Leadership for the Employment of Americans with Disabilities

1. Leadership for the Employment of Americans with Disabilities DOT Civil Rights Leadership Summit May 21, 2008

3. The Latest Statistics (FY06) • 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

4. The Latest Statistics Highest Population of PWTD Overall • EEOC – 2.37% • SSA – 2.07% • DFAS – 1.99% • DLA – 1.92% • GPO – 1.74%

5. 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% The Latest Statistics Rank of the Cabinet Level Agencies by PWTD

6. Rank of the Cabinet Level Agencies by PWTD (FY06) • 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

7. 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 5½% overall, but we still lost almost 15% of all people with severe disabilities.

8. The Latest Statistics Average GS Pay Levels FY06 Average Grade All federal employees 10.00 Individuals with Tar. Disabilities8.50 FY05 Average Pay Grade Level All federal employees 9.98 Individuals with Tar. Disabilities8.43 FY06 Senior Executive Service (SES) Total SES employees 20,070 SES with Tar. Disabilities 93 (0.46%)

9. 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.

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

11. Solutions • Train all agency personnel on: • Responsibilities under the Rehabilitation Act • How to use special hiring authorities • Reasonable accommodations

12. Solutions – Recruitment • 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.

13. Solutions – Recruitment • 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

14. Solutions – Recruitment • 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/

15. 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

16. Solutions – Hiring 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.

17. Solutions – Hiring 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!

18. 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!

19. Solutions – Accommodations • 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

20. LEAD GOAL 2% by 2010 for ALL AGENCIES!