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Employment and Disability Institute www.edi.cornell.edu
Employment in the Federal Sector for People with Disabilities
A Public Policy Forum
March 21, 2008
Cornell University Government Affairs OfficeHall of States, Room 333444 North Capitol Street, N.W.Washington, DC 20001
Rehabilitation Research and Training Center on Employment Policy for
Persons with Disabilities
Funded by the U.S. Department of Education National Institute on Disability and Rehabilitation
Research (Grant Number H133B040013)
Collaborating Partners
• Employment and Disability Institute ILR School, Ithaca, NY
• Dept. of Policy Analysis and Management College of Human Ecology, Ithaca, New York
• Mathematica Policy Research, Inc.Princeton, NJ, Washington, DC, and Cambridge, MA
• American Association of People with DisabilitiesWashington, DC
• Rutgers University, School of Management and Labor Relations, Program for Disability Research
New Brunswick, NJ
Upcoming Policy Forums
• July, 2008Speakers & Moderators to be determined
• Date & Location TBD – Fall 2008Speakers & Moderators to be determined
Welcome & Introductions• Andy Imparato, American Association of People
with Disabilities
Panel• Christine Griffin, US EEOC• Susanne Bruyère , Cornell University
• Stephen King, US Census Bureau
Discussant• Anne Sommers, AAPD
Leadership for the Employment of Americans with Disabilities
Employment in the Federal Sector for People with Disabilities
Cornell University / AAPD Forum – March 21, 2008
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
The Latest Statistics
Highest Population of PWTD Overall
1. EEOC – 2.37%
2. SSA – 2.07%
3. DFAS – 1.99%
4. DLA – 1.92%
5. GPO – 1.74%
The Latest Statistics
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
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.
The Latest Statistics
Average GS Pay Levels
FY06 Average Grade All federal employees 10.00 Individuals with Tar. Disabilities 8.50
FY05 Average Pay Grade LevelAll 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 priorityAgencies must set a goal – every
year!Share the goal with hiring mangersThen hold them accountable
Solutions
Train all agency personnel on:
– Responsibilities under the Rehabilitation Act– How to special hiring authorities– Reasonable accommodations
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.
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
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/
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
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!
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
Employment and Disability Institute www.edi.cornell.edu
Employment in the Federal Sector for People with Disabilities:
HR/EEOC and Supervisor Perspectives
Susanne Bruyère Cornell University
Employment and Disability Institute
Employment Disability Nondiscrimination Research
• HR professionals in all Federal sector agencies (n=403, response rate of 97%) and random private sector sample representative across organization size spectrum from SHRM and NBGH memberships (n=865 private sector, 813 SHRM and 52 NBGH; response rates of 73% & 32%)
• Federal Sector supervisors (1,001 surveys completed, by both white-collar and blue-collar supervisors in
16 agencies)
Survey Topics
• Reasonable accommodation process
• Recruitment, pre-employment screening, testing, and new employee orientation
• Health and other benefits of employment
• Opportunities for promotion/training
• Disciplinary process/grievance, dismissal or termination
Survey Topics (cont.)
• Interaction with labor/industrial/collective bargaining issues and other employment legislation/considerations
• Personnel training on the ADA
• Resources used and found most helpful in handling ADA disputes
• Role of disability management/return to work programs in contributing to the accommodation process and the acceptance of employees with disabilities
53
6
3
9
54
3
109
46
32
25
8
36
1514
10
0
5
10
15
20
25
30
35
40
Percent
recruitinglocations
accessible
changewording jobapplication*
changinginterviewquestions
interviewlocations
accessible
modify pre-employment
testing
medical testspost-offer
employeeorientationaccessible
info for hearingimpaired*
info for visuallyor learningimpaired*
restroomsaccessible
Percent Reporting Diffi cult or Very Diffi cult to Make Changes by
Federal/PrivateSectors (of Those Who Made Changes) (S2B1)
Private
Federal
Note: between 10-60% of all organizations did not need to make these changes.Percentages also do not include those who were not able to make the change.
* statistically significantly different across countries (p<.05)
88
7976
71
8581 83
79
33
76
23
54
31
58
28
45
0
10
20
30
40
50
60
70
80
90Percent
of AllRespondents
framing questionsabout job tasks*
restrictions onobtaining med info
restrictions oneliciting medical
info*
when to ask aboutjob tasks
accessing sign langinterpreters
using TTY to set upinterviews*
using a reader* adapting printmaterial*
Percent Reporting Familiar or Very Familiar
with Applicant I nterviewing I ssues by Federal/Private Sectors
Private
Federal
* statistically significantly different across sectors (p<.05)
Source: Survey of the Federal Government on Supervisor Practices in Employment of People with Disabilities. Presidential Task Force on Employment of Adults with Disabilities/Cornell University, © 2002.
Supervisor Familiarity with ADA Interview Considerations
72
71
65
60
49
43
38
36
35
0 10 20 30 40 50 60 70 80
Framing questions to applicants about the ability to performspecific tasks
Restrictions on eliciting medical info
Accessing sign language interpreters
Using TTY or relay service to set up interviews
Using a reader to assist a person with a learning disability orvisual impairment
Percent
Note: Percent of all valid respondents, N=1001
1619
911 12
10
22
43
3134
39
45
49
53
0
10
20
30
40
50
60Percent Yesof all
Respondents
cost of adjustment cost of training cost of supervision attitudes/stereotypes* supervisorknowledge/accom to
make
lack of requisiteskills/training*
lack of related experience
Percent Reporting Barriers to Employment or Advancement for Persons
with Disabilities by Federal/Private Sectors
Private
Federal
* statistically significantly different across sectors (p < .05)
HR/EEO and Supervisor Perspectives on Barriers to Employment or Advancement of People with Disabilities
48%
43%
23%
20%
11%
10%
8%
56%
47%
34%
45%
19%
11%
12%
0% 10% 20% 30% 40% 50% 60%
Lack of related experience on behalf of theperson w ith a disability *
Lack of requisite skills and training on behalfof the person w ith a disability
A supervisor's know ledge of w hichaccommodation to make *
Attitudes/stereotypes *
Cost of accommodations *
Additional cost of supervision
Cost of training
HR/EEO
Supervisors
Source: Disability Employment Policies and Practices in U.S. Federal Government Agencies: EEO/HR and Supervisor Perspectives Presidential Task Force on Employment of Adults with Disabilities/Cornell University, © 2002.
26
69
41 43
62
71
58
71
59
71
81
90
0
10
20
30
40
50
60
70
80
90Percent Reporting
Effective or Very Effectiveof All Respondents
employer taxincentives*
short-term outsideassistance
staff training* on-siteconsultation/tech
assistance*
mentoring* visible top-managementcommitment*
Percent Reporting Eff ective or Very Eff ective Means of Reducing
Barriers to Employment for Persons with Disabilities by Federal/Private
Sectors
Private
Federal
* statistically significantly different across sectors (p<.05)
Means to Reduce Barriers to Employment
85
83
78
76
76
69
67
62
60
59
57
0 10 20 30 40 50 60 70 80 90
Visible top management commitment
Skills training for employees with disabilities
Mentoring
Staff training
On-site consultation or technical assistance
Changing co-worker/supervisor attitudes towards persons withdisabilities
Special budget allocation/centralized accommodation fund
Development and input from a disability advisory group
Include affirmative action and accommodation items in supervisorperformance appraisals
Departmental reward/recognition
Short-term outside assistance with job supervision
Percent
Resources Used to Resolve Accommodation and Disability Discrimination Issuesin Federal Agencies
9085
72 7066
62
5249
4339
20
13
0
10
20
30
40
50
60
70
80
90
100
Co
rpo
rate
/Ag
en
cyE
EO
off
ice
Le
ga
l Co
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(in
tern
al)
Sa
fety
/Erg
on
om
ics
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ff
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te V
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tion
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Re
ha
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tatio
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Dis
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ma
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te R
eso
lutio
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Resulting Recommendations
• Increase visibility of Federal disability goals• Address accommodation knowledge for
specific populations• Failure to make accommodation a common
complaint• Increase use of hiring authorities• Address culture issues• Engage existing organizational resources (i.e.,
HR, EEO, unions, safety, diversity, disability management)
36
Employment in The Federal Sector for People With Disabilities - Schedule A
Stephen M. KingDisability Program Manager
Strategic Recruitment & Outreach Branch
US Census Bureau
Schedule A
• What is it and how does it work?• How does it differ from the traditional hiring process?• How can agencies best utilize it?• What is the role the Disability Program Manager?• What can we do better?
Schedule A
Hiring authority to appoint persons with disabilities
• “… mental retardation, severe physical disabilities, or psychiatric disabilities.” 5 CFR § 213.3102 (u)
• Non-competitively appoint and convert• Two-year probationary period mandatory• Permanent, temporary or time-limited appointments• No posting required – if posted, applicants are referred
Schedule A
Hiring authority to appoint persons with disabilities
• Certificate of eligibles not required• Can be utilized at all grade levels• Qualification standards remain• Performance standards remain
Schedule A – Eligibility
Candidates must have:• Proof of disability; and• Certification of job-readiness
• In lieu of, may offer temporary appointment
Schedule A Certification Documentation must be provided by:
• Licensed medical professional• Licensed vocational rehabilitation specialist• Federal, State / DC, U.S. territory agencies that provide
disability benefits
Schedule A
Flexibility and ease of use• Cut hiring process from 2 - 6 months to 1 - 3 weeks
Use in conjunction with other programs • Workforce Recruitment Program (WRP)
- Summer and permanent
• Employer Assistance and Recruiting Network (EARN)• Computer/Electronic Accommodations Program (CAP)
Schedule A
Keys to increased use:
• Disability Program Manager involved and knowledgeable‑ Certification?
• Education and marketing- Managers, HR professionals, recruiters, school counselors,
vocational rehabilitation specialists, applicants
• Coordination within agencies - Human Resources Department must be involved
• Pool of qualified candidates available
Contact Info
Stephen KingDisability Program Manager
Strategic Recruitment & Outreach Branch
U.S. Census Bureau
301-763-2733
301-763-0376 (TTY)