NSA_FY24_Performance_relative_to_FY24_Strategic_Plan_for_PwD_Recruitment_Hiring_Advancement_Retention.pdf

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NSA FY2024 Performance relative to 
FY2024 Strategic Plan for the Recruitment, 
Hiring, Advancement, and Retention of Persons 
With Disabilities 
 
 
 
 
 
 
 
 
 
 
 
 
 
 

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Table of Contents 
Section I: Efforts to Reach Regulatory Goals ............................................................................. 3 
Section II: Model Disability Program ......................................................................................... 3 
A. PLAN TO PROVIDE SUFFICIENT AND COMPETENT STAFFING FOR THE 
DISABILITY PROGRAM ...................................................................................................... 4 
B. PLAN TO ENSURE SUFFICIENT FUNDING FOR THE DISABILITY PROGRAM 5 
Section III: Plan to Recruit and Hire Individual…

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retention of applicants and employees with disabilities. 
 
The federal government recognizes that qualified individuals with certain disabilities face 
significant employment barriers beyond those faced by individuals with the broader range of 
disabilities. The federal government refers to those disabilities as targeted disabilities, which 
include, but are not limited to: blindness or serious vision loss, deafness or serious hearing loss, 
paralysis, missing extremities, traumatic brain injury, intellectual disabilities, significant mobility 
impairments, etc.  
Secti…

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A. PLAN TO PROVIDE SUFFICIENT AND COMPETENT STAFFING FOR THE 
DISABILITY PROGRAM 
 
NSA designated sufficient qualified personnel to implement its disability program during 
the reporting period. 
The Agency employed the following staff to implement its disability program during the 
reporting period:  
• Five full time employees and one collateral duty employee to process reasonable 
accommodation requests from applicants and employees. 
• One full time employee and 11 collateral duty employees to oversee compliance 
with the Architectural Barriers Act (ABA). 
• Two ful…

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B. PLAN TO ENSURE SUFFICIENT FUNDING FOR THE DISABILITY PROGRAM 
 
NSA provided sufficient funding, and other resources, to successfully implement its 
disability program during the reporting period. 
The need for reasonable accommodations resources increased due to the rise in 
PWD/PWTD hiring, increase in the number of complex accommodations requests, and 
expansion of services. NSA is proactively seeking ways to bolster resources to meet this 
increased demand, including increased staffing for Reasonable Accommodations 
Managers and Personal Assistance Services.  
In …

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NSA’s external hiring is under the authorization of the Department of Defense 
Intelligence Community Defense Civilian Intelligence Personnel Systems, rather than the 
hiring authority of Schedule A. All positions are in the Excepted Service, therefore, NSA 
need not invoke Schedule A authority.  
 
The Program Manager for Disability Recruitment sources candidates with a documented 
disability from a variety of channels. Applications are shared with the External 
Recruitment, Hiring Recruiters, and Staffing Leads. Applicants who meet minimum 
qualifications, and are dete…

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Section IV: 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. Identify, and provide 
data on programs designed to ensure advancement opportunities for employees with disabilities. 
A. ADVANCEMENT PROGRAM PLAN 
 
NSA h…

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B. CAREER DEVELOPMENT OPPORTUNITIES 
 
The Agency annually hosts formal and informal career development opportunities for all 
employees. NSA’s Mentoring and Shadowing Resource Center promotes and facilitates a 
variety of enterprise-wide mentoring activities.  
 
The Director’s Skills Enrichment Program is open to employees Grades 12-14 via 
application process. The purpose of the program is to develop effective prospective 
leaders in the workforce through experiential opportunities focused on skill development 
and mission exposure, as well as mentoring and networking…