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Although most requests for accommodation in the Postal Service selection processes involve written tests, it is important to realize that other types of assessment procedures commonly used by the Postal Service may present serious difficulties for certain individuals. See 335.2 through 335.5 for other frequently used examination types and examples of the kinds of accommodation that you may need. We do not intend this listing to be all-inclusive but only representative of the range of acceptable accommodations, which you might 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 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 Examinations When Using a Sign Language Interpreter for the Deaf (p. 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 of 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 consultation with the individual as to the nature of such accommodation. Unlike for signing applicants, there is no accommodation that 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, consider offering the individual the following additional options:
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Exhibit 335.2
Administering Examinations When Using a Sign Language Interpreter for the Deaf (p. 2)
Administering Examinations
When Using a Sign Language Interpreter for the Deaf (p. 2)
Follow the procedures listed below when testing any applicant who requests an interpreter for an examination. All individuals, including interpreters, exam administrators, examiners, and examination monitors administering or involved in monitoring an examination during which applicants are using an interpreter, must review these procedures:
Where to Get Help
Only the Director, National Human Resources, can approve requests for an examination time limit change or deviation from the DFC. 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 further assistance in identifying alternative communication accommodations for individuals who do not use sign language, you may contact your respective District Disability Coordinator, who is the point of contact for employees who are deaf or hard of hearing on communication accommodation matters. If you do not have the name and contact information for the Disability Coordinator serving your district, contact the manager, Human Resources.
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The Director, National Human Resources must approve any modifications or adjustments to performance examination 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 found on the job, you must carefully analyze any modification or adjustments to test material or the procedures used to administer these tests before implementation.
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. You must alert Human Resources and the testing vendor to the possibility of requests for such requests for such assistance and accommodate as appropriate.
You must submit request for accommodations for end-of-training examinations that you cannot resolve at the local level to the Director, National Human Resources, who will coordinate with appropriate functional departments.
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