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Recruiting the Best and the Brightest WRP’s Guide to Identifying Talented Candidates 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 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 ● Benefits to you and your agency ● How to get started and prepared ● Tips for a successful interview and well written report ● Schedule A and accommodations ● 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:

● WRP Recruiters must: – be at a grade level equivalent to a GS-09 or above and have been a federal employee for at least two years – have the permission of your agency and your supervisor (supervisor signature is required in advance of the training) – complete a series of online training modules (during the month of June 2012) – be available to take one, week-long recruitment trip to 3-5 colleges somewhere in the U.S. (specific trip destinations cannot be guaranteed in advance) sometime between October 8, 2012 and November 16, 2012 – have your agency pay your travel expenses for your trip Your Role as a WRP Recruiter Copyright © 2012Page 11

Please keep in mind that you are not representing your agency; you are representing the Workforce Recruitment Program. For example, if you're an employee of the Department of Justice you must put that aside during this process. You aren't interviewing students for Department of Justice positions. Remember, you are interviewing students to be placed into the database that is available for all federal employers to access. Your Role as a WRP Recruiter Copyright © 2012Page 12

● Recruiters must understand and confirm the candidates’ qualifications for involvement in the WRP process. Candidates 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 a 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 – Be in their final 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 WRP Recruiter Copyright © 2012Page 13

● WRP Recruiters must – Manage the on-campus interview process in cooperation with the Campus Coordinator – Conduct a minimum of eight interviews per day with qualified candidates – Set aside sufficient time after your recruiting trip to enter the data on the candidates interviewed into the WRP data base, understanding that it takes about 30 minutes to enter each file completely, and – Complete and submit the candidate data and application materials by the date and time agreed upon. Your Role as a WRP Recruiter Copyright © 2012Page 14

Benefits to your agency: ● Get an advanced look at the best and brightest job candidates ● Gain a birds-eye view of the WRP process ● Have a keen understanding of how to use the WRP website to your agency’s advantage Benefits to You ● Hone and polish your skills as a interviewer and recruiter ● Broaden your own resume of job activities ● Interact with bright, energetic young people ● Enjoy travel within the 50 states Benefits of Being a WRP Recruiter Copyright © 2012Page 15

● 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. ● 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 great room for improvement. ● DoD and DOL are committed to doubling veteran participation in the WRP to 12% by Initiative to Increase Participation of Veterans Copyright © 2012Page 16

● Register on-line at: ● Turn in the Agreement form that can be found here: ● Rank trips you are willing and able to take (remember your agency must pay for these trips) ● Take the on-line training (training videos and materials will be available here: Getting Started - Registration for Recruiters Copyright © 2012Page 17

● Make your travel arrangements. ● Contact the Campus Coordinator for each school you are visiting. ● Review the Information Materials Packet ● Make sure that all students that you are to interview have registered and completed their application -- all students must interview on an annual basis to be considered ● Confirm all of your arrangements with the Campus Coordinator. Preparation for Your Visit Copyright © 2012Page 18

● Treat people with disabilities with courtesy and respect ● It is acceptable to offer assistance. Don't feel guilty if they turn down your offer ● It is appropriate to offer an elbow to a person who is blind or visually impaired. If they have a guide dog, don't interact with the dog. He's on the job and does not want to be interrupted! ● If you are working with a candidate who is deaf or hard of hearing be sure to look directly into their eyes when you speak. If they have an interpreter, please conduct your interaction with the candidate, not the interpreter. ● Feel free to ask a student with a speech impairment to repeat themselves if you don't understand what they are saying. Both of you want to be sure that you have the correct information. ● And finally, relax! Interacting with People with Disabilities Copyright © 2012Page 19

● Make sure the student understands the program and your role in it. ● Second, get the student talking. ● See the student's abilities, not their disabilities. ● Ask the four "key" questions: – --What type of job are you looking for, or "What do you want to do?" – --Where do you want to work? Do you have a location preference – --What are your specific skills? – --What accommodations might you need to do your job ● More information on conducting the interview is provided in training modules Conducting the Interview Copyright © 2012Page 20

● Be clear and concise but also be positive and realistic in the student's assessment. ● First review all documents the student has uploaded to their application ● Include job skills, academic background, and job interests. ● Detail the student's major, college they're attending, their GPA, past work experience and volunteer experience. ● Include any special skills like language fluency or computer skills ● Include needed work accommodations, but Do Not detail their disability! ● Proofread your work! Writing the Report Copyright © 2012Page 21

● Schedule A is an excepted appointing authority for people with disabilities that consists of two parts - Proof of Disability and Certification of Job Readiness. ● 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) Understanding Schedule A Hiring Authority Copyright © 2012Page 22

● It’s the Recruiters’ responsibility to ask the candidates about their need for accommodations. Don’t assume they will ask or know what to ask. ● Write down what they say. Only include information on workplace accommodations, not medical information or non-work related information. ● Make sure the candidates 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

● Do we have to give feedback to the students after we interview them? What if they or the campus coordinator asks for it? Providing Answers – Q&A Copyright © 2012Page 24

● WRP website: ● Video series and additional resources: ● ODEP website: ● ODMEO website: ● ODMEO is also on Facebook and Twitter: – – For More Information… Copyright © 2012Page 25

Thank you for your attention! Closing Copyright © 2012Page 26