U.S. Department of Labor

Office of Disability Employment 

Policy

November 2016
Table of Contents

Table of Contents

Table of Contents.......................................................................................................................... ii

TAB 1: AGENCY ORGANIZATIONAL OVERVIEW .......................................................................... 1

Mission........................................................................................................................................ 1

Authorizing Legislation .............................................................................................................. 1

Organizational Structure ............................................................................................................. 1

Organizational Changes During the Past Eight Years................................................................ 4

Key Leaders................................................................................................................................ 4

TAB 2: 30/60/90 DAYS – STATE OF PLAY...................................................................................... 5

Key Meetings, Decisions and Announcements .......................................................................... 5

Key Agency Stakeholders........................................................................................................... 5

TAB 3: INITIATIVES ....................................................................................................................... 8

Policy and Regulatory Issues...................................................................................................... 8

Major Grants and Contracts...................................................................................................... 10

Audits and Reports.................................................................................................................... 11

Management.............................................................................................................................. 11

Calendar.................................................................................................................................... 12

TAB 4: BUDGET ........................................................................................................................... 13

TAB 5: AGENCY PERFORMANCE................................................................................................. 16
TAB 1: Agency Organizational Overview

1

TAB 1: AGENCY ORGANIZATIONAL OVERVIEW

Mission

ODEP's mission is to develop and influence policies and practices that increase the number and 

quality of employment opportunities for people with disabilities. ODEP is the only nonregulatory federal agency that promotes policies and coordinates with employers and all levels of 

government to increase workplace success for people with disabilities. 

Authorizing Legislation

ODEP is funded each year in the Department of Labor’s appropriation legislation. It began in 

Fiscal Year 2001 in which Congress determined that, “...there is established in the Department 

of Labor an office of disability employment policy which shall, under the overall direction of the 

Secretary, provide leadership, develop policy and initiatives, and award grants furthering the 

objective of eliminating barriers to the training and employment of people with disabilities. Such 

office shall be headed by an Assistant Secretary.” 29 U.S.C. 567b 

Organizational Structure

ODEP is led by its Assistant Secretary who directly manages the Deputy Assistant Secretary 

(Career SES). The Deputy Assistant Secretary manages four divisions: the Division of Policy 

Development, the Division of Policy Planning and Research, the Division of Administrative and 

Financial Services, and the Division of Policy Communication and Outreach. The Division of 

Policy Development contains four teams: Workforce Systems, Youth, Employer-Supports, and 

Employer. ODEP’s other divisions are not divided into teams. ODEP’s budget request is 48 

FTE and we have 51 onboard.
TAB 1: Agency Organizational Overview

2

Organizational Chart

Assistant Secretary

Vacant (PAS)

Deputy Assistant 

Secretary

Jennifer Sheehy 

(Career SES)

Division of Policy 

Planning and Research

Savi Swick

Division of 

Administrative Systems 

and Financial Services

Michelle Fox

Division of Policy 

Communication and 

Outreach

Renee Tajudeen

Workforce Systems 

Team

Christopher Button

Chief of Staff 

Taryn Williams

Special Assistant

Elena Brown

Executive Officer 

Bryan Ballman 

Youth Team 

Rhonda Basha

Employer Team 

Shaun McGill

Employment Related 

Supports Team 

Michael Reardon

Senior Advisor

Patricia Bory

Division of Policy 

Development

Office of Disability Employment Policy Organization Chart
TAB 1: Agency Organizational Overview

3

Workforce At-A-Glance
TAB 1: Agency Organizational Overview

4

Organizational Changes During the Past Eight Years

In FY 2011, ODEP reorganized its structure so that the Division of Administrative and Financial 

Services and the Information Technology Manager reported directly to the Deputy Assistant 

Secretary (DAS) rather than to the Assistant Secretary. ODEP also abolished the Senior 

Executive Service (SES) position that was then supervising the Division of Policy Development. 

The Division of Policy Development is now supervised by the DAS. Finally, it elevated three 

GS-14 Team Lead positions to GS-15 Supervisors in the Division of Policy Development. The 

changes were intended to unify the budget, strategic planning, operations, and performance 

management functions under one supervisor for a more efficient organization. 

Key Leaders 

Assistant Secretary: Vacant

Deputy Assistant Secretary (Career-SES): Jennifer S. Sheehy

Chief of Staff (Career): Taryn Williams

Senior Advisor (Political): Patricia Bory
TAB 2: 30/60/90 Days – State of Play

5

TAB 2: 30/60/90 DAYS – STATE OF PLAY

Key Meetings, Decisions and Announcements

March 2017 (exact date, TBD): California State University at Northridge (CSUN) Annual 

International Technology and Persons with Disabilities Conference (San Diego)-The Assistant 

Secretary typically attended this meeting in the past which is focused on assistive technology and 

how it can improve employment opportunities for people with disabilities.

April 2017 (exact date, TBD): SourceAmerica’s National Training and Achievement ConferenceThe Assistant Secretary typically attended this meeting in the past. SourceAmerica is one of two

U.S. nonprofits designated in the Javits–Wagner–O'Day Act to support nonprofit agencies 

participating in the AbilityOne Program. That program provides employment opportunities for 

people who are blind or have other significant disabilities by providing them opportunities to 

produce goods and services under federal contracts.

Key Agency Stakeholders

ODEP works with a broad range of stakeholders, including employers and employer organizations; 

Federal, State, and local governments; disability-focused organizations; service providers, including 

workforce system professionals and youth service professionals; individuals with disabilities and 

their families; and the general public. Nevertheless, there are several national disability 

organizations that should be engaged immediately. These include:

• The American Association of People with Disabilities (AAPD) is non-profit organization 

that is working to increase the political and economic power of people with disabilities. The 

AAPD is particularly interested in working with private sector employers to increase job 

opportunities for people with disabilities.

• The Consortium for Citizens with Disabilities (CCD) is a coalition of national consumer, 

advocacy, provider and professional organizations working to achieve federal legislation 

and regulations that assure children and adults with disabilities are fully integrated into the 

mainstream of society. CCD has a deep interest in increasing competitive integrated 

employment (CIE) opportunities for people with significant disabilities. CEI is employment 

at or above minimum wage in which workers with disabilities are not segregated, but work 

alongside workers without disabilities.

• The National Council on Independent Living (NCIL) the longest-running national crossdisability, grassroots organization run by and for people with disabilities. NCIL represents 

thousands of organizations and individuals including: individuals with disabilities, Centers 

for Independent Living (CILs), Statewide Independent Living Councils (SILCs), and other 

organizations that advocate for the human and civil rights of people with disabilities 

throughout the United States. NCIL is primary interested in increasing opportunities for 

people with significant disabilities in competitive integrated employment and the gradual 

phase-out of the Section 14(c) certificate program of the Fair Labor Standards Act 

administered by the Department of Labor’s (DOL) Wage and Hour Division (WHD). The 
TAB 2: 30/60/90 Days – State of Play

6

certificate program allows people with disabilities to be paid less than the minimum wage in 

certain situations. 

• The National Disabilities Rights Network (NDRN) works to improve the lives of people 

with disabilities by guarding against abuse; advocating for basic rights; and ensuring 

accountability in health care, education, employment, housing, transportation, and within 

the juvenile and criminal justice systems. NDRN is the non-profit organization for the 

federally mandated Protection and Advocacy (P&A) Systems and the Client Assistance 

Programs (CAP) for individuals with disabilities. Collectively, the Network is the largest 

provider of legally based advocacy services to people with disabilities in the United States. 

NDRN is interested in facilitating more job opportunities for people with significant 

disabilities in competitive integrated employment.

• The National Federation of the Blind (NFB) is the largest organization of the blind in 

America. NFB is dedicated to the complete integration of the blind into society on a basis 

of equality. NFB is interested in the gradual phase out of the Section 14(c) program and 

increasing competitive integrated employment opportunities for blind workers.

• The National Organization on Disability (NOD) is a private, non-profit organization that 

promotes the full participation and contributions of people with disabilities in all aspects of 

life. NOD is interested in leveraging the new regulations implementing Section 503 of the 

Rehabilitation Act of 1973 to increase job opportunities for people with disabilities with 

federal contractors. In 2013, DOL’s Office of Federal Contract Compliance Programs

(OFCCP) published a Final Rule prohibiting federal contractors and subcontractors from 

discriminating in employment against individuals with disabilities (IWDs), and requires 

these employers to take affirmative action to recruit, hire, promote, and retain these 

individuals.

ODEP has formal alliances with several key partners that are critical to ODEP’s mission of 

improving disability employment opportunities that would also demand prompt attention. These 

include: 

• The Association of University Centers on Disabilities (AUCD) is a membership 

organization that brings together university-based interdisciplinary programs and 

community resources nationwide to achieve meaningful change for people with disabilities. 

AUCD is interested in developing and sharing resource on the value of hiring and retaining 

workers with disabilities.

• The National Industry Liaison Group (NILG) is the premier employer association on 

affirmative action and equal employment opportunity in the United States. They are a nonprofit organization formed in 1992 for the main purposes of improving communications 

between OFCCP and Industry Liaison Groups (ILGs); and, enhancing the quality and 

overall effectiveness of Industry Liaison Groups. The NILG is interested in leveraging the 

new regulations implementing Section 503 of the Rehabilitation Act of 1973 to increase job 

opportunities for people with disabilities with federal contractors.

• The US Business Leadership Network (USBLN) is a national non-profit that helps business 

drive performance by leveraging disability inclusion in the workplace, supply chain, and 

marketplace. The USBLN serves as the collective voice of nearly 50 Business Leadership 

Network affiliates across the United States, representing more than 5,000 businesses. 
TAB 2: 30/60/90 Days – State of Play

7

USBLN is interested in developing strategies to encourage businesses to recruit, hire, retain, 

and promote people with disabilities.

• The Society for Human Resource Management (SHRM) is the world’s largest HR 

professional society, representing 285,000 members in more than 165 countries. For nearly 

seven decades, the Society has been the leading provider of resources serving the needs of 

HR professionals and advancing the practice of human resource management. SHRM is 

interested in providing employers and others, including small businesses, with information 

guidance, and access to training resources that will help them recruit, hire, advance and 

retain talented workers with disabilities.

ODEP has also been working with state intermediary associations such as the Council of State 

Governments, the National Council of State Legislatures, and the National Governors’ Association, 

to provide information on best practices and policies in disability employment that states can adopt 

to improve employment opportunities for people with disabilities.
TAB 3: Initiatives

8

TAB 3: INITIATIVES

Policy and Regulatory Issues 

Over the last eight years, ODEP policy work has focused on eliminating barriers preventing people 

with disabilities from achieving full employment. Consequently, ODEP has worked to coordinate 

national policy on disability employment. In fact, ODEP is the only non- regulatory federal agency 

focused specifically on employment policy for people with disabilities, exploring how federal, state 

and employer policies, programs, and practices all affect outcomes. A principal component of 

ODEP’s policy work has involved its collaboration with other DOL agencies to improve disability 

employment policy at the Department. For example, ODEP partnered with the Employment and 

Training Administration (ETA), DOL to create more accessible, innovative, and efficient American 

Job Centers (AJCs) through the Disability Employment Initiative (DEI). Through DEI, the 

Department awarded over $123 million to 49 projects within 28 states to improve education, 

training, and employment outcomes of individuals with disabilities using AJCs. The disability 

employment strategies utilized in these grants were derived from policies and best practices that 

ODEP validated through research and demonstration projects within and outside the public 

workforce system. ODEP also worked extensively with ETA to provide technical assistance to 

Congress on legislation that ultimately became the Workforce Innovation and Opportunity Act 

(WIOA). Since the enactment of WIOA in 2014, ODEP has been collaborating extensively with 

ETA on the WIOA implementation, including contributing to the development of proposed 

regulations, and providing technical assistance. In addition, ODEP worked closely with ETA and 

DOL’s Wage and Hour Division (WHD) as it managed and participated in the Advisory Committee 

on Increasing Competitive Integrated Employment for Individuals with Disabilities established by 

WIOA. The Committee issued its final report on September 15, 2016 containing 33 comprehensive 

recommendations to the Secretary and Congress on how to increase job opportunities for people 

with significant disabilities and the implementation and oversight of the Section 14(c) certificate 

program under FLSA. ODEP looks forward to addressing the recommendations in its future policy 

work.

ODEP also worked with other DOL agencies to help workers with disabilities more fully participate 

in the workforce. For example, ODEP worked with OFCCP on developing and implementing new 

regulations to increase disability hiring by federal contractors. It works with the Office of Workers 

Compensation Programs (OWCP) to help federal employers return injured workers to their jobs and 

with the Veterans’ Employment and Training Service to increase the hiring of veterans with 

disabilities. In addition, ODEP regularly works with the Bureau of International Labor Affairs 

(ILAB) to provide technical assistance on international disability issues, with the Occupational 

Safety and Health Administration to improve the safety of workers with disabilities, and with the 

Women’s Bureau to improve job opportunities for women with disabilities. ODEP also works with 

WHD to update their policies impacting workers with disabilities, including workers with 

significant disabilities, and with the Employee Benefits Security Administration (EBSA) to enhance 

the financial security of workers with disabilities. ODEP also partnered with the Bureau of Labor 

Statistics (BLS) to develop, for the first time, data on the employment and workforce participation 

rates of people with disabilities. It also partnered with DOL’s Office of the Assistant Secretary for 

Administration and Management (OASAM) to develop a comprehensive strategic plan for DOL to 

hire more workers with disabilities. The number and scope of the ODEP collaborations across the 
TAB 3: Initiatives

9

Department have ensured that the needs of people with disabilities are addressed in nearly all of 

DOL’s programs designed to improve the quality and quantity of jobs for all Americans. 

ODEP has worked diligently with many federal agencies outside DOL to infuse disability 

employment policies and best practices into their activities and initiatives. For example, ODEP 

worked with the Department of Transportation (DOT) to improve transportation options for job 

seekers and workers with disabilities. In addition, ODEP and the Department of Education (ED) 

co-lead a federal workgroup which developed and is implementing a comprehensive, data driven 

federal plan to help youth and young adults with disabilities successfully transition from school to 

fulfilling careers. ODEP also worked closely with the Office of Personnel Management (OPM) and 

the Equal Employment Opportunity Commission (EEOC) in developing and successfully 

implementing an Executive Order which increased the federal employment of individuals with 

disabilities. ODEP worked with the Social Security Administration (SSA), ED and the Department 

of Health and Human Services (HHS) to explore effective early interventions to divert people who 

become disabled from Social Security Disability Insurance if they are able to work. ODEP also

worked with the Department of Justice (DOJ) and 17 other federal agencies and programs to 

improve enforcement and implementation of the Americans with Disabilities Act (ADA). In short, 

ODEP has worked or is working with virtually every federal department and many of their federal 

agencies in a similar fashion.

ODEP also works extensively with State and local governments to help them implement innovative 

and effective disability employment policies and practices. For example, ODEP provided extensive 

technical assistance to help states adopt “Employment First” strategies that help publicly-financed 

systems align policies and funding to make integrated employment the priority for people with 

disabilities. ODEP also has provided extensive support for State and local governments to better 

coordinate their programs that help youth and young adults with disabilities successfully transition 

from schools to careers. Similarly, ODEP provided technical assistance to states on Individualized 

Learning Plans (ILPs), based on ODEP’s research which shows that ILPs are a valuable college and 

career readiness strategy for youth with disabilities. In addition, ODEP recently launched an 

initiative to increase the capacity of state intermediary groups to help state and local officials 

develop and adopt disability inclusive workforce policies. ODEP’s work in increasing the capacity 

of State and local government to employ their residents with disabilities is a critical part of its 

mission, along with aligning, coordinating, and leveraging federal, state, and local efforts and 

resources. 

ODEP also directed considerable research and policy expertise to helping employers overcome 

barriers to disability hiring and fill their talent needs. Through the Employer Assistance and 

Resource Network on Disability Inclusion (EARN) (www.AskEARN.org), ODEP provided

technical assistance, training, policy and issue briefs to advance disability inclusion among 

employers. ODEP’s Job Accommodation Network (JAN) provided technical assistance to 

thousands of employers and individuals on workplace accommodations and disability employment 

issues. ODEP also conducted research with two major business schools on the levers that compel

employers to hire people with disabilities and subsequently created an employer engagement 

framework to increase disability hiring. ODEP maintains Alliance agreements with numerous 

employer organizations to provide information and connect these employer organizations with 

effective practices and disability policies. ODEP created the Partnership for Employment and 

Accessible Technology (PEAT), a multi-faceted initiative, to promote the employment, retention 
TAB 3: Initiatives

10

and career advancement of people with disabilities through the development and use of accessible 

technology. Through its Campaign for Disability Employment (CDE), ODEP reached millions of 

Americans and employers with public service announcements (PSA) that promoted high 

expectations about the value that people with disabilities bring to the workforce. ODEP’s efforts to 

engage employers in the disability employment arena and provide them with the knowledge and the 

tools they need to recruit, hire, retain and promote workers with disabilities are unique. Moreover, 

disability employment policy must be aligned with meeting employers’ needs to fully leverage 

other federal investments to increase disability hiring. ODEP connects employers to the resources 

they need to improve their diversity and inclusion efforts.

Major Grants and Contracts

ODEP largest grant program is the Disability Employment Initiative (DEI) which is jointly funded 

and administered by ODEP and ETA to improve the ability of American Job Centers (AJCs) to 

effectively serve youth and adults with disabilities. Six states (California, Connecticut, Idaho, 

Maryland, Massachusetts and Minnesota) received $14,972.986 in FY 2016 to fund this work. 

ODEP contributed $9 million to fund these grants and the evaluation of them. The current grants 

are funded through FY 2019. Since 2010, the Department has awarded grants worth more than 

$123 million through the DEI initiative to 49 projects in 28 states to improve education, training, 

and employment outcomes of youth and adults with disabilities.

ODEP also manages the Pathways Community College Demonstration in which two cooperative 

agreement were awarded to increase the capacity of community colleges to provide inclusive 

integrated education, career development and training services to youth and young adults with 

disabilities. The Pathways Demonstration builds upon the implementation experiences of ETA’s 

Trade Adjustment Assistance Community College and Career Training (TAACCCT) grant program

as applicants had to be prior recipients of the TAACCT grants. The Pathways Community College 

Grants started in FY 2014 and are funded for approximately $2 million in 2017. This will allow 

Pellissippi State Community College in Knoxville, Tennessee, and Onondaga Community College 

in Onondaga, New York, to run pilot programs. These grants end in 2019.

ODEP also manages several technical assistance centers to help it identify, develop and disseminate 

best practices and policies that can improve employment opportunities for people with disabilities. 

These include:

• The Leadership for Employment and Advancement of People with Disabilities (LEAD)

Center works to break down silos in existing systems, policies, and practices that impede 

disability employment and build the capacity of the workforce investment center to meet the 

needs of job seekers with disabilities. The National Disability Institute in Washington, DC 

received $1,098,573 in FY 2016 to manage LEAD. Grant activities will end in September 

2018.

• The National Collaborative on Workforce and Disability for Youth (Youth TA Center) 

Cooperative Agreement promotes the adoption and implementation of youth-focused policy 

strategies and effective practices to improve employment outcomes for youth. In FY 2016, 

the Institute for Educational Leadership in Washington, DC received $1,088,028 to fund this 

cooperative agreement scheduled. Activities for this grant end in September 2018. 
TAB 3: Initiatives

11

• The EARN (Employer Assistance and Resource Network for Disability Inclusion) is a 

technical assistance center that provides resources, confidential assistance, and training to 

guide employers of all sizes in the public and private sectors to recruit, hire, retain, and 

advance individuals with disabilities. The EARN cooperative agreement is managed by the 

Viscardi Center in Albertson, New York and is funded for $1.85 million for 2017. It is 

scheduled to end date of September 30, 2019. 

• The Job Accommodation Network (JAN) is the leading source of free, expert, and 

confidential guidance on workplace accommodations and disability employment issues. 

Those who benefit from JAN's services include private employers of all sizes, government 

agencies, employee representatives, and service providers, as well as people with disabilities 

and their families. JAN is a cooperative agreement grant funded for $2.5 million per 

year. The West Virginia University Research Corporation manages JAN through a

cooperative agreement which runs from September 2012 to September 2017.

• The Partnership on Employment and Accessible Technology (PEAT) works to promote the 

employment, retention, and career advancement of people with disabilities through the 

development, adoption, and promotion of accessible technology. PEAT is in the fifth and 

final year of its funding in which the Rehabilitation Engineering and Assistive Technology 

Society of America in Arlington, Virginia is receiving $950,000 per year. The grant ends on 

September 15, 2018.

Audits and Reports

The Office of Inspector General issued a report on September 26, 2013 entitled, “Verification of 

Office of Disability Employment Policy Remediation Efforts for Prior-Year Information 

Technology Security Recommendations.” The report verified that ODEP had mitigated 14 

identified weaknesses from a September 2010 audit of the Web site Disability.gov and closed the 

associated plan of action and milestones. 

Management 

IT opportunities/challenges 

ODEP has no major internal IT challenges. However, it continues to provide extensive subject 

matter support in evaluating accessible technology for the Department and supporting compliance 

with Section 508 of the Rehabilitation Act for shared services and enterprise solutions both within 

DOL and across the Government. 

Personnel/engagement 

Employee engagement remains a top priority for ODEP, because having a high-performing 

workforce is essential for accomplishing our mission. In 2016, ODEP took a new approach in our 

Employee Viewpoint Survey (EVS) action plan, which will be implemented through FY 17, 

through the establishment of the Employee Engagement Group (EEG). With equal representation 

of bargaining unit members (including union representation) and senior staff/managers, the EEG is 

leading ODEP’s efforts to meaningfully engage our workforce. Based on an analysis of staff input 

collected over the past year regarding areas for possible improvement, the EEG identified the 

following five areas to concentrate on: building a model onboarding experience; strengthening 

opportunity for all staff to develop professionally and contribute to a high-performing team; 
TAB 3: Initiatives

12

focusing on diversity and inclusion and building more trust; and providing more opportunities for 

purposeful and meaningful collaboration across teams. Three staff led advisory workgroups will 

assist the EEG in carrying out this work focused on the following: Professional Development; 

Diversity and Inclusion; and Cross-Team Collaboration. ODEP recommends building upon the 

success of the EVS and continuing implementation of the EEG group. As a result of the Employee 

Viewpoint Survey, ODEP also plans to do a partial renovation in FY 17 to address space and 

lighting deficiencies in its’s annex area. The renovation budget for the project is $1 million.

Calendar

• May 2017 – Announce Theme for National Disability Employment Awareness Month 

(which is in October)

• July 2017 – Workforce Recruitment Program Awards

• July 26, 2017 – Anniversary of Passage of Americans with Disabilities Act

• August 2017 – National Industry Liaison Group Annual Conference (San Antonio, TX) 

• September 2017 – USBLN Annual Conference and Circle Meeting

• October 2017 – National Disability Employment Awareness Month
TAB 4: Budget

13

TAB 4: BUDGET

BUDGET AUTHORITY AND FTE SUMMARY

(Dollars in millions)

FY 2013

Enacted

FY 2014

Enacted

FY 2015

Enacted

FY 2016

Enacted

FY 2017

Request

Budget Authority $36.8 $37.7 $38.5 $38.2 $38.5

FTE 51 51 51 50 48

At-A-Glance

• The Office of Disability Employment Policy (ODEP) was authorized by Congress in FY 

2001. ODEP develops and influences policies and practices to increase the number and 

quality of employment opportunities for people with disabilities.

• Since FY 2010 ODEP has been appropriated funds each year for the Disability Employment 

Initiative (DEI) and works closely with ETA to use those funds to build the capacity of 

American Job Centers (AJCs) to serve people with disabilities and improve the employment 

outcomes of individuals with disabilities.

Budget and FTE Trends

• ODEP’s appropriation increased to a high of $39.0 million in FY 2010 and is currently 

funded at $38.2 million. Aside from increases to address inflationary costs, there are no 

changes requested for ODEP in the FY 2017 President’s Request. 

• ODEP’s authorized FTE has ranged between 48 and 52 since FY 2010. While ODEP has 

always used most of its authorized FTE, the authorized level was reduced to 48 FTE for FY 

2016 due to lapsing three FTE in FY 2015.

• ODEP’s budget authority was reduced by $2.0 million in FY 2013 due to sequestration. 

ODEP was able to avoid furloughing employees, and instead reduced spending in grants and 

contracts.

• With the exception of variations in funding, ODEP’s appropriation language has remained 

unchanged over the previous eight fiscal years.

Staff Contacts

Michelle Fox, Director of Administrative Systems and Financial Services

Fox.Michelle@dol.gov

(202) 693-7889

Courtney Chung, Agency Program Analyst

Chung.Courtney.R@dol.gov

(202) 693-7862
TAB 4: Budget

14

FY 2009 FY 2010 FY 2011 FY 2012 FY 2013 FY 2014 FY 2015 FY 2016 FY 2017

PB

Authorized 41 52 51 52 51 51 51 48 48

Actuals 40 49 51 51 51 48 48 50

0

10

20

30

40

50

60

ODEP

Authorized FTE vs. Actuals, FY 2009-2017
TAB 4: Budget

15

FY 2009 FY 2010 FY 2011 FY 2012 FY 2013 FY 2014 FY 2015 FY 2016 FY 2017

PB

Request $12.4 $37.0 $39.1 $39.0 $39.0 $42.4 $37.8 $38.2 $38.5

Enacted $26.7 $39.0 $39.0 $38.9 $36.8 $37.7 $38.5 $38.2

$0

$5

$10

$15

$20

$25

$30

$35

$40

$45

ODEP

Request vs. Enacted, FY 2009-FY 2016

(Dollars in millions)

FY 2009 FY 2010 FY 2011 FY 2012 FY 2013 FY 2014 FY 2015 FY 2016

Enacted $26.7 $39.0 $39.0 $38.9 $36.8 $37.7 $38.5 $38.2

Inflation Adjusted $26.7 $27.1 $28.0 $28.6 $29.0 $29.5 $29.5 $29.5

$0

$5

$10

$15

$20

$25

$30

$35

$40

$45

ODEP

FY 2009 Inflation Adjusted BA vs. FY 2009-FY 2016 Enacted BA

(Dollars in millions)
TAB 5: Agency Performance

16

TAB 5: AGENCY PERFORMANCE

ODEP supports and educates public and private employers to adopt and implement policies and 

practices that will increase employment opportunities for people with disabilities. ODEP tracks 

policy outputs which include interpretation of current policy or recommendations to change 

policies. The number of annual policy outputs may vary greatly based on enacted legislation or the 

issuance of federal guidelines. 

 

ODEP participates in tens of thousands of technical assistance and outreach events annually in 

order to share information and raise awareness. ODEP also tracks the Number of Effective Practices 

which includes tools that aid in the adoption and implementation of practices and policies to 

enhance employment opportunities of people with disabilities. Effective Practices include toolkits, 

program models, and publications. 

0

50

100

150

200

FY 2013 FY 2014 FY 2015 FY 2016 YTD

Number of Policy Outputs

Number of Policy Outputs

0

50

100

150

200

250

FY 2012 FY 2013 FY 2014 FY 2015 FY 2016 YTD

Number of Effective Practives

Number of Effective Practives

Performance Goal ODEP 3.1 –

Foster inclusive workplaces to 

promote the employment, 

reemployment, retention, and 

advancement of people with 

disabilities.