The Affirmative Employment Program (AEP) is implemented to ensure equal opportunity in all personnel administration and management matters throughout the employment lifecycle, including recruitment, outreach, hiring, retention, training, development, promotions, awards, and separations. AEP focuses on identifying and eliminating discriminatory policies, practices, and procedures.

The Disability Program Manager communicates the needs of individuals with disabilities and information relevant to ensuring Air Force compliance with Disability Programs, employment initiatives and federal law. 

• A Reasonable Accommodation is an adjustment or alteration that enables a qualified person with a disability to apply for a job, perform job duties, or enjoy equal benefits and privileges of employment. Reasonable accommodation referenced under AFI 36-2710 Ch. 13.
  • Qualified Individual with a Disability is an individual with a physical or mental impairment, or a record of having such impairment, that substantially limits one or more major life activities, who can, with or without reasonable accommodation, perform the essential functions of the position that the individual holds or desires. A qualified individual with a disability does not include any employee or applicant who is currently engaging in the illegal use of drugs.

• Schedule A is Excepted Service Appointing Authorities covered under 5 CFR 213.3102 (u), for hiring people with severe physical disabilities, psychiatric disabilities, and intellectual disabilities. This excepted authority assists with appointing persons with severe physical disabilities, psychiatric disabilities, and intellectual disabilities. Such individuals may qualify for conversion to permanent status after two years of satisfactory service. Sever physical disabilities include but are not limited to blindness, deafness, paralysis, missing limbs, epilepsy, dwarfism, and more.
  • Schedule A, 5 CFR 213.3102 (11) for hiring readers, interpreters, and personal assistants. This excepted authority assists to appoint readers, interpreters, and personal assistants for employees with severe disabilities as reasonable accommodations.
• Workforce Recruitment Program - Employs eligible college students and recent graduates with disabilities in internships and permanent jobs.
• Disability Retirement – If your disability occurs while employed in a position subject to FERS, because of a disease or injury, for useful and efficient service in your current position. The length of the disability expected to last at least one year. Your agency must certify that it is unable to accommodate your disabling medical condition in your present position and that it has considered you for any vacant position in the same agency at the same grade/pay level, within the same commuting area, for which you are qualified for reassignment. There is no minimum age but have to have 18 months of service years. 

DAFI 36-2710, Equal Opportunity Program

AFI 36-147, Civilian Conduct and Responsibility

Schedule A/Wounded Warrior Repository Registration

Disability Affirmative Action Plan

The Anti-Harassment Program Manager oversees harassment and bullying complaints from civilian employees IAW DoDI 1020.04 and DAFI 36-147.

• The Air Force anti-harassment complaint process is designed for Air Force civilian employees to bring their concerns to management either through their supervision, directly to their commander or director, or be presented to the AHPM.
• The anti-harassment program is designed to stop harassing or bullying behavior before it becomes “severe or pervasive”.  There should be a prompt, thorough and impartial inquiry or investigation into the allegations presented.
• Matters complained of in the anti-harassment process may overlap into issues that could be presented in a traditional EEO complaint, however, they may also include issues that would not be appropriate for the EEO process, such as bullying or hazing, or general harassment.
• Behavior typically seen in the anti-harassment process is: offensive comments or jokes, ridicule, mockery, insults, offensive displays or gestures, threats of violence, provoking gestures or incidents of hazing or bullying.
• Third parties or bystanders are encouraged to bring incidents to the attention of supervision or management.
• Anti-harassment complaint reporting does not have a mandated timeframe; reporting incidents soon after they occur is best.
• The AHPM also provides training to prevent harassment, bullying and discrimination. The AHPM also makes appropriate referrals to other helping agencies. 

You may contact the Anti-Harassment Program Manager at 801-586-6336.

The Equal Opportunity Branch will work to ensure equal opportunity compliance, provide proactive human relations services, and champion Air Force policy of zero tolerance for unlawful discrimination and sexual harassment for all agency employees, Air Force members, and tenants. 

Complaint Process Flow Chart

EEO Combined Intacke Packet