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Talent Has No Boundaries An Employer’s Guide to Recruiting and Retaining Individuals with Disabilities 2013 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 Copyright © 2012Page 3 Webinar Logistics

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

Your Hosts Stephen M. King ●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 ●Possesses extensive experience in targeted recruitment and outreach ●Graduate of Bellarmine University Copyright © 2012Page 5

● Background –Origins of the WRP –How the WRP Works –Role of the Sponsors ● WRP Website ● Schedule A Appointing Authority ● Reasonable Accommodations ● WRP and Pathways ● Tips ● Success Stories 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 & 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 Copyright © 2012Page 7 WRP Background

● 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 ● 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 Copyright © 2012Page 8 How the Program Works

● 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 Copyright © 2012Page 9 How the Program Works

● Work closely with ODEP to manage the program – federal wide –Training, scheduling schools, and recruitment ● Manage the program within DoD – worldwide ● Organize Annual Awards Ceremony ● Supplement ODEP on tech support ● We do our fair share: –Supply 37% of recruiters for the WRP –Provide 185 workdays for recruiting –Hire approximately 70% of all WRP Hires 15% of hires are to permanent or long-term jobs Centrally fund over 450 temporary employment opportunities Copyright © 2012Page 10 DoD’s Role

● Provide accommodations for WRP interns through Computer/Electronic Accommodations Program (CAP), a program of DoD’s TRICARE Management Activity (TMA) ● CAP provides assistive technology to allow DoD and other federal employees with disabilities to access electronic and information technology. –CAP provides AT to WRP interns throughout the federal sector and to employees of partner organizations ● Since CAP’s inception, over 120,000 requests for accommodations have been filled. ● Visit CAP online at Copyright © 2012Page 11 DoD’s Role

● Work closely with DoD to manage the program – federal wide ● Manage the entire process that includes: –Coordination of campus recruitment (starting in March each year), –Coordination of recruiter participation, online training series and materials, –Trip creation and assignments of recruiters, –General oversight of on campus recruitment in October and November, –Follow up with recruiters after recruitment date, –Plan for and execute release of the database in early December, and –Answer general questions that come from inquiring stakeholders. Copyright © 2012Page 12 ODEP’s Role

● 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.” You are now in search mode. Copyright © 2012Page 13 Getting Started

Copyright © 2012Page 14

Employer Tools Home Page Copyright © 2012Page 15

WRP Database Search Page Copyright © 2012Page 16

● New Resume Search Capability ●Allows you to search each candidate’s resume for key words such as: ●Top Secret ●Technical terms ●Specific majors ●Specific skills needed ●Etc. ● Also note, the PDF functionality will be restored to its previous speed. You should not experience the delay when downloading candidate PDF’s in the future. Copyright © 2012Page 17 WRP Database Search Page

Manage Selected Students Page Copyright © 2012Page 18

Edit Hiring Information Page Copyright © 2012Page 19

● New drop down menu options for Term of Employment: –Internship, less than a year –Internship, a year or more –Temporary –Term –Permanent –Other ● * These changes will be available soon. Copyright © 2012Page 20 Edit Hiring Information Page

● New drop down menu options for Hiring Authority: –Schedule A (5 C.F.R (u)) –Pathways for Current Students –Pathways for Recent Graduates –Other ● * These changes will be available soon. Copyright © 2012Page 21 Edit Hiring Information Page

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 Copyright © 2012Page 22 Valuable Information on the WRP Website

● 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 Copyright © 2012Page 23 Schedule A Appointing Authority

● Expectations of work performance same ● Must accommodate, if necessary ● Documentation to support placement ● Statement of Job Readiness is NOT required ● Tips: – The authority is written broadly, don’t limit yourself – Schedule A is not limited to individuals who have targeted disabilities Copyright © 2012Page 24 Schedule A Appointing Authority

● 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 25

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). 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 26

● Agencies are required to have written reasonable accommodation procedures ● Employers are required to provide reasonable accommodations to qualified individuals with disabilities- applicants and employees ● It is an individual’s responsibility to inform you of their disability and request a reasonable accommodation ● You must provide assistance or make changes to enable the worker to do the job. For example: –lower the height of a desktop for a worker in a wheelchair –provide TDD telephone equipment for the hearing impaired –provide a quiet, distraction-free workspace for a worker with attention deficit disorder. Copyright © 2012Page 27 Reasonable Accommodations

● Dialogue with your worker to find effective and practical solutions. – “Interactive Process” ● Ensure accommodations requested are in place the day the new employee enters on duty ● Resources are available to help: –Job Accommodation Network Free and confidential service –Computer/Electronic Accommodations Program (CAP) Provides free assistive technology –U.S. Equal Employment Opportunity Commission (EEOC) Copyright © 2012Page 28 Reasonable Accommodations

● Ask candidates if they can perform the essential functions of the job, not about the disability. ● Hire into mission critical positions. Candidates are qualified to do much more for the growth of your organization than just make coffee. ● Be open to the possibility of candidates willing to relocate for the “right” or “perfect” position for them. It could be a win-win for both your agency and the candidate. ● Ask if candidates need accommodations prior to the their start date. If an accommodation is needed, process it as quickly as possible. Don’t forget the Computer/Electronic Accommodations Program (CAP)! Copyright © 2012Page 29 Tips

● Ann Kaufmann –Department of Homeland Security, U.S. Customs and Border Protection –Obtained full-time employment –Helping to ensure WRP Candidates are being hired into permanent positions at CBP –Initiated an Alliance Agreement w/ ODEP ● Madison Carter –U.S. Army Europe, G1, Office of the Deputy Chief of Staff –WRP helped to develop skills –Provided “countless opportunities” –Obtained full-time employment ● Employer Success Story Copyright © 2012Page 30 Success Stories

● 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 Copyright © 2012Page 31 Best Practices

● 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 Copyright © 2012Page 32 Best Practices

Who provides funding for the recruiters to travel? How do we get schools in our area to participate? Copyright © 2012Page 33 Providing Answers – Q&A

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

Thank you for your attention and good luck searching! Copyright © 2012Page 35 Closing