workforce Compliment - Table 4. Reportable Performance Results Related to Section 501 Hiring Benchmark Goals. See 1.4.4 Analysis of Participation Rates for Women, Minorities, and Individuals with Disabilities in NRC Mission -Critical Occupations. See also, Part E3 Section 2 - "Analysis of Participation Rates for Women, Minorities, and Individuals with Disabilities in NRC Standard Occupations including 2.1 Senior Grade Levels, 2.2 Professionals,2.3 Technicians, 2.4 Administrative Workers, and 2.5 Service Workers. The AD permanent workforce analysis was not conducted for this reporting period, due to the EEO office not having access to the following statistical workforce tables: A4P, "Participation Rates for AD Grades by Race/Ethnicity and Sex," and B4AD P, "Participation Rates for AD Grades by Disability (Permanent)."

• 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 of2% 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)

b. Cluster GS-11 to SES (PWTD)

Answer Yes Answer Yes The EEO office determined that triggers exist using the goal of2 percent as the benchmark involving PWTD by grade level cluster in the NRC's permanent workforce. Based on a review of demographic data, the NRC has not achieved the required Section 501 workforce goal of employing 2 percent PWTD within the agency's permanent workforce. The response to question l includes data that relates to this auestion.

Grade Level Cluster(GS or Alternate Pay Total Reportable Disability Targeted Disability Planb)

Numerical Goal 12%

2%

Grades GS-11 to SES 2617 313 11.96 51 1.95 Grades GS-1 to GS-10 240 39 16.25 5

2.08

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

Page 1

Nuclear Regulaton: Commission FY2024 The NRC's policies, regulations, and procedures regarding employment ofPWD are in Management Directive and Handbook 10.13

- "Special Employment Programs," Part V, "The NRC Program for Employment of Persons with Disabilities." The numerical goals are communicated to hiring managers and recruiters through the following ongoing communication forums: (1) annual EEO training for managers and supervisors, (2) Lunch and Learn sessions, (3) the NRC's Disability Program Strategic Project Plan (Fiscal Year (FY) 2019-FY 2024), (4) the agency's Disability Affirmative Action Plan for the Recruitment, Hiring, Advancement, and Retention of Persons with Disabilities, and (5) EEO and human capital briefings. During the December 2024 EEO briefing, information was presented to the agency heads, senior officials and management, employees at all levels, stakeholders, and the public at large regarding Section 501 regulatory requirements, the numerical goals, NRC efforts, and related topics. During 2024, the NRC participated in several career events that included conveyance of the NRC's hiring authority related to PWD and PWTD.

Part E3, Section 4 "Recruitment, (Section 4)" Section 4.4 - "Fiscal Year 2024 Recruitment and Advertisement Activities, Advertisement for FY 2024 Job Vacancies." contains further information.

Section II: Model Disability Program Pursuant to 29 C.F.R. § 1614.203(d)(l), 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 Yes

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

Disability Program Task

1. ofFTE Staff By Employment Status Responsible Official (Name, Title, Full Time Part Time Collateral Duty Office Email)

Architectural Barriers Act Compliance 1

0 0

Alan De Leon, Sr. Project

Manager, Office of Administration Processing applications from PWD and PWTD 1

0 0

Kimberly English, Recruitment Program Manager Special Placement Program Coordinator (Individuals with Disabilities).

Kimberly.English@mc.gov Answering questions from the public about 1

0 0

Kimberly English, Recruitment hiring authorities that take disability into Program Manager, account Special Placement Program Coordinator Kimberly.English@mc.gov Special Emphasis Program for PWD and 0

0 0

PWTD Page 2

Nuclear Regulaton: Commission FY2024 Disability Program Task

1. of FTE Staff By Employment Status Responsible Official (Name, Title, Full Time Part Time Collateral Duty Office Email)

Processing reasonable accommodation requests 1

0 0

Jessica Center, Reasonable from applicants and employees Accommodation),

Coordinator, Disability Program Jessica.Center@nrc.gov Section 508 Compliance 1

0 0

John Beatty, Section 508 Coordinator, Office of the Chief Information

Officer,

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 Yes Yes 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 Yes Section III: Program Deficiencies In The Disability Program Brief Description of Program C.2.b.5. Does the agency process all initial accommodation requests, excluding ongoing interpretative services, within Deficiency the time frame set forth in its reasonable accommodation procedures? [see MD-715, II(C)] If"no", please provide the percentage of timely-processed requests, excluding ongoing interpretative services, in the comments column.

Objective To comply with section 501 requirements.

Target Date Sep 30, 2026 Completion Date Planned Activities Target Date Completion Date Planned Activity Accomplishments Fiscal Year Accomplishment 2024 I

See details in MD-715, Part E3.

Page 3

Nuclear Regulaton: Commission FY2024 Brief Description of Program I 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 Target Date Completion Date Planned Activities Accomplishments Objective Target Date Completion Date Planned Activities Accomplishments Objective Target Date Completion Date Planned Activities Accomplishments Objective Target Date Completion Date Planned Activities Accomplishments Objective Target Date Completion Date Planned Activities Accomplishments Objective Target Date Completion Date Planned Activities Accomplishments The Office of the Chief Human Capital Officer will make available to the EEO office/Affirmative Employment program quarterly statistical tables, demographics, and applicant flow data required to prepare the agency's annual MD-715 Report and needed to conduct periodic assessments during the fiscal year.

Sep 30, 2026 Target Date Completion Date Planned Activity Fiscal Year Accomplishment Increase the agency's use of hiring authorities that take disability into account with respect to hiring; promotion, and assignments to the extent permitted by law.

Sep 30, 2026 Target Date Completion Date Planned Activity Fiscal Year Accomplishment Increase representation of Persons With Targeted Disability (PWTD) in NRC's senior grade levels.

Sep 30, 2026 Target Date Completion Date Planned Activity Fiscal Year Accomplishment Achieve the 12 percent disability goals for persons with disabilities (PWD).

Sep 30, 2026 Target Date Completion Date Planned Activity Fiscal Year Accomplishment Achieve the 2 percent disability goals PWTD.

Sep 30, 2026 Target Date Completion Date Planned Activity Fiscal Year Accomplishment Create awareness, provide training, and disseminate/post the agency's revised Reasonable Accommodations Procedures Plan (RAP), which was approved by EEOC 09/27/19.

Sep 30, 2026 Target Date Completion Date Planned Activity Fiscal Year Accomplishment Page 4

Nuclear Regulaton: Commission FY2024 Provide NRC has determined that requests for Personal Assistance Services (PAS) procured using Objective an independent PAS provider once needs are identified, and not through a formal long-term contract agreement.

Target Date Sep 30, 2016 Completion Date Planned Activities Target Date ComJ!_letion Date Planned ActivilJ!_

Accomplishments Fiscal Year AccomJ!.lishment Objective Partner with organizations that specialize in the employment of individuals with disabilities.

Target Date Sep 30, 2026 Completion Date Planned Activities Target Date ComJ!_letion Date Planned ActivilJ!_

Accomplishments Fiscal Year AccomJ!.lishment Objective Assurance that all hiring managers and supervisors are aware ofNRC hiring authority equivalent to Schedule A and other disability hiring authorities.

Target Date Sep 30, 2026 Completion Date Planned Activities Target Date ComJ!_letion Date Planned ActivilJ!_

Accomplishments Fiscal Year AccomJ!.lishment Remove barriers PWD and PWTD may encounter in recruitment and/or selection processes related Objective to new hires, promotions, training and career development, and advancement; or distribution of awards.

Target Date Sep 30, 2026 Completion Date Planned Activities Target Date ComJ!.letion Date Planned ActivilJ!_

Accomplishments Fiscal Year AccomJ!.lishment Objective Assurance that NRC policies, procedures, or practices are not the reason why PWD and PWTD terminate their employment with the agency.

Target Date Sep 30, 2026 Completion Date Planned Activities Target Date ComJ!_letion Date Planned ActivilJ!_

Fiscal Year AccomJ!_lishment Accomplishments 2024 I

See details in Part E.

Assurance that the disability program staff possess sufficient knowledge and skills to answer Objective program and disability related questions; and provide employees and job applicants with necessary reasonable accommodations.

Target Date Sep 30, 2026 Completion Date Planned Activities Target Date ComJ!.letion Date Planned ActivilJ!_

Accomplishments Fiscal Year AccomJ!.lishment Page 5

Nuclear Regulaton: Commission FY2024 Objective Target Date Completion Date Planned Activities Accomplishments Assurance that managers and supervisors demonstrate their commitment to equal employment opportunity and principles, which includes among other things recruiting, retaining, and developing a diverse workforce.

Sep 30, 2026 Target Date Completion Date Planned Activity Fiscal Year Accomplishment 2024 I See details in Part E.

Brief Description of Program I E.4.a.5. The processing ofrequests for reasonable accommodation? [29 CFR § 1614.203( d)( 4)]

Deficiency Objective Target Date Completion Date Planned Activities Accomplishments To generate the information/data needed to prepare the annual MD-715 report and monitor EEO activities throughout the year.

Sep 30, 2026 Target Date Completion Date Planned Activity Fiscal Year Accomplishment 2024 I See details in Part E.

Section IV: Plan to Recruit and Hire Individuals with Disabilities Pursuant to 29 C.F.R. §1614.203(d)(l)(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 PWDandPWTD 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.

In 2024, the NRC participated in a variety of recruitment outreach events designed to increase the number of qualified PWD and PWTD within the ma*or occu ations. The NRC en a ed in extensive recruitment outreach as identified in Part E3 Section 4.

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 noncompetitive selection of PWD.

During FY 2024 the NRC engaged in extensive recruitment outreach. as described in Part E3. Section 4.

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.

In accordance with the NRC's established special hiring authority (Schedule A equivalent), the agency takes the following steps: (1) the hiring manager alerts the servicing HR specialist of the job opening and explains what competencies the ideal candidate should ossess 2 the HR s ecialist consults with the Disabili Pro am Mana er re ardin resources available to the hirin mana er Page 6

Nuclear Regulaton: Commission FY2024 with potential special hiring authority applicants, and (3) if available, the hiring manager reviews the resumes of the applicants, conducts interviews, and makes a selection. If no candidates are available or the hiring manager is not satisfied with any of the special hiring authority applicants presented for consideration, the hiring manager retains the option to use other methods to fill the vacancy. If a selection decision is made, the servicing HR specialist extends the offer of employment on behalf of the agency. 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 Yes Information and materials have been made available to hiring managers online. During FY 2024, OCHCO and the Office of the General Counsel, in coordination with the EEO office, provided training to more than 100 hiring supervisors, managers, and team leaders on bias and a number of EEO topics, the use of hiring authorities that take disability into account and how to access and use resumes of qualifying individuals. This was part of the agency's mandatory annual (and refresher) EEO training for supervisors and managers, which was conducted four times during the year. In addition to the mandatory managers and supervisors training, OCHCO educated and trained other NRC supervisors on the use of hiring authorities, reasonable accommodation plans, and areas of overlap, such as worker's compensation, Family Medical Leave Act, telework, ergonomics, accessibility issues, information technology, and modifications of the physical environment. Other activities/initiatives are identified in the MD-715 Report and Part E3.

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.

To increase outreach, the number of applications received from individuals with disabilities, and the hiring of PWD/PWTD, the NRC participated in recruitment events, posted job vacancies, and coordinated a number of events/activities with partnering organizations that assist PWD/PWTD (e.g., Navy Nuclear Power Officer Career Conference, Equal Opportunity Publications, Inc.

CAREERS & the disABLED magazine's Virtual Career Fair, the Maryland Department of Rehabilitative Services Maryland Workforce Exchange, the U.S. Department of Defense's Operation Warfighter Program, and the Workforce Recruitment Program),

as discussed in Part E3, Section 4/ provides more information on efforts and contact with organizations to assist PWD/PWTD.

C. PROGRESSION TOW ARDS 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)

b. New Hires for Permanent Workforce (PWTD)

Answer Yes Answer Yes See MD-715 Part E3, Workforce Analysis Section 7 - "Applicants and New Hires for NRC Mission-Critical Occupations," and Section 8 - "Internal Com etitive Promotions for NRC Mission-Critical Occu ations contain in-de th information.

Reportable Disability Targeted Disability New Hires Total Permanent Temporary Permanent Temporary Workforce Workforce Workforce Workforce

(#)

(%)

(%)

(%)

(%)

% of Total Applicants 16263 9.20 0.33 5.17 0.18

% of Qualified Applicants 12729 10.19 0.03 5.82 0.02

% of New Hires 153 20.26 0.00 0.00 0.00 Page 7

Nuclear Regulaton: Commission FY2024

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)

b. New Hires for MCO (PWTD)

Answer Yes Answer Yes See MD-715 Part E3, Workforce Analysis Section 7 - "Applicants and New Hires for NRC Mission-Critical Occupations," and Section 8 - "Internal Com etitive Promotions for NRC Mission-Critical Occu ations contain in-de th information.

Total Reportable Disability Targetable Disability New Hires to Mission-Critical Occupations New Hires New Hires

(#)

(%)

(%)

Numerical Goal 12%

2%

0080 SECURITY ADMINISTRATION 3

33.33 0.00 0201 HUMAN RESOURCES 7

28.57 0.00 MANAGEMENT 0301 MISCELLANEOUS 7

0.00 0.00 ADMINISTRATION AND PROGRAM SERIES 0303 MISCELLANEOUS CLERK AND 4

25.00 0.00 ASSISTANT 0318 SECRETARY 18 22.22 0.00 0343 MANAGEMENT AND PROGRAM 2

50.00 0.00 ANALYSIS 0560 BUDGET ANALYSIS 5

40.00 0.00 0801 GENERAL ENGINEERING 58 17.24 0.00 0840 NUCLEAR ENGINEERING 6

16.67 0.00 0850 ELECTRICAL ENGINEERING 1

0.00 0.00 0905 GENERAL ATTORNEY 6

0.00 0.00 1102 CONTRACTING 1

100.00 0.00 1301 GENERAL PHYSICAL SCIENCE 7

14.29 0.00 1306 HEALTH PHYSICS 9

44.44 0.00 1811 CRIMINAL INVESTIGATING 7

28.57 0.00 2210 INFORMATION TECHNOLOGY 9

11.11 0.00 MANAGEMENT

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)

b. Qualified Applicants for MCO (PWTD)

Answer Yes Answer Yes See the answer provided in Section I of this document and the data on internal competitive promotions within Table B6P. For detailed information on internal competitive promotions, see Part E3, Section 8 - "Internal Competitive Promotions for NRC Mission-Critical Occupations (Section 8)."

4.

Page 8

Nuclear Regulaton: Commission FY2024 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)

b. Promotions for MCO (PWTD)

Answer Yes Answer Yes See the answers provided in Section I and the previous sections; Tables B6P - "Mission-Critical Occupations (Permanent)) and B3; and Part E3 Section 8 rovides in-de th information/anal sis.

Section V: Plan to Ensure Advancement Opportunities for Employees with Disabilities Pursuant to 29 C.F.R. §1614.203(d)(l)(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.

To better ensure that employees achieve their career goals, and the NRC fulfills its mission, the NRC offers professional mentoring, online technical assistance and automated preparation of individual development plans, and continuing education for technical and professional or leadership courses through virtual and in-person instructor-led training and online self-study. The NRC continues to offer foundational leadership and professional development training through the Leadership Academy. This program offers PWD a variety of instructor-led leadership and interpersonal skills courses. Through courses such as Leadership Orientation, Emotional Intelligence, and Building Your Leadership Potential Through Effective Communication, personnel can assess their leadership potential, improve their interpersonal relationship skills, and begin learning about the Office of Personnel Management leadership competencies that are critical for successful career advancement. In 2024, the agency engaged in several other initiatives designed to ensure PWD and PWTD had sufficient advancement opportunity (see MD-715 Part E3, Section 9 - "Hiring and Recruitment:

Focus-Noncompetitive Hiring, Rotations, Details, Assignments, Advancements, and Other Selections). Also see other Part E3 information. In addition to instructor led training, PWD have access to over 23,000 Skillsoft online courses, books, audiotapes, and videos in the NRC's learning management system. The NRC offers an automated career enhancement curriculum consisting of online courses, videos, and books, which allows PWD and others to listen to an audiobook or watch a 3-5-minute expert insight video to develop their professional skills and enhance their career at a time and place convenient to their schedule. Through the learning resources, PWD serving in administrative and corporate positions can acquire the foundational skills they need to successfully perform at higher levels and be more competitive when seeking new opportunities as they become available. The NRC also offers PWD two self-paced programs to develop leadership skills at different levels. The Aspiring Leaders Certificate Program for employees at grades GG-13 through GG-15 is a noncompetitive NRC leadership development program designed to develop future supervisors. The Leader at All Levels Certificate Program provides employees at grades GG-7 through GG-12 the opportunity to acquire and strengthen the fundamental leadership competencies that support self-awareness and self-management.

Both programs support development of the Office of Personnel Management leadership competencies, offering instructor-led and online courses at the employee's own pace. In FY 2024, the Human Resources Training Division continued to provide three instructor-led courses-Strategies for Managing Your Career, Writing Your Resume, and Winning Interview Strategies-to specifically provide employees tools and strategies for navigating key career development activities such as choosing a career path or nrenarin2: for and narticinatin2: in interviews.

B. CAREER DEVELOPMENT OPPORTUNITES

1. Please describe the career development opportunities that the agency provides to its employees.

The NRC has in-place two initiatives to help PWD advance their careers and professional development. The Guide to Career Enhancement SharePoint site rovides tools and resources to hel em lo ees assess their skills reflect on ersonal riorities and Page 9

Nuclear Regulaton: Commission FY2024 prepare for future job opportunities. The Career Mentoring Program is a self-service program for employees who are motivated to develop their careers or specific skills, and mentors who want to share their knowledge and experience. These new initiatives, in combination with other learning and training resources, reflect the NRC's strategic choice to help PWD develop their skills and grow in their careers. The NRC also has an internal program called NRC Open Opportunities through which employees can apply to participate in projects, workgroups, and other opportunities seeking employees who can contribute their existing skills and develop new ones. The program facilitates collaboration and knowledge sharing across the agency. This program will allow for more opportunities for PWD to work in other areas to demonstrate their skills and abilities, as well as grow their networks. More information is available in Part E3 Section 10 - "Training and Development Onnortunities."

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 Applicants Applicants Opportunities Applicants (#) Selectees (#)

(%)

Selectees (%)

(%)

Selectees (%)

Internship Programs 0

0 0

0 0

0 Training Programs 0

0 0

0 0

0 Fellowship Programs 0

0 0

0 0

0 Detail Programs 0

0 0

0 0

0 Mentoring Programs 0

0 0

0 0

0 Other Career Development 0

0 0

0 0

0 Programs Coaching Programs 0

0 0

0 0

0

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)

b. Selections (PWD)

Answer Yes Answer Yes The EEO office is unable to conduct a full analysis due to a lack of, or only limited, information and data. The EEO office did analyze upward mobility to senior grade levels. Part E3, Sections 2.1, 9, and 10 contain more details on career development opportunities. The EEO office continues to collaborate with OCHCO to establish an information/data collections system that tracks employee participation in career development opportunities, such as internship, fellowship, mentoring, coaching, training, detail, and other career development programs. See MD-715 Part E3. Workforce Analvsis Section 9.

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)

b. Selections (PWTD)

Answer Yes Answer Yes The EEO office is unable to conduct a full analysis due to a lack of, or only limited, information and data. See excerpted information previously mention. See also, the detailed analysis in the MD-715 Report Part E3 Workforce Analysis under Section 9 for an in-depth analysis. The EEO office analyzed upward mobility to senior grade levels (See MD -715 Report Part E3, Workforce Analvsis.

Page 10

Nuclear Regulaton: Commission FY2024 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)

b. Awards, Bonuses, & Incentives (PWTD)

Answer No Answer No TIME-OFF AW ARDS: The EEO office analyze the data for time-off awards and determined that triggers existed for some awards related to PWD and PWTD. See the MD-715 Report, Part E3, Section 11, "Retention Efforts, Including Salary Distribution and Time-Off and Cash Awards. CASHAW ARDS-NO TRIGGERS FOUND: The EEO office determined based on a recent inquiry that an accurate analysis cannot be made for cash awards because various cash awards have been lumped together. The EEO office has requested OCHCO provide a breakdown for each type of cash award. The EEO office will report on cash award in the 2025 MD-715 Reoort.

Reportable Without Reportable Targeted Disability Without Targeted Time-Off Awards Total(#)

Disability %

Disability %

Disability %

Time-Off Awards l - 10 hour1.157407e-4 days <br />0.00278 hours <br />1.653439e-5 weeks <br />3.805e-6 months <br />s:

694.00 12.3919 87.6081 2.1614 97.8386 Awards Given Time-Off Awards l - 10 Hours:

4763.00 11.8203 88.1797 2.1625 97.8375 Total Hours Time-Off Awards l - 10 Hours:

6.86 6.5465 6.9079 6.8667 6.8630 Average Hours Time-Off Awards 11 - 20 hour2.314815e-4 days <br />0.00556 hours <br />3.306878e-5 weeks <br />7.61e-6 months <br />s:

386.00 11.1399 88.8601 2.0725 97.9275 Awards Given Time-Off Awards 11 - 20 Hours:

5002.00 10.8756 89.1244 2.0792 97.9208 Total Hours Time-Off Awards 11 - 20 Hours:

12.96 12.6512 12.9971 13.0000 12.9577 Average Hours Time-Off Awards 21 - 30 hour3.472222e-4 days <br />0.00833 hours <br />4.960317e-5 weeks <br />1.1415e-5 months <br />s:

98.00 10.2041 89.7959 l.0204 98.9796 Awards Given Time-Off Awards 21 - 30 Hours:

2355.00 10.1911 89.8089 l.0191 98.9809 Total Hours Time-Off Awards 21 - 30 Hours:

24.03 24.0000 24.0341 24.0000 24.0309 Average Hours Time-Off Awards 31 - 40 hour4.62963e-4 days <br />0.0111 hours <br />6.613757e-5 weeks <br />1.522e-5 months <br />s:

14.00 21.4286 78.5714 7.1429 92.8571 Awards Given Time-Off Awards 31 - 40 Hours:

464.00 22.4138 77.5862 6.8966 93.1034 Total Hours Time-Off Awards 31 - 40 Hours:

33.14 34.6667 32.7273 32.0000 33.2308 Average Hours Time-Off A wards 41 or more 7.00 0.0000 100.0000 0.0000 100.0000 Hours: Awards Given Time-Off A wards 41 or more 394.00 0.0000 100.0000 0.0000 100.0000 Hours: Total Hours Time-Off A wards 41 or more 56.29 0.0000 56.2857 0.0000 56.2857 Hours: Average Hours Reportable Without Reportable Targeted Disability Without Targeted Cash Awards Total(#)

Disability %

Disability %

Disability %

Cash Awards $500 and Under:

619.00 14.0549 85.9451 l.9386 98.0614 Awards Given Cash Awards $500 and Under:

265517.00 13.2677 86.7323 2.0149 97.9851 Total Amount Cash Awards $500 and Under:

428.95 404.9195 432.8741 445.8333 428.6112 Average Amount Page 11

Nuclear Regulaton: Commission FY2024 Reportable Without Reportable Targeted Disability Without Targeted Cash Awards Total(#)

Disability %

Disability %

Disability %

Cash Awards: $501 - $999: Awards 1243.00 11.4240 88.5760 2.1722 97.8278 Given Cash Awards: $501 - $999: Total 923829.00 11.3925 88.6075 2.2068 97.7932 Amount Cash Awards: $501 - $999:

743.23 741.1761 743.4896 755.0741 742.9622 Average Amount Cash Awards: $1000- $1999:

1407.00 10.5899 89.4101 2.2033 97.7967 Awards Given Cash Awards: $1000- $1999: Total 1842658.00 10.8123 89.1877 2.1617 97.8383 Amount Cash Awards: $1000- $1999:

1309.64 1337.1409 1306.3784 1284.9355 1310.1926 Average Amount Cash A wards: $2000 - $2999:

541.00 12.0148 87.9852 1.2939 98.7061 Awards Given Cash Awards: $2000- $2999: Total 1278204.00 11.9490 88.0510 1.2998 98.7002 Amount Cash A wards: $2000 - $2999:

2362.67 2349.7385 2364.4349 2373.4286 2362.5281 Average Amount Cash Awards: $3000 - $3999:

668.00 10.3293 89.6707 2.0958 97.9042 Awards Given Cash Awards: $3000 - $3999: Total 2355959.00 10.2398 89.7602 1.9768 98.0232 Amount Cash Awards: $3000- $3999:

3526.88 3496.3043 3530.4073 3326.6429 3531.1713 Average Amount Cash A wards: $4000 - $4999:

744.00 8.6022 91.3978 1.3441 98.6559 Awards Given Cash Awards: $4000- $4999: Total 3275253.00 8.6081 91.3919 1.3414 98.6586 Amount Cash A wards: $4000 - $4999:

4402.22 4405.2500 4401.9368 4393.3000 4402.3433 Average Amount Cash A wards: $5000 or more:

479.00 9.1858 90.8142 1.6701 98.3299 Awards Given Cash Awards: $5000 or more: Total 4683208.00 10.3700 89.6300 1.2925 98.7075 Amount Cash A wards: $5000 or more:

9777.05 11037.4773 9649.5609 7566.5000 9814.5987 Average Amount

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)

b. Pay Increases (PWTD)

Answer No Answer No The EEO office did not identify triggers related to PWD/PWTD given QSis when compared to employees who self-identified as not havin a disabili.

Reportable Without Reportable Targeted Disability Without Targeted Other A wards Total(#)

Disability %

Disability %

Disability %

Total Performance Based Pay 0.00 0.0000 0.0000 0.0000 0.0000 Increases Awarded

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.

Page 12

Nuclear Regulaton: Commission

a. Other Types of Recognition (PWD)

b. Other Types of Recognition (PWTD)

Answer Yes Answer Yes FY2024 The EEO office made a request to OCHCO for information and data, including demographics, related to the following incentive programs: Student Loan Repayment Program, Relocation Benefits, Recruitment/Signing Bonuses, and Retention Bonuses. This information was not available for this report period. The EEO office did not determine that triggers exist based on a comparison of the incentive awards given to persons without a disability with those given to PWD. The EEO office will gather more information regarding these incentives and aoorooriate inclusion grouos.

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 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) ii. Internal Selections (PWD)

b. Grade GS-15

i. Qualified Internal Applicants (PWD) ii. Internal Selections (PWD)

c. Grade GS-14

i. Qualified Internal Applicants (PWD) ii. Internal Selections (PWD)

d. Grade GS-13

i. Qualified Internal Applicants (PWD) ii. Internal Selections (PWD)

Answer Yes Answer Yes Answer Yes Answer Yes Answer Yes Answer Yes Answer Yes Answer Yes See in-depth analysis provided in the MD-715 Report, Part E3, Section 8.2 - "GG-15 or Equivalent", Section 8.3 - "GG-14 or E uivalent" and Section 8.4 - "GG-13 or E uivalent" contains more information.

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) ii. Internal Selections (PWTD)

b. Grade GS-15 Answer Yes Answer Yes Page 13

Nuclear Regulaton: Commission

i. Qualified Internal Applicants (PWTD) ii. Internal Selections (PWTD)

c. Grade GS-14

i. Qualified Internal Applicants (PWTD) ii. Internal Selections (PWTD)

d. Grade GS-13

i. Qualified Internal Applicants (PWTD) ii. Internal Selections (PWTD)

Answer Yes Answer Yes Answer Yes Answer Yes Answer Yes Answer Yes FY2024 The response to item 1 in this section containing information about internal competitive promotions related to PWTD is adopted and incorporated in this section by reference. Part E3, Section 8 - "Internal Competitive Promotions for NRC Mission-Critical Occuoations " contains more information.

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)

b. New Hires to GS-15 (PWD)

c. New Hires to GS-14 (PWD)

d. New Hires to GS-13 (PWD)

Answer Yes Answer Yes Answer Yes Answer Yes The response to item 1 in this section containing information about internal competitive promotions related to PWTD is adopted and inco orated in this section b reference. Part E3 Section 8 - "A licants and New Hires for NRC Mission-Critical Occu ations.

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)

b. New Hires to GS-15 (PWTD)

c. New Hires to GS-14 (PWTD)

d. New Hires to GS-13 (PWTD)

Answer Yes Answer Yes Answer Yes Answer Yes The response to item 3 in this section containing information about new hires related to PWTD is adopted and incorporated in this section b reference.

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.

Page 14

Nuclear Regulaton: Commission

a. Executives

i. Qualified Internal Applicants (PWD) ii. Internal Selections (PWD)

b. Managers

i. Qualified Internal Applicants (PWD) ii. Internal Selections (PWD)

c. Supervisors

i. Qualified Internal Applicants (PWD) ii. Internal Selections (PWD)

Answer Yes Answer Yes Answer Yes Answer Yes Answer Yes Answer Yes IThe responses to other items in this section related to PWD are adopted and incorporated herein by reference.

FY2024

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) ii. Internal Selections (PWTD)

b. Managers

i. Qualified Internal Applicants (PWTD) ii. Internal Selections (PWTD)

c. Supervisors

i. Qualified Internal Applicants (PWTD) ii. Internal Selections (PWTD)

Answer Yes Answer Yes Answer Yes Answer Yes Answer Yes Answer Yes IThe responses to other items in this section on promotions related to PWTD are adopted and incorporated herein by reference.

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)

b. New Hires for Managers (PWD)

c. New Hires for Supervisors (PWD)

Answer Yes Answer Yes Answer Yes IThe responses to other items in this section on new hires related to PWTD are adopted and incorporated herein by reference.

8.

Page 15

Nuclear Regulaton: Commission FY2024 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)

b. New Hires for Managers (PWTD)

c. New Hires for Supervisors (PWTD)

Answer Yes Answer Yes Answer Yes IThe responses to other items in this section on new hires related to PWTD are adopted and incorporated herein by reference.

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 NIA IN! A. No employees fell under the identified category.

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) b.Involuntary Separations (PWD)

Seperations Permanent Workforce: Reduction in Force Permanent Workforce: Removal Permanent Workforce: Resignation Permanent Workforce: Retirement Permanent Workforce: Other Separations Permanent Workforce: Total Separations Total#

0 1

27 123 58 209 Answer No Answer No Without Reportable Reportable Disabilities %

Disabilities %

0.00 0.00 0.50 4.21 3.47 8.17 0.00 0.04 0.88 3.74 1.55 6.21

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.

IA.

a.Voluntary Separations (PWTD) b.Involuntary Separations (PWTD)

Answer No Answer No Page 16

Nuclear Regulaton: Commission FY2024 Without Targeted Disabilities Seperations Total#

Targeted Disabilities %

Permanent Workforce: Reduction in Force 0

0.00 0.00 Permanent Workforce: Removal l

0.00 0.03 Permanent Workforce: Resignation 27 1.61 0.82 Permanent Workforce: Retirement 123 3.23 3.81 Permanent Workforce: Other Separations 58 3.23 1.76 Permanent Workforce: Total Separations 209 8.06 6.43

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.

IA.

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 ofagency 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 ensuring that our websites and digital services are accessible to individuals with disabilities, including members of the public and federal employees. The policy statement may be found at Section 508 Accessibility Policy Statement.

Click the link for more information at: httns://www.nrc.gov/site-helo/access.html.

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 NRC's public website for its notice explaining employees' and applicants rights under the Architectural Barriers Act, including a descri tion of how to file a com laint click on h s://www.ecfr. ov/current/title-10/cha ter-1/ art-4.

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 NRC is renovating office space at its Headquarters to comply with Architectural Barriers Act Accessibility (ABAAS) standards. This includes reducing space and implementing cost-saving measures while adhering to accessibility requirements, The EEO office reviewed the NRC's 2024 Building Accessibility Report. All renovations were designed to meet current Americans with Disabilities Act Accessibility Guidelines and Architectural Barriers Act Accessibility (ABAAS) standards. The following renovations have been completed or are planned renovations: A. One White Flint North (OWFN) Building: Completed, current, and future projects at NRC's headquarters: 1. 11 W0 and 13W° Floors Renovation of the 11 W0 and 13W0 floors began on November 27, 2023, and were completed in October of 2024. Personnel were moved on to these floors in November and December of 2024. The renovated floor space has been designed and built to meet Architectural Barriers Act Accessibility ABAAS standards. 2. 2 H and 33HFloor Designs for the 33H floor and a part of the 2 H floor will start in 2025. The goal is to complete the renovations around December 2026. B. "Wave" buttons devices at the OWFN renovated projects NRC installed new touchless "wave" handicap door openers devices on all suite entrances and hallway doors on the 11 W0 and 13W0 floor and we intend to install these"wave" devices olt:

all current and future oroiects.

C. REASONABLE ACCOMMODATION PROGRAM Page 17

Nuclear Regulaton: Commission FY2024 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.)

For FY23, the average processing time frame for a reasonable accommodation request was 33 business days. Per the NRC's Reasonable Accommodation Procedures (RAP), requests are considered timely if processed within 30 business days, absent extenuating circumstances, though all requests must be processed as expeditiously as possible regardless of this time frame. The NRC RAP contains a section on timelines which identifies soecific orocessinQ actions and the associated timelines exoected.

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.

In FY2024, 61 % of RA requests were timely based on RAP processing time of 30 business days. This continues an improvement trend from last year's 55% and 23% the year prior. The NRC continues to commit to improving the timeliness of processing by monitoring request volume, trends, and implementing strategies to create process efficiency. The NRC continues to provide training on Reasonable Accommodation to its managers, supervisors, and team leaders on a quarterly basis. In FY24, Reasonable Accommodation training was provided at four (4) quarterly supervisory training sessions and provided upon request to individual offices/teams on two occasions. These sessions include presentations on applicable regulations, the NRC's reasonable accommodation orocess new and relevant case law as well as oractical examoles for exercise.

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 PAS procedures in the EEOC-approved RAP procedures. Requests for PAS are made in the same manner as all other requests for reasonable accommodations outlined in Section I of the RAP. The agency determined that it would pay for PAS using an agency bank card. All procurements will comply with established EEOC guidance.

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.

Page 18

Nuclear Regulaton: Commission FY2024 IA B. EEO COMPLAINT DATA INVOLVING REASONABLE ACCOMMODATION IA

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 No

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 19

Nuclear Regulaton: Commission FY2024 Source of the Trigger:

Other Specific Workforce Data Workforce Data Table - B 1 Table:

STATEMENT OF See plans under MD-715 Part Hand Part I, "Agency EEO Plan to Eliminate Identified Barrier."

CONDITION THAT WAS Also see initiatives and performance results identified in MD-715 Part E3.

A 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 Group BARRIER GROUPS:

Barrier Analysis Process N

Completed?:

Barrier(s) Identified?:

N STATEMENT OF Barrier Name IDENTIFIED BARRIER:

I Description of Policy, Procedure, or Practice Provide a succinct statement of the agency policy, procedure or practice that has been determined to be the barrier of the undesired condition.

Objective(s) and Dates for EEO Plan Date Target Date Sufficient Date Date Objective Description Initiated Funding/

Modified Completed Staffing?

Responsible Official(s)

Title I

Name I

Standards Address The Plan?

Planned Activities Toward Completion of Objective Target Date Planned Activities Sufficient Modified Completion Staffing &

Date Date Funding?

Report of Accomplishments Fiscal Year Accomplishment 2023 See MD-715, Executive Summary, Part E2, "Essential Elements A-F"; Part E3, "Workforce Analyses"; Part E4, "Accomplishments"; and Part E5, "Planned Activities."

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

Page 20

Nuclear Regulaton: Commission FY2024

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

Planned activities are ongoing. The NRC has achieved reduced processing times for reasonable accommodation requests and continuous education ofNRC supervisors. These efforts move towards eliminating barriers for PWD to request and receive reasonable accommodations.

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.

There is not sufficient post-action data to determine the level of corrective impact in relation to the barriers identified. NRC will identi evaluative factors for on oin monitorin and re ortin to determine whether lanned activities are successful.

Page 21