# Presentation: 084127

## Leadership for the Employment of Americans with Disabilities

**Leadership for the Employment of Americans with Disabilities**

- Dinah F. B. Cohen, CAP Director
- Jo Linda Johnson, US EEOC

## Employees with Targeted Disabilities in the Federal Work Force

- Source: EEOC Federal Sector Statistics

- % of Total Work Force (Participation Rate)

## Federal Sector Statistics

**2.6 million federal employees**
- 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**

## Federal Sector Statistics

- From FY 1997 to FY 2006, total federal workforce increased by 135,732 employees, a net ***increase*** of 5.48%.
- During this same ten year period, the number of employees with targeted disabilities ***decreased*** from 28,671 to 24,442, a net 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.

## Federal Sector Statistics

- FY06 Average Grade:
- 		All federal employees	    			10.00
- 		Individuals with Tar. Disabilities**  ****	****    **	8.50
- FY05 Average Pay Grade Level (remained in FY06):
- 		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%)

## Ranking Cabinet Level Agencies By PWTD

**Ranking Cabinet Level Agencies By PWTD**

## EEOC’s LEAD Initiative

_**Increase the awareness **_of hiring officials about the declining numbers of people with disabilities in federal employment workforce planning and development
_**Reverse the trend of decreasing participation**_ in federal employment diversity and disability goals
_**Educate federal hiring officials **_about how to use special hiring authorities to bring people with disabilities on board, particularly those with severe disabilities
_**Educate applicants with severe disabilities**_ about how to apply using the special hiring authorities available
_**Provide information and resources on reasonable accommodation**_

## LEAD Activities

- So what steps can you take to make a difference?

## Recruitment and Placement

- Affirmative Program Plans: EEO MD-715
- USA Jobs: www.usajobs.opm.gov/
- Disability Network: Advocacy groups, Independent Living Centers
- State Rehabilitation Services
- Employer Assistance Referral Network (EARN)
- Workforce Recruitment Program (WRP)
- Veterans’ Hiring Preferences
**Schedule A Hiring Authority**

## Federal Hiring for Individuals with Disabilities

- Using the Schedule A hiring authority, found at 5 CFR 213.3102(u), federal managers can hire qualified persons with mental retardation, severe physical disabilities, or psychiatric disabilities
- without the typical recruitment headaches
- without posting and publicizing the position
- without going through the certification process
- without rating candidates

## Schedule A Hiring Authority	

**So how does it work?  **
- Step 1:	When managers have an open position, make contact with 	the Selective Placement Coordinator (SPC) or Disability 	Program Manager (DPM) in your agency;
- Step 2:	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 	potential candidates.  The number of applicants available 	will vary greatly, depending on the level of specialty 	required by the job.

## Schedule A Hiring Authority	

- 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!**

## LEAD Goal

- 2% by 2010
- for ALL AGENCIES!

## Reasonable Accommodations

-  Making facilities accessible
-  Job restructuring
-  Modified work hours or location
-  Provide qualified readers and interpreters
-  Orientation: new employee, co-worker, workplace
-  Job re-assignment (the accommodation of last resort)
-  Acquisition or modification of equipment or   assistive devices
-  Formal reasonable accommodation procedures

## CAP Overview 

- 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

## CAP Services

- Provide assistive technology and training
- Conduct needs assessments and technology demonstrations
- Provide installation and integration
- Provide training on disability management and on creating an accessible environment
- Assist in the recruitment, placement, promotion and retention of people with disabilities and Wounded Service Members

## Computer input devices
 Alternative keyboards, input devices and voice recognition software
Computer output devices
 Screen readers, magnification software, Braille terminal
Telecommunication devices
 PC based TTY
 Video communication devices
 Assistive listening devices
 Personal amplification devices
Captioning services

-  Alternative keyboards, input devices and voice recognition software
- Computer output devices
-  Screen readers, magnification software, Braille terminal
- Telecommunication devices
-  PC based TTY
-  Video communication devices
-  Assistive listening devices
-  Personal amplification devices
- Captioning services

**Assistive Technology and Services**

## Needs Assessments / Tech DemoCAP Technology Evaluation Center (CAPTEC) 

- Assist individuals and supervisors in choosing appropriate computer and electronic accommodations
- Wide variety of assistive technology
- VTC capability
- Tours
- Located in the Pentagon (2A259)
- 703-693-5160 (V)
- 703-693-6189 (TTY)

**Notes:**
Pentagon 2A259
Open to anyone for an evaluation or demo’s
Workstations set up for each disability, which is key to getting what you need.
Deaf/Hard of Hearing, Low Vision, Blind
Dexterity/Cognitive, Ergonomic
Variety of different types of accommodations in each area.  

## Employment Lifecycle

- Recruitment
- Placement
- Promotion
- Retention

**Accommodation**

## Workforce Recruitment Program

- Co-sponsored by the Department of                        Labor and Department of Defense
- Participation from Federal                                        agencies and the private sector
- Wide range of occupations
- Diverse workforce
- CAP covers the cost of accommodations for all WRP students participating in any Federal agency
- _www.wrp.gov_

**Notes:**
Over 20 occupation categories of WRP students available- engineering, law, science, communication, I/T, etc.  CAP covers assistive technologies (if qualified), and some reasonable accommodation services (such as readers or interpreters for first-day orientation, long-term DoD-sponsored information technology training –2 days or longer- or personal assistants for required government travel).  WRP applicant database will become internet-enabled database system with account names and passwords in FY07. Each Federal agency has a representative to the WRP steering committee to provide guidance on gaining access to the WRP database of approximately 2,000 students from over 200 colleges and universities.
Secretaries (of Labor/Defense) memo 
The WRP Central website serves as an important resource for WRP details for WRP students, supervisors, HR personnel should all use this source. 

## Retention

- Aging Workforce
- Healthy Work Practices Program
- Workers’ Compensation
- Telework
- Wounded Service Members

## Retention - Workers’ Compensation

- Assist Workers’ Compensation claimants who obtain “on the job” injuries that result in an accepted claim in their return-to-work process
- Work with Workers’ Compensation officials to evaluate needs of employees
- Conduct CAP accommodation needs assessments
- Provide appropriate assistive technology or related accommodations
- Review Telework options

**Notes:**
Workers Compensation Claimants, What they really are - Are People with Disabilities
If someone is injured on the job, they need to realize that they can be accommodated to return to work.  We work with liaison’s to make this happen/
“World-class organizations do not tolerate preventable accidents.  Our accident rates have increased recently, and we need to turn this situation around. I challenge all of you to reduce the number of mishaps and accident rates by at least 50% in the next two years. These goals are achievable, and will directly increase our operational readiness. We owe no less to the men and women who defend our Nation. “I have asked the Under Secretary of Defense for Personnel and Readiness to lead a department-wide effort to focus our accident reduction effort. I intend to be updated on our progress routinely. The USD(P&R) will provide detailed instructions in separate correspondence.”
Ask Yourself
How can an Effective Ergonomics Program at my installation address Mr. Rumsfeld’s directive to “reduce the number of mishaps and accident rates by at least 50% in the next two years”?
Implementing and maintaining an effective ergonomics program at your facility means working smarter and safer to—
• Prevent or control injuries and illnesses by eliminating or reducing worker exposure to work related musculoskeletal disorder (WMSD) risk factors such as awkward postures, repetition, force, mechanical compression, duration, vibration, temperature extremes, excessive noise levels, inadequate lighting, and improper ventilation. 
• Reduce the potential for fatigue, error, or unsafe acts by adapting the job and workplace to the workers’ capabilities and limitations.
• Reduce absenteeism and worker turnover.
• Increase the overall productivity and quality of the work force.
• Reduce workers’ compensation claims and associated costs.
• Improve overall unit readiness. 

## Retention - Telework

- Target groups
- Recipients of Workers’ Compensation payments
- Persons with Disabilities
- As a form of reasonable accommodation
- To increase productivity and/or improve  accessibility issues
- Persons who may be subjected to disability retirement
- Equipment
- Assistive technology
- Home office equipment (computer hardware and software, fax machine, printer)
- Trends
- Teleworkers with disabilities increased by 120% from FY02 to FY03

**Notes:**
Key point - To get CAP support, agencies allowing People with Disabilities to work from home as a form of Reasonable Accommodation will have to have this in writing.  We need a copy of the Agency agreement to this effect along with the CAP request form.  
Provide agreement to Telework as form of reasonable accommodation
We can not provide accommodations that will incur a monthly charge (phone line)
Public Law 106-346, § 359 of Oct. 23, 2000
Each executive agency shall establish a policy under which eligible employees of the agency may participate in telecommuting to the maximum extent possible without diminished employee performance. Not later than 6 months after the date of the enactment of this Act, the Director of the Office of Personnel Management shall provide that the requirements of this section are applied to 25 percent of the Federal workforce, and to an additional 25 percent of such workforce each year thereafter.
Conference Report Language:
Section 359 establishes a program to reduce traffic congestion that will allow eligible employees of federal agencies to participate in telecommuting to the maximum extent possible without diminished employee performance. Within one year, the Office of Personnel Management shall evaluate the effectiveness of the program and report to Congress. Each agency participating in the program shall develop criteria to be used in implementing such a policy and ensure that managerial, logistical, organizational, or other barriers to full implementation and successful functioning of the policy are removed. Each agency should also provide for adequate administrative, human resources, technical, and logistical support for carrying out the policy. Telecommuting refers to any arrangement in which an employee regularly performs officially assigned duties at home or other work sites geographically convenient to the residence of the employee. Eligible employees means any satisfactorily performing employee of the agency whose job may typically be performed at least one day per week.
OPM’s Guidance to Heads of Executive Department and Agencies (February 9, 2001):
Many of you already have telecommuting policies, but this does not necessarily mean you are in compliance with the new law. The purpose of the law is to require that each agency take a fresh look at the barriers that currently inhibit the use of this flexibility, act to remove them and increase actual participation. The law recognizes that not all positions are appropriate for telecommuting; therefore, each agency must identify positions that are appropriate in a manner that focuses on broad objective criteria. Once an agency has established eligibility criteria, subject to any applicable agency policies or bargaining obligations, employees who meet them and want to participate must be allowed that opportunity if they are satisfactory performers.

## CAP’s Wounded Service Members Initiative:
Provide assistive technology to WSMs to use in future employment and vocational settings
Public Law 109-364:  Retention of AT after separation from active service
Provide services and resources for:
Employment internships
Public & private sector initiatives 
Partnership programs
Military Severely Injured Center: www.militaryonesource.com 
VA Seamless Transition: www.seamlesstransition.va.gov 
DOL REALifelines: www.dol.gov/vets/programs/Real-life/main.htm 

- Provide assistive technology to WSMs to use in future employment and vocational settings
- Public Law 109-364:  Retention of AT after separation from active service
- Provide services and resources for:
- Employment internships
- Public & private sector initiatives
- Partnership programs
- Military Severely Injured Center: _[www.militaryonesource.com](http://www.militaryonesource.com/)_
- VA Seamless Transition: _[www.seamlesstransition.va.gov](http://www.seamlesstransition.va.gov/)_
- DOL REALifelines: _[www.dol.gov/vets/programs/Real-life/main.htm](http://www.dol.gov/vets/programs/Real-life/main.htm)_

**From Deployment to Employment**

**Notes:**
Phase 1: Recovery and Rehabilitation 
Phase 2: Transition
Phase 3: Employment
Brooke AMC
Walter Reed

## Next Steps

- Agency Disability Program Managers
- Department of Labor
- Job Accommodation Network _[www.jan.wvu.edu](http://www.jan.wvu.edu/)_
- DisabilityInfo.Gov _[www.disabilityinfo.gov](http://www.disabilityinfo.gov/)_
- EEOC’s LEAD Initiative _[www.eeoc.gov](http://www.eeoc.gov/lead)__[/lead](http://www.eeoc.gov/lead)_
- Computer/Electronic Accommodations Program _[www.tricare.mil](http://www.tricare.mil/cap)__[/cap](http://www.tricare.mil/cap)_
- EEOC Management Directive 715
- 	January 31, 2008

## 2 % by 2010for ALL AGENCIES!

**2 % by 2010****for ALL AGENCIES!**