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Leading The Way to Career Success A Campus Coordinator’s Guide to Managing the WRP Process 2012 Workforce Recruitment Program

● Questions for our experts should be ed 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

● Business Development Specialist, Office of Disability Employment Policy, U.S. Department of Labor (DOL) ● Co-Director of the WRP ● Master of Arts from Ball State University in Student Affairs Administration in Higher Education Your Hosts Copyright © 2012Page 4 Sara Mahoney

● Director of Disability Programs, Office of Diversity Management and Equal Opportunity, U.S. Department of Defense (DoD) ● Co-Director of the WRP ● Senior disability policy advisor to the Secretary of Defense ● Responsible for the development of training for DoD’s vast cadre of Disability Program Managers ● Possesses extensive experience in targeted recruitment and outreach ● Graduate of Bellarmine University Your Hosts Copyright © 2012Page 5 Stephen M. King

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

● 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

● Campus Coordinators register in the spring and recruitment dates are assigned. ● Recruiters register in the early summer and go through online training over the summer. ● Recruiters are assigned over the summer. ● October/November: 100+ federal recruiters visit over 270 college campuses and conduct interviews. ● Recruiters rate applicants on a scale of 1-5 in four areas: – Communication – Direction – Maturity – Experience How the Program Works Copyright © 2012Page 8

● 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 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

● Over 100 recruiters from 20 Federal agencies ● More than 270 college campuses ● 2,770 candidates, including undergrad, graduate and law were accepted into database ● About 600 total hiring actions for 2011 in more than 20 agencies world-wide, mostly summer positions, with over 70 permanent hires Information about the WRP website Copyright © 2012Page 10 For WRP 2012:

● Understand the qualifications necessary for involvement in the WRP process. ● Applicants must: – Have a disability (as defined by the ADAAA), 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, 2011, are not eligible to participate this year. Your Role as a Campus Coordinator Copyright © 2012Page 11

● Provide a minimum of eight qualified and registered candidates for a recruiter to interview in one day. You can work with other campuses to fulfill that number. ● 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) Your Role as a Campus Coordinator Copyright © 2012Page 12

● Federal agencies are more focused on hiring veterans with disabilities than ever before. ● Over the past few years, veteran participation in the WRP has remained at 6%. Although only representing 6% of the participant pool, veterans represent approximately 8.5% of all hires. ● Unfortunately, an astounding 153 out of the 253 schools participating in the WRP in 2011 did not provide veterans to be interviewed by a WRP recruiter. Of the 100 schools that did, the vast majority only provided one veteran. There is obviously great room for improvement. ● DoD and DOL are committed to doubling veteran participation in the WRP to 12% by 2014… but we can’t do it without you! – We will be distributing a memorandum to all participating schools formalizing our request for assistance – We will provide flyers for distribution to veterans with disabilities at schools participating in the WRP – We will be partnering with select schools to offer an extra recruiting day specifically for veterans – We need you to submit the name, title, phone number and address of your respective veterans coordinator – in some cases, this may be the person on campus who is involved with the GI Bill. Please send this info to as soon as possible. Initiative to Increase Participation of Veterans Copyright © 2012Page 13

● 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 recruiter’s visit – Ensure applications are complete and suggest mock interviews and resume review with the Career Center ● Schedule applicant interviews and coordinate the interview process with visiting recruiter(s) Your Role as a Campus Coordinator Copyright © 2012Page 14

● Manage the candidates’ expectations ● 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: Preparing Your Applicants Copyright © 2012Page 15

● 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? Providing Answers – Q&A Copyright © 2012Page 16

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● There will be two separate links - one for new campus coordinators and one for returning campus coordinators. ● New campuses will receive a general registration link. ● Returning campuses will receive an automatically generated personalized link. ● Login to the WRP website using the username and temporary password that comes from Getting Started - Registration for Campus Coordinators Copyright © 2012Page 18

● 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 ©

What Employers See Copyright ©

● Schedule A is an accepted appointing authority for people with disabilities that consists of two parts - Proof of Disability and Certification of Job Readiness. 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 (u)) hiring authority.” OPM does not go into further description of the term “severe,” but does encourage federal agencies to interpret that to be as broad and as inclusive as possible.5 CFR (u) Schedule A Hiring Authority Copyright © 2012Page 21

● OPM details a licensed medical professional or other entity as: “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.” ● You can access a sample Schedule A Letter and Certification of Job Readiness on OPM’s website at: and on_Letter.docxhttp:// on_Letter.docx Schedule A Hiring Authority Copyright © 2012Page 22

● 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 23

● Federal employment opportunities ● Job readiness training ● Guidance on the use of Schedule A, and ● Special events and activities that are of interest to students and recent graduates with disabilities. ● If you have not already signed up to receive these messages or would like other colleagues to also be signed up, please contact us at: New WRP Communications Service Copyright © 2012Page 24 A systematic communications approach has been developed to get the word out to you about:

● 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 25

● 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 26

● 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 Coordinators’ Best Practices- Temple University Copyright © 2012Page 27

● 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 28

● 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 Copyright © 2012Page 29

● Collaborate with federal employers in the area to encourage use of Workforce Recruitment Program. ● 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 30

● 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 31 Madison Carter (DoD)

● 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 32 Michael Huberman (DOL)

● What agencies and companies hire each year? Providing Answers – Q&A Copyright © 2012Page 33

● WRP website: ● Video series and additional resources: ● ODEP website: ● ODMEO website: ● ODMEO is also on Facebook and Twitter: – – For More Information… Copyright © 2012Page 34

Thank you for your attention! Closing Copyright © 2012Page 35