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

LEAD GOAL

2% by 2010

for ALL AGENCIES!

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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sel

(in

tern

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fety

/Erg

on

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ics

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ff

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te V

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US

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ility

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eso

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nd

ep

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ng

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)

stephen.m.king@census.gov

Upcoming Policy Forums

• July, 2008Speakers & Moderators to be determined

• Date & Location TBD – Fall 2008Speakers & Moderators to be determined