# Presentation: 782581

## Leadership for the Employment of Americans with Disabilities

- DOT Civil Rights Leadership Summit
- May 21, 2008

## Slide 2

## 2.6 million federal employees in FY 2006
57.0% were men	
43.0% were women
66.2% were White 
18.4% were Black or African American
8.0% were Hispanic or Latino
6.0% were Asian
0.2% were Native Hawaiian/Other Pacific Islander
2.0% were American Indian/Alaska Native
0.1% were Persons of Two or More Races
0.94% were Individuals with 
    Targeted Disabilities

- 2.6 million federal employees in FY 2006
- 57.0% were men
- 43.0% were women
- 66.2% were White
- 18.4% were Black or African American
- 8.0% were Hispanic or Latino
- 6.0% were Asian
- 0.2% were Native Hawaiian/Other Pacific Islander
- 2.0% were American Indian/Alaska Native
- 0.1% were Persons of Two or More Races
**0.94% were Individuals with **
**    ****Targeted Disabilities**

## The Latest Statistics

- Highest Population of PWTD Overall
- EEOC – 2.37%
- SSA – 2.07%
- DFAS – 1.99%
- DLA – 1.92%
- GPO – 1.74%

## The Top Three . . .

1.   Treasury – 1.73%
2.   VA – 1.49%
3.	Education – 1.36%

- The Top Three . . .
- 1.   Treasury – 1.73%
- 2.   VA – 1.49%
- 3.	Education – 1.36%

- And the Bottom Three . . .
- 13. DHS – 0.42%
- 14. DOJ – 0.39%
- 15. State – 0.36%

- Rank of the Cabinet Level Agencies by PWTD

## Where does DOT fit?
12th of 15

12. DOT – 0.53%
13. DHS – 0.42%
14. DOJ – 0.39%
15. State – 0.36%

285 PWTD out of TWF of 53,861

- Where does DOT fit?
- 12th of 15
**12. DOT – 0.53%**
- 13. DHS – 0.42%
- 14. DOJ – 0.39%
- 15. State – 0.36%
- 285 PWTD out of TWF of 53,861

## The Latest Statistics

- From FY 1997 to FY 2006, the total federal workforce increased by 135,732 employees, which represents an increase of 5.48%.
- During this same ten year period, the number of employees with targeted disabilities decreased from 28,671 to 24,442, which represents a decrease of -14.75%.
- In other words, **over the last decade the government grew by 51⁄2% overall, but we still lost almost 15% of all people with severe disabilities**.

## Average GS Pay Levels

FY06 Average Grade 
		All federal employees	    		10.00 
		Individuals with Tar. Disabilities  	8.50
FY05 Average Pay Grade Level
		All federal employees	    		9.98 
		Individuals with Tar. Disabilities  	8.43

FY06 Senior Executive Service (SES)
		Total SES employees 		20,070 
		SES with Tar. Disabilities 		93  (0.46%)

- Average GS Pay Levels
**FY06** Average Grade
- 		All federal employees	    		10.00
- 		Individuals with Tar. Disabilities**  ****	**8.50
**FY05** Average Pay Grade Level
- 		All federal employees	    		9.98
- 		Individuals with Tar. Disabilities**  ****	**8.43
**FY06** Senior Executive Service (SES)
- 		Total SES employees 		20,070
- 		SES with Tar. Disabilities 		93  (0.46%)

## The Latest Statistics

- In just one year, from FY 2005 to FY 2006, the federal work force increased overall by approximately 570 people.  During this same period, the federal workforce of employees with severe disabilities decreased by 700.
- Additionally, despite having 1,503 new hires who are PWTD in FY05, 2,197 PWTD ***left*** the federal workforce in FY 2005.

##   Solutions

- Make this issue a priority
- Agencies must set a goal – every year!
- Share the goal with hiring mangers
- Then hold them accountable

##  Solutions

- Train _**all**_ agency personnel on:
- Responsibilities under the Rehabilitation Act
- How to use special hiring authorities
- Reasonable accommodations

## EARN – The Employer Assistance & Recruiting Network (EARN) is a free service that connects employers looking for quality employees with skilled job candidates. Further information can be found at http://earnworks.com/.  
WRP – The Workforce Recruitment Program (WRP) is a recruitment and referral program that connects federal sector employers nationwide with highly motivated postsecondary students and recent graduates with disabilities Further information can be found at http://wrp.gov. 

_**EARN**_ – The Employer Assistance & Recruiting Network (EARN) is a free service that connects employers looking for quality employees with skilled job candidates. Further information can be found at _http://earnworks.com/_.
_**WRP**_ – The Workforce Recruitment Program (WRP) is a recruitment and referral program that connects federal sector employers nationwide with highly motivated postsecondary students and recent graduates with disabilities Further information can be found at _http://wrp.gov_.

## For Veterans with Disabilities –-	
The Department of Labor’s (DOL) Veterans Employment & Training Service http://www.dol.gov/vets/welcome.html
Hire Heroes http://www.hireheroesusa.org/
Wounded Warriors Project http://www.woundedwarriorproject.org

- For Veterans with Disabilities –-
- The Department of Labor’s (DOL) Veterans Employment & Training Service _[http://www.dol.gov/vets/welcome.html](http://www.dol.gov/vets/welcome.html)_
- Hire Heroes _[http://www.hireheroesusa.org/](http://www.hireheroesusa.org/)_
- Wounded Warriors Project http://www.woundedwarriorproject.org

## Advocacy Groups –
American Association of People with Disabilities http://www.aapd-dc.org/ 
National Council on Independent Living http://www.ncil.org/
Council of State Administrators of Vocational Rehabilitation http://www.rehabnetwork.org/
Deaf and Hard of Hearing in Government http://dhhig.org/
American Council of the Blind http://www.acb.org/

- Advocacy Groups –
- American Association of People with Disabilities http://www.aapd-dc.org/
- National Council on Independent Living _[http://www.ncil.org/](http://www.ncil.org/)_
- Council of State Administrators of Vocational Rehabilitation _[http://www.rehabnetwork.org/](http://www.rehabnetwork.org/)_
- Deaf and Hard of Hearing in Government _[http://dhhig.org/](http://dhhig.org/)_
- American Council of the Blind http://www.acb.org/

## Solutions – Hiring

- Schedule A Hiring Authority
- 5 CFR 213.3102(u)
- No competition required
- No vacancy announcement required
- Traditional process can be completely by-passed

## How does Schedule A work?
Step 1:	When managers have an open position, they should make 	contact 	with their agency’s Selective Placement Coordinator 	(SPC) or Disability Program Manager (DPM); 

Step 2:	Managers should discuss with the SPC/DPM what 	competencies the ideal candidate should posses, thinking 	critically about the essential functions of the position;

Step 3: 	Get candidates - A skilled SPC/DPM will be able to produce the 	resumes of potential candidates.  The number of applicants 	available will vary greatly, depending on the level of specialty 	required by the job.

- How does Schedule A work?
- Step 1:	When managers have an open position, they should make 	contact 	with their agency’s Selective Placement Coordinator 	(SPC) or Disability Program Manager (DPM);
- Step 2:	Managers should discuss with the SPC/DPM what 	competencies the ideal candidate should posses, thinking 	critically about the essential functions of the position;
- Step 3: 	Get candidates - A skilled SPC/DPM will be able to produce the 	resumes of potential candidates.  The number of applicants 	available will vary greatly, depending on the level of specialty 	required by the job.

## Step 4:	Make a selection – The hiring official can now review the  	resumes and references of qualified, Schedule A eligible 	applicants, and make a selection!  Interviews can be held to 	aid in making a selection decision, but it is not required.

Step 5:	Make an offer – Relay selection to appropriate persons  	within HR who issue offers on behalf of agency (may be 	handled through SPC/DPM).

Step 6: 	Once an offer has been accepted, a start date may be  	established to bring the candidate on board.  
		That’s It!

- Step 4:	Make a selection – The hiring official can now review the  	resumes and references of qualified, Schedule A eligible 	applicants, and make a selection!  Interviews can be held to 	aid in making a selection decision, but it is not required.
- Step 5:	Make an offer – Relay selection to appropriate persons  	within HR who issue offers on behalf of agency (may be 	handled through SPC/DPM).
- Step 6: 	Once an offer has been accepted, a start date may be  	established to bring the candidate on board.
- 		That’s It!

## Solutions – Hiring

- Schedule A Hiring Authority
- Contact DPM/SPC at your agency
- Review resumes and references of Sch A eligible applicants
- Make selection
- Any accommodations needed?
- Bring the new employee on board!

## Computer/Electronic Accommodations Program (CAP)
CAP was established in 1990 as DoD’s centrally funded program to provide accommodations
Expanded by Congress in 2000 to support other Federal agencies
Partnerships with 65 Federal agencies 
Over 61,000 accommodations since inception
CAP Mission: To provide assistive technology and accommodations to ensure people with disabilities have
    equal access to the information environment and 
    opportunities in the Department of Defense and 
    throughout the Federal government

- Computer/Electronic Accommodations Program (CAP)
- CAP was established in 1990 as DoD’s centrally funded program to provide accommodations
- Expanded by Congress in 2000 to support other Federal agencies
- Partnerships with 65 Federal agencies
- Over 61,000 accommodations since inception
- _CAP Mission_: To provide assistive technology and accommodations to ensure people with disabilities have
-     equal access to the information environment and
-     opportunities in the Department of Defense and
-     throughout the Federal government

## LEAD GOAL

- 2% by 2010
- for ALL AGENCIES!