Welcome 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 http://www.fedrcc.us//Enter.aspx?EventID=2135569&CustomerID=321 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… 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 http://www.fedrcc.us//Enter.aspx?EventID=1932674&CustomerID=321 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… [At the bottom of every slide is an image of the WRP Logo]

Leading The Way to Career Success A Campus Coordinator’s Guide to Managing the WRP Process 2014 Workforce Recruitment Program Leading the Way to Career Success A Campus Coordinator’s Guide to Managing the WRP Process 2014 Workforce Recruitment Program [At the bottom of the screen, there are three logos, one of the Department of Labor Seal, one of the Workforce Recruitment Program (WRP) logo, and one of the Department of Defense Seal.]

Webinar Logistics Questions for our experts should be emailed to WRPmarketing@dol.gov Answers to questions we are unable to address during the webinar will be posted on the WRP website at www.wrp.gov and at www.dol.gov/odep/wrp The entire webinar also will be placed on the website at http://www.dol.gov/odep/wrp/Universities.htm. Webinar Logistics Questions for our experts should be emailed to WRPmarketing@dol.gov Answers to questions we are unable to address during the webinar will be posted on the WRP website at www.wrp.gov and at www.dol.gov/odep/wrp The entire webinar also will be placed on the website at http://www.dol.gov/odep/wrp/Universities.htm. Copyright © 2012

Your Hosts Stephen M. King 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 Stephen M. King 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 Copyright © 2012

Your Hosts Amber Cheek 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 Amber Cheek 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 Copyright © 2012

Webinar Topics 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 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 Copyright © 2012

WRP Background 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 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 Copyright © 2012

How the Program Works 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 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 Copyright © 2012 Page 8

How the Program Works 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 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). Copyright © 2012 Page 9

Information about the WRP website For WRP 2013: 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 For WRP 2013: 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 Copyright © 2012

Your Role as a Campus Coordinator 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 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. Copyright © 2012

Your Role as a Campus Coordinator 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 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. Copyright © 2012 Page 12

Changes to the 2014 WRP 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 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 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 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. Copyright © 2012

Changes to the 2014 WRP 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 www.wrp.gov. Changes to the 2014 WRP 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 www.wrp.gov. Copyright © 2012

Initiative to Increase Participation of Veterans 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 ability@osd.mil. Initiative to Increase Participation of Veterans 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 ability@osd.mil. Copyright © 2012 Page 15

Your Role as a Campus Coordinator 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 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). Copyright © 2012

Preparing Your Applicants Provide an information session or one-on-one meetings with eligible candidates Encourage proper interview and resume prep Provide help with soft skills resources: http://www.ncwd-youth.info/topic/soft-skills Share link to video series: http://www.dol.gov/odep/wrp/Videos.htm Educate them on Schedule A: http://www.dol.gov/odep/pdf/20120103ScheduleA.pdf See also the “2014 Schedule A Checklist” on the WRP resources page Manage Candidate’s expectations Preparing Your Applicants Provide an information session or one-on-one meetings with eligible candidates Encourage proper interview and resume prep Provide help with soft skills resources: http://www.ncwd-youth.info/topic/soft-skills Share link to video series: http://www.dol.gov/odep/wrp/Videos.htm Educate them on Schedule A: http://www.dol.gov/odep/pdf/20120103ScheduleA.pdf See also the “2014 Schedule A Checklist” on the WRP resources page Manage Candidate’s expectations Copyright © 2012

Providing Answers – Q&A Are candidates interviewing for particular positions or jobs within specific agencies? Providing Answers – Q&A Are candidates interviewing for particular positions or jobs within specific agencies? Is feedback given to the candidates after the interview and do they know whether or not they were entered into the database? Suggested response from the FAQ document… Candidates are not interviewing for specific positions at specific agencies. They are being interviewed to assess their strengths and overall readiness to work in the federal or private sector. Candidates are not placed into jobs; they are simply being added to a database that is made available to federal employers directly and to the private sector through a contractor. Recruiters are assessing a candidate’s qualifications, maturity, direction, and communication. Copyright © 2012

www.wrp.gov www.wrp.gov Screen Shot of the WRP.gov home page Copyright © 2012

Getting Started - Registration for Campus Coordinators 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: https://wrp.gov/registerschool. Returning Campus Coordinators will receive an automatically generated personalized link. Login to the WRP website using the username and temporary password that comes from info@wrp.gov. 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 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: https://wrp.gov/registerschool. Returning Campus Coordinators will receive an automatically generated personalized link. Login to the WRP website using the username and temporary password that comes from info@wrp.gov. 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. Copyright © 2012 Page 20

Assisting Candidates with Filling out the Application 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 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. Copyright © 2012

What Employers See What Employers See Scanned image of a Student Information Report Contains their name, SID, School and Home Address, Phone, Email (please remind them to use an appropriate email address), Academic Information, Ratings, Veteran status, WRP Experience, Appointment Type, Schedule A Eligibility, Job Preferences, Location Preferences and Description (up to 5 states), Recruiter name and email address, Interview Notes, and Job Accommodation Information Copyright © 2012 22

Schedule A Hiring Authority 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 www.opm.gov/disability and http://www.usajobs.gov/EI/individualswithdisabilities.asp#icc. 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.” Schedule A Hiring Authority 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 www.opm.gov/disability and http://www.usajobs.gov/EI/individualswithdisabilities.asp#icc. 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.” Copyright © 2012 Page 23

Schedule A Hiring Authority 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 Eligibility Explained 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? Copyright © 2012

Schedule A Documentation 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 WRP.gov resources section for a sample Schedule A letter. Schedule A Hiring Authority 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.” See the WRP.gov resources section for a sample Schedule A letter. You can also access a sample Schedule A Letter on OPM’s website at: http://www.usajobs.gov/individualswithdisabilities.asp and http://media.newjobs.com/opm/www/usajobs/infocenter/Sample_Sch_A_Certification_Letter.docx Copyright © 2012 Page 25

Reasonable Accommodations 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 www.askjan.org Reasonable Accommodations 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 www.askjan.org Copyright © 2012 Page 26

Coordinators’ Best Practices- Temple University 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 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 [At the bottom of the slide there is a picture of the Temple University Auditorium] Copyright © 2012

Coordinators’ Best Practices- Temple University 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 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 [on the slide, there is a picture of the Entrance to Conwell Hall at Temple University] Copyright © 2012 Page 28

Coordinators’ Best Practices- Temple University 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 How does Temple prepare students to be work ready? 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 Copyright © 2012 Page 29

Coordinators’ Best Practices- San Jose State University 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 How to Recruit Prepared Students Strategic and Early Marketing Setting High Expectations Early and Often Mandatory Minimum Requirements [On the slide, there is a photo of Tower Hall at San Jose State University] Copyright © 2012

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

Coordinators’ Best Practices - San Jose State University Following up with students and engaging local federal employers 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 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. Copyright © 2012 Page 32

Success Story Madison Carter (DoD) Madison Carter (DoD) 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 Madison Carter (DoD) 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). [On the right side of the slide, there is a photo of Madison Carter] Copyright © 2012

Success Story Michael Huberman (DOL) 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 Michael Huberman (DOL) 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 [On the right side of the slide is a photo of Michael Huberman] Copyright © 2012

Providing Answers – Q&A What agencies and companies hire each year? Providing Answers – Q&A What agencies and companies hire each year? Departments of Defense, Labor, Agriculture, Commerce, Homeland Security, Health and Human Services, Housing and Urban Development, Justice, Treasury, Transportation, and Veterans Affairs; the Social Security Administration; the National Park Service; the Environmental Protection Agency; the Federal Deposit Insurance Corporation; the Office of Personnel Management; the Pension Benefit Guarantee Corporation; the US Securities and Exchange Commission; and USAID. Candidates worked in more than 38 states, the District of Columbia, Puerto Rico, and as civilian employees on military bases in Germany and South Korea. In addition to the federal agencies, there have also been a number of private employers who have hired WRP candidates. They include: Deloitte, Fairfax County Government, General Dynamics, IBM, Institute for Human Centered Design, John J. Heldrich Center for Workforce Development, Prudential, Space Systems/Loral, and VW of America. Do candidates with learning disabilities qualify for schedule A? Copyright © 2012 Page 35

For More Information… For more information… 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: www.dol.gov/odep/wrp ODEP website: www.dol.gov/odep ODMEO website: http://diversity.defense.gov/ ODMEO is also on Facebook and Twitter: https://www.facebook.com/#!/Diversitydefense https://twitter.com/#!/ODMEO For more information… 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. ODEP website: www.dol.gov/odep ODMEO website: http://diversity.defense.gov/ ODMEO is also on Facebook and Twitter: https://www.facebook.com/#!/Diversitydefense https://twitter.com/#!/ODMEO Copyright © 2012 Page 36 36

Closing Thank you for your attention! Closing [Official Seals from the Department of Defense and Department of Labor are in the middle of the slide] Copyright © 2012