---

Introduction: Based on World Health Organization (WHO) report, the prevalence of people with disability is increasing. Community can facilitate the participation of disabled people in the society by providing a suitable modified environment. This study aimed to determine performance of mangers and employers in urban modification for people with disability in the municipality of Tehran. Materials & Methods: In this descriptive study, data was gathered using two questionnaires of “Assessment of Performance of Managers and Employees in Urban Modification for People With Disability in Municipality of Tehran City” from managers and employees’ point of view. Content validity of the questionnaires were confirmed using Lawasche's method and reliability was determined by Cronbach's alpha coefficient and test- retest method. In total 178 managers and employees were working in modification staff of Tehran Municipality or one of the deputies of architecture, engineering and construction, transportation and traffic of 22 region of Municipality in Tehran City that were selected by census. In addition, 53 people with disability that referred to Red Crescent population or Non-Government Organization of spinal cord disables of Iran that were selected by convenience sampling. Data was analyzed using SPSS/22. Findings: Findings showed that 34.8% of people assessed the performance of managers and employees about urban modification in poor level and 29.8% assessed it in the average level. In addition, 54.7% of people with disability mentioned that the performance of managers and employers was poor. In addition, the performance of men managers and employees had better p-value than women (P-V= 0.02). Also, the performance of managers and employees who were familiar with the disability concept was better than those who were not familiar with this concept (P-V= 0.01). Conclusion: Performance of men managers and employees who were familiar with disabilities was better than others in the field of urban modification for people with disability. It is recommended to assess the barriers related to performance promotion of women employees’ and consider strategies to reduce the problems.