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Although most requests for accommodation in the Postal Service selection processes involve tests administered via computer, it is important to realize that other types of assessment procedures the Postal Service commonly uses may present serious difficulties for certain individuals. See 335.2 through 335.5 for other frequently used test types and examples of the kinds of accommodation that you may need to consider for an applicant. The Postal Service does not intend this listing to be all-inclusive, but only representative of the range of acceptable accommodations, which you may consider in particular situations.
Interviews may pose problems for some individuals who are deaf or hard of hearing and for those with certain kinds of speech challenges. You must make every effort to determine the communication abilities of these individuals. The Postal Service will provide a qualified sign-language interpreter for external applicants who are deaf or hard of hearing and use American Sign Language (ASL) or another form of sign language as their primary means of communication. The same applies for current Postal Service employees who use ASL or another form of sign language as their primary means of communication and have a Communication Accommodation Plan in place.
In addition, it may be appropriate for review committee members to provide a written copy of interview questions to applicants who are deaf or hard of hearing to read at the point the question is asked in the interview (see Exhibit 335.2). Members must be sure the presented written question does not also contain benchmarks or scoring guidelines.
Exhibit 335.2
Administering Tests When Using a Sign-Language Interpreter for the Deaf (page 1)
Accommodation Options for Testing Individuals
Who Are Deaf or Hard of Hearing
Be familiar with options for test administration to applicants who are deaf or hard of hearing. The most appropriate accommodation will depend upon several factors, such as whether the individual uses and is fluent in sign language, the accuracy and fluency of speech-reading skills, and how much hearing loss the individual has experienced. For signing applicants who are deaf or hard of hearing, the Postal Service will provide an in-person qualified sign-language interpreter during critical elements of the selection process, such as interviews and instructions for testing.
American Sign Language (ASL) is a gestural language that has a different vocabulary, syntax, and structure than English. Inasmuch as there are different types of sign language, an individual with a hearing impairment who uses sign language may not use ASL but rather a different sign language; therefore, it is important to keep the effectiveness of the accommodation in mind when arranging for a qualified interpreter.
For non-signing individuals, the Postal Service will provide communication accommodations during these same critical elements of the selection process, after consulting the individual about the nature of such accommodation. Unlike for signing applicants, no accommodation is presumed appropriate. You must consider communication accommodations, such as UbiDuo, other communications tools or devices or written communications.
Consider the accommodation requested by the individual and, as appropriate, offering the individual the following additional options:
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Exhibit 335.2
Administering Tests When Using a Sign-Language Interpreter for the Deaf (page 2)
Administering Tests
When Using a Sign-Language Interpreter for the Deaf (page 2)
Follow the procedures listed below when testing any applicant who requests an interpreter for a test. All individuals, including interpreters, exam administrators, examiners, and test monitors administering or involved in monitoring a test during which applicants are using an interpreter, must review these procedures:
Where to Get Help
Only the director, Organizational Effectiveness, or designee, may approve requests for an examination time limit change or deviation from the test-administration instructions. You may want to use additional resources in your community for more information about accommodating people who are deaf or hard of hearing. These resources include the following:
For help to identify alternative communication accommodations for individuals who do not use sign language, contact your respective district disability coordinator, or for your district disability coordinator’s name and contact information, contact the manager, Human Resources, or the National Disability Programs office.
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The director, Organizational Effectiveness, or designee, must approve any modifications or adjustments to performance test material.
Examiners or their designees must consider the physical needs of the applicant with a disability taking performance tests as they do for written tests. Because performance tests generally approximate tasks on the job, examiners must carefully analyze any modification or adjustments to test material, or the procedures used to administer these tests before implementation.
They must only consider those accommodations that do not compromise the competitive nature and validity of the testing process.
Applicants with disabilities may need assistance when completing applications, experience supplements, or other questionnaires. Examiners must alert Human Resources and the testing vendor to the possibility of requests for such requests for such assistance and accommodate as appropriate.
Examiners must submit requests for accommodations for end-of-training tests that they cannot resolve at the local level to the director, Organizational Effectiveness, who will coordinate with appropriate functional departments.
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