Understanding WRP and Pathways

● Background ● How the WRP Works ● Pathways ● WRP and Pathways ● Schedule A Appointing Authority ● Best Practices ● WRP Website ● Conclusion Webinar Topics Copyright © 2012Page 2

● 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 & Equal Opportunity (ODMEO) and the Department of Labor’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 –Is a great tool to address low participation rate –May be utilized to fill temporary and permanent needs WRP Background Copyright © 2012Page 3

● October/November: 100+ federal recruiters interview candidates at over 270 college campuses ● Recruiters rate applicants on a scale of 1-5 in four areas: – Communication – Direction – Maturity – Experience ● Each candidate also receives an “overall” rating – Must receive a 3 or higher to be included in the WRP database ● In addition to ratings, the WRP database contains contact info, degree, major, GPA, location preference, interview notes, resume, transcripts, and potential accommodation needs How the Program Works Copyright © 2012Page 4

● Pool of candidates available nationwide and in a wide variety of career fields (100+ majors) ● College Disability Services Office/Career Center confirms and helps recruit and prepare candidates ● Database is opened to all registered employers nationwide in early December and is active for one year ● Employers use the site to hire candidates for summer/temp or permanent positions throughout the year ● Support from Computer/Electronic Accommodations Program (CAP) for summer hires How the Program Works Copyright © 2012Page 5

For WRP 2013: ● Over 115 recruiters from 20 Federal agencies ● More than 270 college campuses ● 2,900 candidates, including undergrad, graduate and law were accepted into database ● Over 600 total hiring actions for 2012 (as of February 11, 2013) in more than 20 agencies world-wide, mostly summer positions, with over 42 permanent hires Valuable Information on the WRP Copyright © 2012Page 6

● Streamlined programs for students and recent graduates to get started in the Federal workforce and for Federal agencies to recruit, hire, develop and retain these individuals ● Executive Order –Establishes a Pathways framework with three clear program paths: Internship Program Recent Graduates Program Presidential Management Fellows Program Pathways Programs Copyright © 2012Page 7

● Pathways should not prevent you from hiring WRP candidates. ● Hiring diverse candidates should be part of your agency’s strategic hiring plan. ● Generally speaking, when a hiring manager wants to hire an intern or recent graduate, they have two options for hiring authorities- Schedule A for People with Disabilities or the Schedule D Pathways Program. In both cases, they can use the WRP database to identify qualified candidates for their applicant pools. Here is how! WRP and Pathways Copyright © 2012Page 8

S CHEDULE A If hiring managers want to use the Schedule A hiring authority to hire a person with a disability, they can recruit directly from the WRP database without having to publically post the position. The agency or hiring manager would: A.Search the WRP database for qualified candidates and contact them directly with job opportunities. B.Once an eligible candidate is identified, follow the Schedule A regulations (5 CFR (u) and provision in 5 CRF part 302). C.Approximately 70% of WRP candidates currently self-identify as Schedule A eligible. S CHEDULE D If hiring managers use the Schedule D hiring authority, they can still use the WRP database to recruit qualified candidates. The agency or hiring manger would: A.Publically post the position and follow all Schedule D regulations (5 CFR and provision in 5 CRF part 302). B.Search the WRP database as a means of targeted outreach and contact qualified candidates, encouraging them to apply via USAJOBS for the publically posted position. WRP and Pathways Copyright © 2012Page 9

● Eligible applicants with a disability who meet the qualification requirements for the position may be hired under a special hiring authority, Schedule A ● Noncompetitively appoint and convert – “persons with intellectual disabilities, severe physical disabilities, or psychiatric disabilities” ● [5 C.F.R (u). For conversion, see 5 C.F.R ]‏ ● Permanent, temporary, or time limited appointments ● Excepted Service ● Posting not required ● Must meet qualifications Schedule A Appointing Authority Copyright © 2012Page 10

● Statement of Job Readiness is NOT required ● Schedule A is not limited to individuals who have targeted disabilities ● Not all candidates with disabilities choose to self-identify as Schedule A eligible ● Expectations of work performance same ● Must accommodate, if necessary ● Documentation to support placement ● Tips: – The authority is written broadly, don’t limit yourself – You can search for candidates who self-identify as Schedule A eligible in the WRP database Schedule A Appointing Authority Copyright © 2012Page 11

● The Schedule A documentation comes from: –A licensed medical professional (including psychologists), –A vocational rehabilitation specialist, or –Any Federal or state agency that issues or provides disability benefits ● Schedule A letters should not include specific details about a candidate’s disability. Schedule A Documentation Copyright © 2012Page 12

● Search the WRP website for Schedule A appointments first, then move to Pathways ● Strong support from upper management helps ● Consider central funding for WRP hires in keeping with your agency’s strategy for other summer student programs –DoD, State Dept, FDIC, and the VA have central funding ● Promote the WRP along with other employment programs ● Plan for summer hires well in advance, keeping in mind the December release date; set aside slots if necessary Best Practices Copyright © 2012Page 13

● Seek out managers who would benefit from staff support in the summer or those who you know will be filling permanent positions ● Plan participants strategically ● Search the database EARLY - the good ones will go fast! ● Communicate success stories throughout the agency ● Treat all interns as interns, esp. when it comes to development opportunities you agency is putting together for Pathways (or other program) interns Best Practices Copyright © 2012Page 14

● Register as an employer user by going to and click on “Register Now” in the top left-hand corner of the page ● Login to the WRP website using the username and temporary password that comes from ● Go to the Employers’ Tool page and select “Search Student Database.” ● * New feature- You can now search for keywords in the candidates’ resumes as well as in the interview notes section Getting Started Copyright © 2012Page 15

● WRP websites: and ● ODEP website: ● ODMEO website: ● ODMEO is also on Facebook and Twitter: – – ● Information about Pathways: – ● WRP questions at: For More Information… Copyright © 2012Page 16

Thank you for your attention and good luck searching! Closing Copyright © 2012Page 17