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Presentation on theme: "We have enabled the use of Closed Captioning for today’s event. If you would like to utilize this feature please follow the brief instructions: Closed."— Presentation transcript:

1 We have enabled the use of Closed Captioning for today’s event. If you would like to utilize this feature please follow the brief instructions: Closed captioning should be located by default in the [Media Viewer panel], which can be found in the panel list on the right hand side of the meeting window. What if I cannot find the closed captioning? It can be found at the top of all the panels. Simply left click on the [Media Viewer] button for this panel to open. If the [Media Viewer panel] is open but minimized, simply left click two times on the [Media Viewer] button for this panel to open. If you are still unable to access the captioning within WebEx you may also access the event captioning through If for some reason you are not able to call into the Conference Call line, the audio will stream through your computer speakers. We will get started momentarily… Welcome

2 Leading The Way to Career Success A Campus Coordinator’s Guide to Managing the WRP Process 2014 Workforce Recruitment Program

3 ● Questions for our experts should be emailed to ● Answers to questions we are unable to address during the webinar will be posted on the WRP website at and at ● The entire webinar also will be placed on the website at Webinar Logistics Copyright © 2012Page 3

4 ● Director of Disability Programs, Office of Diversity Management and Equal Opportunity, Department of Defense (DoD) ● Co-Director of the WRP ● Senior disability policy advisor to the Secretary of Defense ● Graduate of Bellarmine University Your Hosts Copyright © 2012Page 4 Stephen M. King

5 ● Presidential Management Fellow, Office of Disability Employment Policy, U.S. Department of Labor (DOL) ● Juris Doctor from the University of Missouri School of Law ● B.A. from the University of Georgia Your Hosts Copyright © 2012Page 5 Amber Cheek

6 ● Background – Origins of the WRP – How the WRP works ● Your role in the process ● Changes in the WRP for 2014 ● Using the WRP website ● Tips for success ● Best practices ● Success stories ● Resources for you Webinar Topics Copyright © 2012Page 6

7 ● Started in the 1970s by the Department of Navy ● Expanded in 1995 by the Department of Defense (DoD) and the President’s Committee on Employment of People with Disabilities ● Now managed jointly by DoD’s Office of Diversity Management and Equal Opportunity (ODMEO) and DOL’s Office of Disability Employment Policy (ODEP) ● The WRP: – Is a free recruitment and referral program – Connects employers with highly motivated postsecondary students and recent graduates with disabilities who are eager to prove their abilities WRP Background Copyright © 2012Page 7

8 ● Campus Coordinators register in the spring and are assigned to either Phase 1 or Phase 2. ● June/July: Recruiters register and complete mandatory training ● August: Recruiting assignments are made and participating schools are notified shortly thereafter ● October/November: 100+ federal recruiters conduct phone interviews with candidates and evaluate them in light of four key qualities: – Communication – Direction – Maturity – Experience How the Program Works Copyright © 2012Page 8

9 ● Each candidate must receive an acceptable evaluation to be admitted into the database. – Must receive an “average” rating or higher to be included in the WRP database ● In addition to the recruiter’s evaluation, the WRP database contains contact information, degree, major, GPA, location preference, interview notes, resume, transcripts, and potential accommodation needs. ● Database is opened to all registered employers nationwide in early December and is active for one year. ● Federal employers use the site to hire candidates for summer/temp or permanent positions throughout the year (private companies use EARN - our contractor - to identify candidates). How the Program Works Copyright © 2012Page 9

10 ● Over 100 recruiters from 20 Federal agencies ● More than 280 college campuses ● 2,900 candidates, including undergraduate, graduate and law students were accepted into database ● In 2012- Approximately 600 hiring actions were initiated by over 20 agencies, including over 30 employment opportunities abroad and 42 permanent positions Information about the WRP website Copyright © 2012Page 10 For WRP 2013:

11 ● Understand the qualifications necessary for involvement in the WRP process. ● Applicants must: – Have an intellectual disability, severe physical disability, or psychiatric disability which makes the candidate eligible to use the Schedule A hiring authority, and – Be a U.S. citizen, and – Be a current, full-time, degree-seeking, post-secondary student (unless they are taking a reduced course load due to a disability). Individuals who are taking a reduced course load as an accommodation for disability may be required to provide documentation that the school (usually the registrar's office) has approved this and that the person is still considered a full time student), or – It is their final semester, or – Individuals who met the preceding requirements while enrolled, but have graduated within one year of the release of the database each December, are also eligible. Candidates who graduated prior to October, 2012, are not eligible to participate this year. Your Role as a Campus Coordinator Copyright © 2012Page 11

12 ● Provide promising candidates for WRP interviews. ● Conduct outreach and advertise the on-campus interviewing opportunity to eligible candidates. – Outreach efforts could include Disability Services Offices, Career Centers, Veterans Offices, Multi-Cultural Centers, and professors in targeted major areas such as STEM, etc. ● Provide resources and assistance to candidates as they fill out the online application (two-step process). ● Campus Coordinators are responsible for ensuring that each candidate has an assigned interview time on a schedule developed in collaboration with the recruiter. Your Role as a Campus Coordinator Copyright © 2012Page 12

13 1. All Candidates must self-identify as schedule A eligible in order to register. – Students are not required to have their Schedule A letters in hand at the time of the interview 2. All interviews will be conducted via phone, rather than in person. – Based on each school’s start dates and black-out dates, each School will be assigned to either Phase 1 (October 1 – October 18) or Phase 2 (October 21 – November 8). Your recruiter will conduct all of the phone interviews within each three week phase, providing greater schedule flexibility for you and your students. Changes to the 2014 WRP Copyright © 2012Page 13

14 ● Campus Coordinators must provide an estimate of the total number of candidates they expect to participate, and then confirm a final number before interviews begin. ● A minimum number of students is no longer required. ● Additional details are available in the 2014 WRP Calendar and 2014 Campus Coordinator Planning Guide, in the resources section of Changes to the 2014 WRP Copyright © 2012Page 14

15 ● Federal agencies are more focused on hiring veterans with disabilities than ever before. ● Last year, we increased veteran participation to 9%. Veterans represent a significant portion of the hires, and we would like to raise the number participating. ● Unfortunately, an astounding 162 out of the 280 schools participating in the WRP in 2013 did not provide veterans to be interviewed by a WRP recruiter. Of the 118 schools that did, the vast majority only provided one veteran. There is obviously great room for improvement. ● DoD and DOL are committed to increasing veteran participation in the WRP to 12% by 2014… but we can’t do it without you! – Assist us by ensuring that the Veteran’s Coordinator and Student Veteran community on your campus are aware of the WRP, or – Provide us with their contact info and we will follow up directly. Just email the names, titles, phone numbers, and email addresses of your campus’ veteran representatives to Initiative to Increase Participation of Veterans Copyright © 2012Page 15

16 ● Answer all applicant questions about the database and the WRP process. – You are the first line of communication for all WRP related questions. ● Prepare the applicants for phone interviews. – Ensure applications are complete and suggest mock interviews and resume review with the Career Center. ● Schedule phone interviews and coordinate the interview process with your assigned recruiter(s). Your Role as a Campus Coordinator Copyright © 2012Page 16

17 ● Provide an information session or one-on-one meetings with eligible candidates ● Encourage proper interview and resume prep ● Provide help with soft skills resources: ● Share link to video series: ● Educate them on Schedule A: ●See also the “2014 Schedule A Checklist” on the WRP resources page ● Manage Candidate’s expectations Preparing Your Applicants Copyright © 2012Page 17

18 ● Are candidates interviewing for particular positions or jobs within specific agencies? Providing Answers – Q&A Copyright © 2012Page 18

19 Copyright © 2012Page 19

20 ● There will be two separate links - one for new campus coordinators and one for returning campus coordinators. ● New campuses (and secondary Campus Coordinators) can register at: ● Returning Campus Coordinators will receive an automatically generated personalized link. ● Login to the WRP website using the username and temporary password that comes from ● By mid-May, you will receive an email to log on to your account and provide your school’s start date, your blackout dates, and the number of students you expect will participate. Getting Started - Registration for Campus Coordinators Copyright © 2012Page 20

21 ● Multiple screen applications where candidates enter – Contact information – Academic information – Upload their resume and transcript, etc. (up to five documents), – Disability information (not visible to employers and only for statistical purposes) – Optional race and ethnicity All of the screens have detailed instructions and are very easy to navigate. ● Campus Coordinators can track the application process of all applicants from their "Manage Students" link. ● Campus coordinators have the same ability as the candidates do to edit the candidates' applications. ● If candidates have questions about the application, they can save it, ask the campus coordinator, and go back to it without any information being lost. Assisting Candidates with Filling out the Application Copyright © 201221

22 What Employers See Copyright © 201222

23 ● Schedule A is an appointing authority agencies may use to non-competitively hire people with disabilities. To use this, candidates must provide documentation (often referred to as a “Schedule A Letter”). See and ● OPM regulations state that, “people with Intellectual Disabilities, Severe Physical Disabilities, or Psychiatric Disabilities who have documentation from a licensed medical professional or other entity may apply for noncompetitive appointment through the Schedule A (5 CFR 213.3102(u)) hiring authority.”5 CFR 213.3102(u) Schedule A Hiring Authority Copyright © 2012Page 23

24 ● Federal agencies are encouraged to view Schedule A eligibility in a way that includes a broad range of disabilities. If the candidate meets any one of these criteria, he or she may be eligible to use Schedule A: – Did the candidate register with and/or receive accommodations through the Disabled Student Services office? – Has the candidate received Supplemental Security Income (SSI) benefits? – Has the candidate been diagnosed with a medical condition that is treated by a mental health professional such as a learning disability, attention deficit disorder, anxiety disorder, etc.? – Was the candidate ever identified as needing services through the IDEA? – Did the candidate receive services in elementary or high school through an IEP or a 504 plan in school? – Has the candidate ever received vocational rehabilitation services? – Does the candidate fit under the Americans with Disabilities Act Amendments Act of 2008 (ADAAA) and/or the Rehabilitation Act of 1973 as amended definition of an individual with a disability? Schedule A Hiring Authority Copyright © 2012Page 24

25 ● OPM details a licensed medical professional or other entity such as: “a licensed medical professional (e.g., a physician or other medical professional certified by a state, the District of Columbia, or a U.S. territory to practice medicine); a licensed vocational rehabilitation specialist (i.e., state or private); or any Federal agency, state agency, or agency of the District of Columbia or a U.S. territory that issues or provides disability benefits.”  A good option: refer your candidates to the Health Centers and Counseling Centers on campus.  According to recent guidance from OPM, psychologists and registered nurses can also write the documentation ● See the resources section for a sample Schedule A letter. Schedule A Documentation Copyright © 2012Page 25

26 ● Employers are required to provide reasonable accommodations to qualified individuals with disabilities - applicants and employees. ● It is an individual’s responsibility to inform the employer of their disability and request a reasonable accommodation. ● Individuals must understand the difference between academic accommodations and workplace accommodations ● Resources are available to help: – Job Accommodation Network ●Free and confidential service ● Reasonable Accommodations Copyright © 2012Page 26

27 ● Disability Resources & Services (DRS) staff promote participation in WRP and student professional development during initial intake interviews as a standard practice. ● During summer orientations, they include WRP information to incoming freshman Coordinators’ Best Practices- Temple University Copyright © 2012Page 27

28 ● Utilize multi-media communication like social media, Skype, listservs, electronic display boards, business networks, and dedicated website to reach students where they are more likely to connect with the information ● Professional Development Training is Required before WRP Registration ● DRS and Career Service professionals share knowledge to better serve students with disabilities ● Partner with Career Service professionals and employers on diversity initiatives Coordinators’ Best Practices- Temple University Copyright © 2012Page 28

29 ● Provide professional dress workshops/fashion show ● Provide mock interview training ● Provide resume critiques ● Provide the candidates with a professional interview environment ● Career Services offers web resources for students with disabilities Coordinators’ Best Practices- Temple University Copyright © 2012Page 29

30 ● How to Recruit Prepared Students: – Strategic and Early Marketing – Setting High Expectations Early and Often – Mandatory Minimum Requirements Coordinators’ Best Practices- San Jose State University Copyright © 2012Page 30

31 ● Four mandatory preparation sessions that focus on: – Overview of Workforce Recruitment Program – Go over – Review resume and basic interview questions – Practice interviewing and ask any general/last minute questions Coordinators’ Best Practices- San Jose State University Students Gaining Their Competitive Edge in the Recruitment Process Copyright © 2012Page 31

32 ● Collaborate with federal employers in the area to encourage use of Workforce Recruitment Program. ● Email students to follow up after recruitment program. ● Students contact main counselor when offers have been made and we track progress of students. ● For students who do not get offers – we really pitch this opportunity early on as a learning experience. Students are not anticipating offers – they are hopeful – but focus on this recruitment process as a learning tool. Coordinators’ Best Practices - San Jose State University Following up with students and engaging local federal employers Copyright © 2012Page 32

33 ● A recent graduate of Temple University’s School of Communications and Theater and Fox School of Business Management ● Interned at U.S. Army Europe, G1, Office of the Deputy Chief of Staff in Heidelberg, Germany ● WRP helped to develop skills and provided “countless opportunities” ● Obtained full-time employment as a Human Resources Specialist for the DoD’s Defense Civilian Personnel Advisory Service (DCPAS) in the Recruitment Assistance Division (RAD). Success Story Copyright © 2012Page 33 Madison Carter (DoD)

34 ● Political Science major ● Graduated from the College of Charleston ● Interned with the DOL, ODEP through WRP ● Transitioned to Policy Advisor for ODEP, Youth Policy Team ● Current project - developing videos for the Soft Skills Curriculum Success Story Copyright © 2012Page 34 Michael Huberman (DOL)

35 ● What agencies and companies hire each year? Providing Answers – Q&A Copyright © 2012Page 35

36 ● WRP website: https://wrp.gov – Click on “Resources” to view a long list of helpful documents. Those labeled 2014 are newly updated with this year’s changes. ● Video series and additional resources: ● ODEP website: ● ODMEO website: ● ODMEO is also on Facebook and Twitter: –!/Diversitydefense!/Diversitydefense –!/ODMEO!/ODMEO For More Information… Copyright © 2012Page 36

37 Thank you for your attention! Closing Copyright © 2012Page 37

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