1. NOMAYMAMMAYYYVE MBE FFFF17, 2014 Changing Landscapes: New DOL/OFCCP Employment Regulations for Federal Contractors Requires Better Rehabilitation Partners Presenters: Cindy Roberts

2. 30-year-old nonprofit with a focus on employment for people with disabilities FOCUS Increase employment opportunity and economic self-sufficiency for working-age Americans with disabilities. CAROL GLAZER NOD PRESIDENT PRESIDENT GEORGE W. BUSH, STEVEN TINGUS & NOD FOUNDER ALAN REICH MISSION Expand the participation and contribution of the 57 million Americans with disabilities in all aspects of life. NOD has built an array of advisory services and networking opportunities for companies that are interested in taking a leadership role in the disability cause

3. New regulations for federal contractors require companies to improve disability hiring Goal: 7% of workforce comprised of individuals with disabilities Measure and document progress Analyze efforts Requirement to track and document efforts towards compliance Key Pieces of the Regulation Employers set goals for hiring people with disabilities and veterans Annual analysis of disability hiring and utilization; development of corrective action plans

4. Copyright © 2014 CONFIDENTIAL The market challenge in disability employment 4 SUPPLYDEMAND Job Candidates Regional Sourcing Agencies Corporations Seeking Candidates with Disabilities Disconnect between Corporations & Sourcing Agencies Distinguishing quality among a highly fragmented landscape of sourcing agencies is challenging Different cultures: forming stable long- term partnerships is challenging Different success metrics Gap in hiring due to number of challenges:

5. 5 “Of all the programs designed to place people with disabilities in employment that [we have] evaluated to date, Bridges demonstrated the greatest success in job placement… “Bridges’ demand-driven approach to filling positions – starting with the company’s job openings…means that employers do not have to sacrifice performance.” John J. Heldrich Center for Workforce Development at Rutgers University Rutgers University Evaluation Since 2010, NOD has helped more than a dozen Fortune 1000 companies mount disability employment programs “Bridges to Business” A proven demand-driven employment model

6. CompanyQuotes/Employer Feedback Employer #1“I wanted to hire workers with disabilities and agreed to work with a local agency but it took too long for them to find any candidates.” Employer #2“I wish I had a real community partner who understood my needs and wanted to meet my objectives --- not theirs!” Employer #3“ It seems my company has to go looking for the partners in the community, and it is confusing. It would be nice to work with one organization that would manage this for us.” Employer #4“I expect more people with disabilities could secure employment if more programs worked together.” Employer #5“We worked with an agency but they couldn’t deliver the talent and when we expressed frustration, they said they couldn’t really help us and then we never heard from them again.” Employer #6“Help, where do I start? I need help navigating the system.” Why is the Bridges to Business Model needed?

7. Single Point of Contact vs. a Valued Partner What it looks like… SINGLE POINT OF CONTACT VALUED PARTNER  Driven by VR or an Employment Services Provider.  One-sided expectations from Supply side.  Willing to source candidates from their caseloads only.  Services to businesses are provided on a short term basis and driven by funding for a particular person with a disability.  Driven by the Business and their needs.  Mutual understanding of roles and expectations.  Willing to work with other rehabilitation programs in the community to find the talent for businesses  Services to businesses are seen as on-going and built on a business relationship.

8. Identifying Federal Contractors SHRM Meetings Economic Development Jobs Investment Programs Chamber of Commerce Industrial Round Table Virginia Employment Commission Veterans Representatives Various Recruiting Websites Employer Outreach Letters

9. Next Steps Schedule a Meeting Ask what partners the employer would like to have involved in the initial meeting Veterans Representatives can be: – VEC Veterans Representatives – Wounded Warrior Representatives – Veterans Employment Transition (VET Team) Research the Employer’s website – Understand their mission, values & product

10. Meet and Greet Determine the Employers Needs – What can we help you with? – What types of positions are you seeking to fill? (view job descriptions if possible) – What does their ideal candidate look like? – Will their policies allow for a job coach? – Will they allow for reasonable accommodations? – Part-time, full-time, shift work, weekends etc.

11. Hershey Model Corporate Contact Hershey’s H.E.R.O.S Program Discussed Point of Contact Established Tour of Hershey plant for partners and ESOs Consumers identified and interviewed by BDM and placement counselor Consumers completed FCE and simulated work assessment provided by WWRC Consumers interviewed by Hershey staff Selections made Orientation begins with employment specialist by consumers side Natural Supports put into place

13. Home Depot Distribution Hired first DARS consumers Attended Champions Event Conversations with Hershey Hired two more consumers Disability Awareness/Etiquette training for staff

14. Private Hiring Events DARS identifies consumers (matching ability) Lowe’s HRM meet and interview consumers within the DARS office

15. Page County HubZone Hiring Event Definition HUBZone is a United States Small Business Administration program for small companies that operate and employ people in Historically Underutilized Business Zones Focus of the hiring event Helping federal contractors connect with a qualified workforce including IWD and Veterans Partners Economic Development Veterans, WIA, local high schools and colleges

16. Army Corp of Engineers DARS conducted two separate trainings for staff – Disability Awareness/Etiquette training – DARS Services to Employers – EO55 – 503 Rules and Regulations Commander invited BDM and Placement Counselor to speak to federal contractors in the area

17. CVS Health Initial Meeting with Placement Counselor Handed over to BDM/Communication stalled Meeting held with DARS Placement/BDMs WWRC/BDMs toured Regional Learning Center Work Experience Agreement put in action Corporate CVS teams with WWRC in filming video “Don’t Dis Me”

18. Nuggets Learned from a Partnership Assignment of a Project Manager to business partner is critical Meeting the needs of the Employer (Roles defined between DARS BDM, DBVI, ESO Managers, Veterans Reps, Schools and Workforce Agencies) Providers learned the needs of business (importance of background checks, FCE’s, assessments, job analysis) Flexibility of business as well as provider to ensure success in matching candidates to positions Co-workers’ productivity, morale and allegiance increases Continuous building of pipeline Creating a data base to communicate business relation results

19. As you continue on your journey to be more business driven for employment of people with disabilities… 19 It’s about businesses and their needs -- it is not about you and your needs. Leave your perceptions behind regarding business not wanting to hire. Create new partnerships – economic development agencies. Think Differently Establish a plan and drive forward Know what a successful business relationship looks like and don’t aim too low. Track business relationship – build a data base! ( Retention) Be Deliberate Disability employment hiring initiatives happens in a movement not a moment Dedicate time, talent & resources similar to all other programs in the organization. Be Dedicated

20. Questions? If you have questions in the future, feel free to contact us: 804-687-9318 (Howard) greenh@nod.org 540-649-4448 (Cindy) cindy.roberts@dars.virginia.gov 518-383-4517 ext. 8012 (CVS) wiinfo@cvscaremark.com

21. Resources! www.nod.org www.vadars.gov http://vrworkforcestudio.com http://virginiajobs777.com/dars/ www.fpds.gov OFCCP website – pre-award registry