talent has no boundaries an employers’ guide to recruiting and retaining individuals with...
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Talent Has No Boundaries
An Employers’ Guide to Recruiting and Retaining Individuals with Disabilities
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Talent Has No Boundaries
An Employers’ Guide to Recruiting and Retaining Individuals with Disabilities
2012 Workforce Recruitment Program
● Questions for our experts should be emailed to [email protected]
● Answers to questions we are unable to address during the webinar will be posted on the WRP website at www.wrp.gov and at www.dol.gov/odep/wrp
● The entire webinar also will be placed on the website at www.dol.gov/odep/wrp
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Webinar Logistics
Your Hosts
Sara Mahoney●Business Development Specialist, Officeof Disability Employment Policy (ODEP),U.S. Department of Labor
●Co-director of the WRP
●Masters of Arts from Ball State University in Student Affairs Administration in Higher Education
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Your Hosts
Stephen M. King●Director of Disability Programs, Office of Diversity Management and Equal Opportunity, U.S. Department of Defense (DoD)
●Co-Director of the WRP
●Senior disability policy advisor to the Secretary of Defense
●Responsible for the development of training for DoD’s vast cadre of Disability Program Managers
●Possesses extensive experience in targeted recruitment and outreach
●Graduate of Bellarmine University
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● Background– Origins of the WRP
– How the WRP Works
– Role of the Sponsors
● WRP Website
● Reasonable Accommodations
● Schedule A
● Tips
● Success Stories
Webinar Topics
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● Started in the 1970s by the Department of Navy.
● Expanded in 1995 by the Department of Defense (DoD) and the President’s Committee on Employment of People with Disabilities.
● Now managed jointly by DoD’s Office of Diversity Management & Equal Opportunity (ODMEO) and the Department of Labor’s Office of Disability Employment Policy (ODEP).
● The WRP:– Is a free recruitment and referral program
– Connects employers with highly motivated postsecondary students and recent graduates with disabilities who are eager to prove their abilities
– Is a great tool to address low participation rate
– May be utilized to fill temporary and permanent needs
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WRP Background
● October/November: 100+ federal recruiters visit over 250 college campuses and conduct interviews
● Recruiters rate applicants on a scale of 1-5 in four areas:– Communication
– Direction
– Maturity
– Experience
● Each candidate also receives an “overall” rating
– Must receive a 3 or higher to be included in the WRP database
● In addition to ratings, the WRP database contains contact info, degree, major, GPA, location preference, interview notes, resume, transcripts, and potential accommodation needs
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How the Program Works
● Pool of candidates available nationwide and in a wide variety of career fields (104 majors)
● College Disability Services Office/Career Center confirms and helps recruit and prepare candidates
● Database is opened to all registered employers nationwide in early December and is active for one year
● Employers use the site to hire candidates for summer/temp or permanent positions throughout the year
● Support from Computer/Electronic Accommodations Program (CAP) for summer hires
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How the Program Works
● Work closely with ODEP to manage the program – federal wide– Training, scheduling schools, and recruitment
● Manage the program within DoD – worldwide
● Organize Annual Awards Ceremony
● Supplement ODEP on tech support
● We do our fair share:– Supply 37% of recruiters for the WRP
– Provide 185 workdays for recruiting
– Hire approximately 70% of all WRP Hires• 15% of hires are to permanent or long-term jobs
• Centrally fund over 450 temporary employment opportunities
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DoD’s Role
● Provide accommodations for WRP interns through Computer/Electronic Accommodations Program (CAP), a program of DoD’s TRICARE Management Activity (TMA)
● CAP provides assistive technology to allow DoD and other federal employees with disabilities to access electronic and information technology.
– CAP provides AT to WRP interns throughout the federal sector and to employees of partner organizations
● Since CAP’s inception, 106,228 (and counting) requests for accommodations have been filled.
● Visit CAP online at www.CAP.mil
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DoD’s Role
● Work closely with DoD to manage the program – federal wide
● Manage the entire process that includes: – Coordination of campus recruitment (starting in March each year),
– Coordination of recruiter participation, online training series and materials,
– Trip creation and assignments of recruiters,
– General oversight of on campus recruitment in October and November,
– Follow up with recruiters after recruitment date,
– Plan for and execute release of the database in early December, and
– Answer general questions that come from inquiring stakeholders.
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ODEP’s Role
● Register as an employer user by going to www.wrp.gov and click on “Register Now” in the top left-hand corner of the page
● Login to the WRP website using the username and temporary password that comes from [email protected]
● Go to the Employers’ Tool page and select “Search Student Database.” You are now in search mode.
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Getting Started
www.wrp.gov
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Employer Tools Home Page
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WRP Database Search Page
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Manage Selected Students Page
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Edit Hiring Information Page
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For WRP 2012:
●Over 100 recruiters from 20 Federal agencies
●More than 270 college campuses
●2,770 candidates, including undergrad, graduate and law were accepted into database
●Over 600 total hiring actions for 2011 (as of December 5, 2011) in more than 20 agencies world-wide, mostly summer positions, with over 70 permanent hires
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Valuable Information on the WRP Website
● Noncompetitively appoint and convert
– “persons with mental retardation, severe physical disabilities, or psychiatric disabilities”
● [5 C.F.R. 213.3102(u). For conversion, see 5 C.F.R. 315.709]
● Permanent, temporary, or time limited appointments
● Excepted Service
● Posting not required
● Must meet qualifications
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Schedule A Hiring Authority
● Expectations of work performance same
● Must accommodate, if necessary
● Documentation to support placement
● Tips:
– The authority is written broadly, don’t limit yourself
– Schedule A is not limited to individuals who have targeted disabilities
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Schedule A Hiring Authority
● Agencies are required to have written reasonable accommodation procedures
● Employers are required to provide reasonable accommodations to qualified individuals with disabilities- applicants and employees
● It is an individual’s responsibility to inform you of their disability and request a reasonable accommodation
● You must provide assistance or make changes to enable the worker to do the job. For example:
– lower the height of a desktop for a worker in a wheelchair
– provide TDD telephone equipment for the hearing impaired
– provide a quiet, distraction-free workspace for a worker with attention deficit disorder.
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Reasonable Accommodations
● Dialogue with your worker to find effective and practical solutions.
– “Interactive Process”
● Ensure accommodations requested are in place the day the new employee enters on duty
● Resources are available to help:– Job Accommodation Network
• Free and confidential service
• www.askjan.org
– Computer/Electronic Accommodations Program (CAP)• Provides free assistive technology
• www.CAP.mil
– U.S. Equal Employment Opportunity Commission (EEOC)• www.eeoc.gov/policy/docs/accommodation.html
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Reasonable Accommodations
● Ask candidates if they can perform the essential functions of the job, not about the disability.
● Hire into mission critical positions. Candidates are qualified to do much more for the growth of your organization than just make coffee.
● Be open to the possibility of candidates willing to relocate for the “right” or “perfect” position for them. It could be a win-win for both your agency and the candidate.
● Ask if candidates need accommodations prior to the their start date. If an accommodation is needed, process it as quickly as possible. Don’t forget the Computer/Electronic Accommodations Program (CAP)!
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Tips
● Ann Kaufmann– Department of Homeland Security, U.S. Customs and Border Protection
– Obtained full-time employment
– Helping to ensure WRP Candidates are being hired into permanent positions at CBP
– Initiated an Alliance Agreement w/ ODEP
● Madison Carter– U.S. Army Europe, G1, Office of the Deputy Chief of Staff
– WRP helped to develop skills
– Provided “countless opportunities”
– Obtained full-time employment
● Employer Success Story
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Success Stories
● Strong support from upper management helps
● Consider central funding for WRP hires in keeping with your agency’s strategy for other summer student programs
– DoD, State Dept, FDIC, and the VA have central funding
● Promote the WRP along with other employment programs
● Plan for summer hires well in advance, keeping in mind the December release date; set aside slots if necessary
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Best Practices
● Seek out managers who would benefit from staff support in the summer or those who you know will be filling permanent positions
● Plan participants strategically
● Search the database EARLY - the good ones will go fast!
● Communicate success stories throughout the agency
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Best Practices
Who provides funding for the recruiters to travel?
How do we get schools in our area to participate?
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Providing Answers – Q&A
● WRP website: https://wrp.gov
● ODEP website: www.dol.gov/odep
● ODMEO website: http://diversity.defense.gov/
● ODMEO is also on Facebook and Twitter:– https://www.facebook.com/#!/Diversitydefense
– https://twitter.com/#!/ODMEO
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For More Information…
Thank you for your attention and good luck searching!
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Closing