Employment and Disability Institute Employment in the Federal Sector for People with Disabilities A Public Policy Forum March 21, 2008 Cornell University Government Affairs Office Hall of States, Room 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 Disabilities Washington, DC Rutgers University, School of Management and Labor Relations, Program for Disability Research New Brunswick, NJ

Upcoming Policy Forums July, 2008 Speakers & Moderators to be determined Date & Location TBD – Fall 2008 Speakers & 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 Treasury – 1.73% 2. VA – 1.49% 3.Education – 1.36% And the Bottom Three 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 %. 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 Individuals with Tar. Disabilities 8.50 FY05 Average Pay Grade Level 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%)

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 priority Agencies must set a goal – every year! Share the goal with hiring mangers Then 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 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

Solutions – Recruitment For Veterans with Disabilities –- – The Department of Labor’s (DOL) Veterans Employment & Training Service – Hire Heroes – Wounded Warriors Project

Solutions – Recruitment Advocacy Groups – – American Association of People with Disabilities – National Council on Independent Living – Council of State Administrators of Vocational Rehabilitation – Deaf and Hard of Hearing in Government – American Council of the Blind

Solutions – Hiring Schedule A Hiring Authority – 5 CFR (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

LEAD GOAL 2% by 2010 for ALL AGENCIES!

Employment and Disability Institute 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

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, © Note: Percent of all valid respondents, N=1001

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.

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. King Disability 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 § (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 months to 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 King Disability Program Manager Strategic Recruitment & Outreach Branch U.S. Census Bureau (TTY)

Upcoming Policy Forums July, 2008 Speakers & Moderators to be determined Date & Location TBD – Fall 2008 Speakers & Moderators to be determined