аЯрЁБс;ўџ ўџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџ§џџџ*ўџџџ+  !"#$%&'(),ўџџџўџџџ-./0123456789:;ўџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџRoot Entryџџџџџџџџ РF†є*$/{М€CompObjџџџџџџџџџџџџbWordDocumentџџџџџџџџXjObjectPoolџџџџ†/{М†/{Мўџџџ ўџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџўџ џџџџ РFMicrosoft Word 6.0 Document MSWordDocWord.Document.6;ўџ ўџ р…ŸђљOhЋ‘+'Гй0А˜м$ H l Ди ќ D hŒџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџC:\MSOFFICE\WINWORD\NORMAL.DOTDISABILITY ACTION PLANStephen WrightABC@†CНмЅe3Р e~JXjGhd˜d˜˜e˜e˜e˜e˜e‚f‚f‚f‚f‚f ŽfЄf:‚f8i‘оfоfєfєfєfєfєfєfкgмgмgмgњgŠhiЩiTj;8i˜eєf&) єfєfєfєf8iєf˜e˜eєfоfєfєfєfєf˜eєf˜eєfкgЌePќe†˜e˜e˜e˜eєfкgєfцєfDISABILITY ACTION PLAN BACKGROUND The ABC has developed a Disability Action Plan with appropriate objectives, strategies and monitoring and evaluation. The Plan is required under the Commonwealth Disability Strategy adopted by Cabinet in November 1994 and forwarded to the Human Rights and Equal Opportunity Commission in January 1997. The Commonwealth Disability Strategy covers the ten-year period 1995 - 2005 and has as its objective дto make sure people with a disability can live, work and participate as equals in the community.е There are a number of legislative provisions and Commonwealth Government requirements that the ABC needs to comply with, regarding people with disabilities. In Policy and Equal Employment Opportunity (EEO) plans and in addressing issues of discrimination, the ABC has already incorporated the principles, objectives and strategies that reflect its commitment generally to the diversity of the Australian population and specifically to people with disabilities. It is recognised that the ABC has achieved progress with issues for people with disabilities in a number of areas. The goals and strategies included in the Disability Action Plan will provide the opportunity to acknowledge these initiatives, and to introduce new measures for consideration. The Disability Action Plan provides a base to evaluate the current status of the conditions and services in the ABC. Part of this process is the undertaking of a number of reviews that are included in the Plan. A consultation mechanism will be developed to ensure that internal and external people with disabilities are able to contribute to the reviews. Consultation will include the identification of barriers, and input to the development of appropriate strategies. Once the reviews are conducted, it is expected that there will be further strategies/amendments to the Plan with suitable timeframes. The ABC will be reporting, in its EEO Annual Report, the achievements arising from the strategies included in the Plan, as part of its requirements under the Equal Employment Opportunity (Commonwealth Authorities) Act 1987. An evaluation of the Plan will be undertaken every two years and incorporated in a progress report, which will be forwarded to the Human Rights & Equal Opportunity Commission. As background to the development of the Disability Action Plan and the legislation that is applicable to the ABC included are details of the ABCеs programs and commitment, legislation, Commonwealth Government programs, the requirement and aspects of the Disability Action Plan, and general information regarding people with disabilities. ABC DISABILITY ACTION PLAN STRATEGIES Terms used in the Disability Action Plan DAP: Disability Action Plan EEO Groups: Refers to the four groups covered by EEO programs: women, Aboriginal and Torres Strait Islander people, people with disabilities and people from non-English speaking backgrounds. Intellectual Disability Access Program: Commonwealth scheme for employment of people with intellectual disabilities. PWD: People with Disabilities. Reasonable Adjustment: Refers to changes made to the physical environment or redesign of jobs aimed at reducing the effect of disability enabling people with disabilities to work to their full potential. Standards AS1428: Australian Standards for вDesign Rules for Access by the Disabledг issued by the Standards Association of Australia. Supported Wage System: Commonwealth program for the provision of support for people who are unable to work at full award wages as a result of their disability. TTY: Telephone Typewriter. Device attached to a telephone line which allows callers to communicate by typing messages which are instantaneously seen by the person at the other end of the line. EMPLOYMENT Target: By 2000, the representation of people with disabilities employed by the ABC to be at least 5% of total staff. Aim: To ensure that people with disabilities have access and equity in all areas of employment. RECRUITMENT & SELECTION Goals Encourage internal and external people with disabilities to apply for positions and opportunities within the ABC. Ensure that people with disabilities are not disadvantaged by the recruitment and selection processes. Strategies Responsibility Performance Indicator Time 1. Develop guidelines for the assessment of PWD including: Corporate HR Guidelines developed and distributed. Sept. 1997 * identifying inherent requirements of the job; * suitable methods of assessment; and * extent to which reasonable adjustment should apply. 2. Review existing guidelines for staff on selection procedures to Corporate HR Guidelines reviewed and updated where necessary. June 1997 cover PWD. 3. Examine PWD recruitment issues including: Corporate HR/ Contacts and list of organisations and publications June 1997 * liaison with PWD organisations; Branch HR established and maintained. * where to advertise; and * support mechanisms required 4. All advertisements for positions to include a reference to Corporate HR/ References included in advertisements. Ongoing the availability of TTY service and of information about Branch HR vacant positions in alternate formats for people with a print disability. 5. Provide position description documentation in alternate formats Corporate HR System set up for Disk/tape formats. Ongoing such as disk or tape. Recruitment and Selection Щ Strategies Responsibility Performance Indicator Time 6. Develop and provide an information package for selection panel Corporate HR/ Information package developed and provided March 1998 members for interviews that include people with known disabilities. Branch HR to panel as required. 7. Monitor the number of applications for promotions and acting Corporate HR Applications monitored. Six month ongoing end June/December 8. Examine and make recommendations regarding the Corporate HR Recommendations completed. March 1998 possibility of employing people with disabilities under the Supported Wage System. 9. Examine and make recommendations regarding the Corporate HR Recommendations completed. March 1998 Intellectual Disability Access Program. TRAINING, DEVELOPMENT & SUPPORT Goals Ѕ Encourage people with disabilities to apply for training and development opportunities. Ѕ Increase managersе awareness of their role in assisting the training and development of people with disabilities. Ѕ Provide a supportive environment for people with disabilities. Strategies Responsibility Performance Indicator Time 1. Managers to ensure that staff from EEO groups, including PWD, All managers Participation of PWD applying to Ongoing to attend appropriate training courses. attend training courses. 2. Managers to ensure that staff from EEO groups, including PWD, All managers Participation of PWD applying to Ongoing to apply for promotions, acting and other internal opportunities. and being appointed to internal opportunities. 3. Managers to ensure that staff from EEO groups, including PWD, All managers Participation of PWD staff applying and being Ongoing to apply for appropriate external development opportunities. appointed to external development opportunities. 4. Monitor the number of applicants for training courses by PWD. Corporate HR/Training Applicants monitored. Ongoing 5. Investigate external PWD support organisations and groups. Corporate HR/Branch Contacts and list of organisations and services December 1997 HR available, established and maintained. Training, Development and Support Щ Strategies Responsibility Performance Indicator Time 6. Investigate external disability awareness training facilitators and Corporate HR/Branch Information on courses compiled. Courses sessions for staff and run courses if appropriate. HR conducted and evaluated if appropriate. December 1997 7. Ensure training courses provide facilities for PWD (including Corporate HR/Corp & Courses offered or promoted by the ABC June 1998 external courses promoted by the ABC) and that the availability Branch Training are accessible to PWD. of these facilities is advertised. Provide a range of suitable alternative training programs, if appropriate facilities for PWD not available. 8. Include appropriate speakers at management and other training Corporate HR/Corp & Training courses include appropriate speakers. Ongoing courses to increase awareness of issues for PWD. Branch Training 9. Develop and implement appropriate modules on EEO issues, Corporate HR/Corp & Effectiveness of training evaluated. June 1998 including for PWD, in supervision/management, output courses Branch training etc. 10. Consideration of inclusion of at least one PWD in any future Senior management Traineeship position considered or When future traineeship schemes. allocated for PWD. traineeships offered 11. Ensure staff are aware of behaviour that constitutes harassment/ All managers Increased awareness of staff. Ongoing discrimination and of appropriate methods of dealing with such issues. 12. Provide work experience for PWD. All managers Work experience provided. Ongoing 13. Determine for staff with known disabilities, appropriate workplace All managers Where appropriate, reasonable adjustment Ongoing design including any additional requirements or aids to enable made. maximum productivity by the staff member. 14. Investigate the need and introduction of a network for PWD. Corporate HR Network formed if appropriate. June 1998 15. In conjunction with the provisions of the ABC Enterprise Senior Mgmt/ Options researched and recommendations December 1998 Agreement 1996-98 consider options for flexible working Corporate HR made. conditions, including home-based work options. REDUNDANCY & REDEPLOYMENT Strategies Responsibility Performance Indicator Time 1. Monitor and analyse statistics on redundancies and redeployment Corporate HR Data monitored and analysed. Ongoing to ensure PWD are not over / under represented. COMMUNICATION Aim: To ensure that the ABCеs Disability Action Plan and outcomes are communicated widely. Goals; Ѕ Ensure that information about the ABC amenities, services and resources is widely available for people with disabilities in the Australian community. Ѕ Ensure that information about the ABCеs Disability Action Plan is communicated to all staff. Strategies Responsibility Performance Indicator Time 1. Develop a Policy Statement on the employment and services for Corporate HR Policy Statement published. March 1997 PWD. 2. Compile a list of publications targeted at PWD to publicise the Corporate HR/Branch List of publications compiled. June 1997 ABCеs initiatives under the DAP. HR 3. Devise a method of ensuring that the Australian community is Corporate HR/ Senior Method of co-ordination of publicising September 1997 aware of initiatives regarding the ABCеs services for PWD. Management initiatives devised. 4. Prepare a brochure on the DAP for distribution to all staff, including Corporate HR Brochure distributed. June 1997 a section on better employment practices for disability issues. 5. Prepare a booklet on managing staff with disabilities for Corporate HR Booklet distributed. December 1997 distribution to all managers. 6. Provide for the inclusion of information on the DAP in the Corporate HR Sessions conducted. March 1997 Workplace Harassment sessions. 7. Include information on DAP in induction kits/sessions. Corporate HR/ Information included in induction programs. Ongoing Branch HR CommunicationЩ Strategies Responsibility Performance Indicator Time 8. All completed guidelines arising from strategies in the Corporate HR/Branch Guidelines distributed to relevant staff. Ongoing DAP should be distributed widely to staff members. Managers 9. Provide, on a regular basis, information to EEO and Workplace Corporate HR Information sent to Contact Officers. Ongoing Harassment Contact Officers regarding legislative changes and other relevant issues regarding PWD. 10. Encourage staff with disabilities to participate in fora for Corporate HR/Branch Group discussions taken place including Ongoing discussions on issues and practices relevant to them. HR staff with disabilities. 11. Establish a network of staff with disabilities. Corporate HR Network of staff with disabilities established. December 1997 12. Include details of the DAP in the EEO Management Plan Corporate HR EEO Management Plan 1997-2000 completed. December 1997 1997-2000. BUILDING SERVICES Aim: To ensure that people with disabilities have access and reasonable adjustment in regard to ABC locations and facilities. Goal Ѕ Ensure that ABC sites and buildings are accessible to staff and visitors with disabilities. Strategies Responsibility Performance Indicator Time 1. Review access to buildings ensuring that PWD can freely enter and Asset Management/ Review and recommendations completed. December 1998 move around ABC sites. OH&S 2. Develop policy and guidelines that meet the relevant standards to Asset Management / Policy and guidelines written. December 1998 ensure all ABC buildings are accessible to PWD. OH&S Effective consultation and participation with employees and external disability organisations to assist the development of effective guidelines. 3. Design a program to implement the policy and guidelines for access Senior Mgmt/Asset Program and resources determined. March 1999 to ABC sites and buildings for PWD. Determine adequate funds and Management/ other resources required to ensure compliance. Corporate HR 4. Implement the Building Access Program for PWD so that all ABC Senior Mgmt/Asset All buildings meet standards and are accessible. Ongoing buildings are accessible to staff and visitors with disabilities. Management/ Corporate HR/OH&S. 5. Venues and conferences held by ABC staff must have appropriate All staff Inclusion with policy guidelines. Ongoing access for PWD. 6. Review adequacy of information currently sent to external Asset Management / Information reviewed and necessary changes made. June 1997 interviewees regarding access to ABC buildings. Corporate HR/ Branch HR 7. Investigate after hours security systems to determine if there are Asset Management Investigation completed. March 1998 barriers for employees with disabilities. Building ServicesЩ Strategies Responsibility Performance Indicator Time 8. Access standards AS1428 must be met before any new building Asset Management / Standards met. When new is built, purchased or leased. Such standards should be put into OH&S accommodation pro- all tenders for new buildings, made where necessary and be visions are mandatory for all modifications to buildings. determined 9. Directional aids should be included in all ABC buildings to assist Asset Management / Display of appropriate signs. June 1998 the visually impaired and blind people. OH&S/Corporate HR 10. Reserved parking to be provided for staff and visitors with Asset Management Designated areas created and instructions given. Ongoing disabilities, and suitable instructions outlined to reception staff. 11. Develop/update guidelines for the emergency evacuation of Asset Management Guidelines developed/updated. June 1997 building for PWD. PROGRAMS, SERVICES & DELIVERY Aim: To ensure that ABC products and services are inclusive and accessible for people with disabilities. Goals Ѕ Encourage program makers, journalists, broadcasters and presenters to provide information and opportunities for people with disabilities in programs and to portray this group appropriately.; Ѕ Maximise the provision of products and services for people with disabilities.; Ѕ Conform with the relevant sections on broadcasting included in the Commonwealth Disability Strategy - A Ten Year Framework for Commonwealth Departments and Agencies. Strategies Responsibility Performance Indicator Time 1. Review the Editorial Policies determined by the ABC Board, to Senior Mgmt/ Editorial Policies reviewed and recommendations June 1997 ensure that appropriate references are included regarding PWD. Corporate HR made. 2. Consider the participation of PWD on the ABC National Advisory Senior Mgmt/ Participation considered and recommendations December 1997 Council. Corporate HR made. 3. Examine information needs and appropriate formats to facilitate Senior Mgmt Examination completed and strategies identified. August 1998 access for PWD including, where required, the translation of public documents and other publications/brochures into Braille, audio tape or large print formats. 4. Prepare an information guide for program makers that includes Senior Mgmt/ Guide distributed. December 1997 contacts and suggestions for content on disability issues and Corporate HR utilising people with disabilities as talent. Specifically include information on the Arts and Disability Organisations in Australia. 5. Investigate new technological developments and costs which Head Technology New developments investigated. Ongoing may be of assistance to staff and audience/customers with Strategy & disabilities. Development 6. Continue to support Community initiatives for PWD such as Senior Mgmt Initiatives supported. Ongoing the вShine Onг Awards, subject to editorial considerations. Strategies Responsibility Performance Indicator Time 7. ABC will continue to liaise with the Human Rights and Equal Senior Mgmt Liaison undertaken. Ongoing Opportunity Commission to ensure that we conform with the Broadcasts section of the Commonwealth Disability Strategy. Australian Broadcasting Commission - Human Resources Disability Action Plan  PAGE 3 Ё—™›hЂЄШAЅ|.ЇnЉnаЯрЁБс;ўџ ўџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџSummaryInformation(џџџџџџџџџџџџрџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџ {М@@†'дќ.{МH œ:@вIkMicrosoft Word 6.0 3аЯрЁБс;ўџ џџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџN O t u v Ÿ Ё Є Ф Х Я в $ˆЎ'<>є Rc~“ #шёђ|ноѕж–˜ШЭіјKM™žМНИїљљњ!67mU!y!Ў!3"4"њєёэёэёщхёхёёхёхёхёхёёёхёхёёскёёхёхёхёхёхёхёхёжхёаЪХёёаёОажОаЖU]^cI U]cIU]c ]cI ]cIbI U]cI]IUIcIc0II ]cI ]c0IH4"Ї"Љ"#ž#Я$а$%%і(ї(b*{*|*Б*В*`+a+b+c+p+Э+Ю+г+д+е+й+б,-Ž1œ1Ÿ1е1{5Œ55Ž566t6u6Ќ6і<ї< = =@=Ц@Ч@Ш@Щ@ц@ч@QARAXABBnBoBpBC CCCQCлCњђњђњђњђњыњшыђњђњсњыњкњыњыњжшыњшбЭшЭшыњЦжТыњыЦњшЭНшИВИЎшЭЌЭЇыњU]c]\I U\]I U]I UcIUI ]bcI]IU^IbI \]cI ]^cII U]cIU]^cI ]cIBлCоCяH№H%I&I'IJpJqJwJxJyJzJ{J}J~J˜JљѓяљѓяѓытнтнтыкѓиuI P]cuDP]c]c]c ]cI U]cI#ЙКъыj k ћ ќ N u v Ÿ   Ё Ф Х ‡ˆ џ%&'ѓєY}~эўR6(ўR6KљR6%іR6№R6іR6іR6іR6іR6іR6іR6іR6іR6іR6ююR6АюR6АўR6 ўR6 ьR6%чR6тR6%оR6ьR6ьR6%ьR6%ьR6ьR6ьR6%ьR6ьR6йџR6[ьR6ьR6%дR6ьR6ьR6%дR6арF№d№№7qЊ& |цђl|ноіќnеж“Шѓ./МЫЬH™Илм[Єції‚œЙјљўR6ўR6%њR6ѕёR6ёR6ѕR6ѕR6KѕR6KяR6%эR6№эR6№эR6№эR6№эR6№эR6№эR6ѕэR6ѕэR6ѕэR6№эR6№эR6№эR6№эR6№эR6ѕэR6ѕэR6ѕэR6№эR6№эR6№эR6№эR6№эR6№эR6№ыR6 яхR6№кR6 кR6№ ц BŸ/цЊ(*р'хцЄЅ LghЭљ!}ѓ67mnх+,ЅѕR6№хR6№хR6№иR6№ЭR6№ТR6№ТR6№ТR6№ЭR6№ТR6№ЙЗR6%ЗR6%ЙR6№ЊR6№ЊR6№ЊR6  R6№ЙR6№—R6№ŽR6№—R6№—R6№—R6№—R6№ Bƒ. BŸ/ BЫŸ/ хўBчƒ. Bчƒ. ц Bчƒ. ц BŸ/ цBычŸ/ычцBычŸ/ ц Bƒ.Ё  ‹ Œ (!S!T!y!Џ!4"Ј"Љ"3#ž#Ш#$C$D$а$%%–%щ%ђ%ѓ%w&Л&М&4'|'Š'‹'п'р'e(їR6№їR6№їR6№їR6№юR6№їR6№хR6№хR6№ужR6№їR6№хR6№ЭR6№їR6№їR6№юR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№ Bчƒ. уЊBЫŸ/ Bƒ. BчŸ/ BŸ/$e(В(т(у(Y)Z)к),*a*|*В*Г**+a+b+c+q+Э+Ю+е+o,а,б,--}-†-Š- .4.5.С.!/"/їR6№їR6№їR6№їR6№їR6№їR6№їR6№ѕR6№№цR6№їR6№їR6№нR6№нR6№дR6№№R6KаR6№дR6№ЮдR6ѕСR6№ИR6№цR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№ BчŸ/ хўBчƒ. Bчƒ. Bƒ. BЫŸ/(* BŸ/!"/™/н/о/K0m0n0и0њ0ћ0w11Ÿ1е1ж1X2™223]3ˆ3‰34h4j4щ4ы4i5z55Ž5666t6u6їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№ѕR6№ѓчR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№їR6№тїR6%оR6ѓR6%ѓR6%бR6ЧR6  BŸ/ хўBŸ/(* ЊBЫŸ/ BŸ/#u6Њ6Ќ6F7h7j7ѓ7.8x8Н8Э8Ю8W9Њ9ъ9ы9x:Ъ:п:р:V;j;k;ќ;@<L<M<Ш<і< = =@=Њ= >V>•>–>?W?X?у?.@іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№єіR6%іR6№шR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№іR6№ уBŸ/ BŸ/).@/@Ї@Ч@Ш@ч@QARAXABpBCCQCRCлC0D1DНDнDоDjEВEњEFF†FеFGdGeGоG'HEHFHЎHюHяHіR6№іR6№іR6№єR6№яыR6іR6UєR6%ццлR6іR6№іR6№іR6№ЮR6№ЮR6№ЮR6№ЮR6№ЮR6№ЮR6№ЮR6№ЮR6№ЮR6№ЮR6№ЮR6№ЮR6№ЮR6№ЮR6№ЮR6№ЮR6№ЮR6№ЮR6№ЮR6№ЮR6№ЮR6№ЮR6№ЮR6№ мBŸ/ ц BŸ/ц(* BŸ/%яH№H%I&I'IŽIЬIJJ{J|J}J~JѓR6№щR6№щR6№ѓR6№ѓR6№ѓR6№ѓR6№чR6№хR6ЛчччR6№ BŸ/ мBŸ/ K @ёџ Normal ]a c"A@ђџЁ"Default Paragraph Font,ўOђ, Subhead 1 Њ"Р(U]c(ўOё( Subhead 2 q"(c ўOёџ table text]a (ўOёџ"( Body textу ]a c$ўOёџ2$Headline U]a c$ @B Header 9r  @R Footer 9r )@Ђa Page Number~G~Jџџџџ  џџ џџ џџ џџ џџ џџ џџ џџ џџ џџ  џџ џџ  џџ ќO чњUb'Ž.{2ї9Щ=юE~GR&  $    gj4"лC˜J&'(e("/u6.@яH~J)*+,-./01[bdj!џ€цStephen WrightA:\word for email landscapeStephen Wright A:\word for email landscape..mcwStephen Wright A:\word for email landscape..mcwStephen Wright A:\word for email landscape..mcwStephen Wright A:\DAP.docABC A:\DAP.DOCџ@HP DeskJet 500LPT1:HPDSKJETHP DeskJet 500  DLf ўўЧ,,њ'0/&N‚}w;/&а}d'0 К€AџџџџџџџџџџџџџџHP DeskJet 500  DLf ўўЧ,,њ'0/&N‚}w;/&а}d'0 К€Aџџџџџџџџџџџџџџ€v v €€v u ‘Times New Roman Symbol &Arial" HelveticaArial'TimesTimes New Roman>New York PalatinoBook Antiqua>"C€аQ‹FЛ‹FH œ: ƒ} $;DISABILITY ACTION PLANStephen WrightABCаЯрЁБс;ўџ ўџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџ