333 Postal Service Responsibilities

333.1 Overview

The Postal Service is responsible for ensuring the competitive nature and validity of the selection process while at the same time providing reasonable accommodation to applicants with known disabilities when applicants request such accommodation.

Examiners, including testing vendor staff, or district Human Resources staff should ensure that applicants are given an opportunity to request a testing accommodation by one of the following methods:

1. Online or
2. By contacting one of the following:
1. The testing vendor.
2. The examiner.
3. The district Human Resources staff.
4. The district manager, Human Resources.
5. Any Postal Service employee connected with the application process (including those listed above, a point of contact listed on the job posting, an employee who assists in scheduling an interview, or a member of the review committee).

Any person who accepts applications or has contact with applicants must be able to recognize requests for accommodations. An applicant does not have to use any special words such as “reasonable accommodation” or “Rehabilitation Act.” You must refer applicants requesting reasonable accommodation to the examiner or person responsible for the examination or selection process.

Throughout this process, the Postal Service must engage in an interactive process to clarify what the applicant needs and identify an appropriate reasonable accommodation.

In cases where the competitive nature and validity of the test are not likely to be affected (e.g., site accessibility), the examiner or district Human Resources staff member works out what accommodation, if any, to provide. When there is a question as to whether providing a requested accommodation would preclude the valid assessment of the applicant’s qualifications, the examiner or district Human Resources staff member must forward the request to the Director, National Human Resources, for final determination.

Once the applicant’s makes his or her desire for a testing accommodation is known, the testing vendor, examiner, district Human Resources staff, or district manager of Human Resources must do the following:

• Contact the applicant to discuss the testing process and the job(s) to ensure that the applicant is familiar with what is required.
• Obtain any needed documentation from the applicant regarding the disability and the need for accommodation.
• Determine if you can provide an accommodation without further consultation (i.e., the accommodation would not affect the competitive nature or validity of the examination).
• If accommodation is feasible, offer it to the applicant.
• Note the accommodation provided on the Time Record Sheet when the examination is administered.
• If you cannot determine an accommodation for a locally administered test, submit all requisite documentation to the Director, National Human Resources. Upon receipt of a response from Headquarters, offer a recommended accommodation (if any) to the applicant and submit approval (Authorization to Modify Test Administration) with the Time Record Sheet when you give the examination.
• If the applicant does not accept the accommodations that you can provide, document the rejection and the reasons for the rejection.
• If reasonable accommodation is possible but the Postal Service cannot provide that accommodation on the regularly scheduled test date, you may schedule the applicant for an alternate test date as soon as practicable.
• Ensure that you make appropriate arrangements to provide the needed accommodation.

See Exhibit 335.2 for detailed information on possible testing accommodations for applicants who are deaf or hard of hearing.

333.2 Accommodations That Do Not Affect the Competitive Nature or Validity of the Selection Process

333.21 Overview

You or the test vendor can make some accommodations locally without consultation if they do not affect the competitive nature or validity of the selection process.

See 333.22 and 333.23 for examples of accommodations that you can usually make locally without prior approval from Headquarters.

333.22 Accessibility Accommodations of Testing Site

A request for accommodation that involves accessibility of the testing site includes, but is not limited to, the following:

• Access to the test site.
• Assistance inside the testing site.
• Providing alternative seating arrangements as needed (e.g., you may need to seat an individual in a wheelchair at a table rather than at a student desk).

In some cases, it may be necessary to schedule a separate session to ensure that you test the applicants in an accessible site.

333.23 Other Testing Accommodations

The following are other types of accommodations that you may provide without consultation with Headquarters. The testing vendor must document any accommodation provided on the Time Record Sheet consistent with the Directions for Conducting (DFC).

• Alternate test dates.
• Individual sessions.
• Individual monitors.
• Frequent breaks (between test parts only).
• Special lighting.
• Special seating arrangements.
• Sign language interpreter only for oral components of exam and administration (additional detailed information regarding possible testing accommodations for deaf or hard-of-hearing persons is provided in Exhibit 335.2 and in the DFC for the specific test).
• Use of hand signals or flash cards to give driving instructions during road tests.
• Communication accommodations for non-signing applicants who are deaf or hard of hearing to relay administrative instructions for testing (e.g., UbiDuo, written communication).
• Miscellaneous personal assistance (e.g., turning pages, marking answers).

Implementation of any one or a combination of these measures may be appropriate for individual applicants depending on the following:

• Their needs.
• The nature of the selection procedures or examination material used.
• The essential functions of the job sought.

If the requested accommodation is not on the above list, see 333.3.

333.3 Accommodations That May Affect the Competitive Nature or Validity of the Selection Process

The Director, National Human Resources, must review and approve a proposed accommodation that may affect the competitive nature or the validity of the selection process. This includes any deviation from standardized testing procedures prescribed in the examination DFC.

In circumstances where there is a question about whether providing a proposed accommodation would interfere with the valid assessment of the applicant, the examiner or district Human Resources staff member must consult the Director, National Human Resources. Supporting documentation must describe the specific accommodation requested and be sufficient to establish the following:

• The applicant, in fact, has a disability as defined by federal law.
• The disability interferes with the valid assessment of the knowledge, skills, or abilities covered by the test.
• An appropriate professional or expert source provides a diagnosis, if any.