Federal Agency Employment Strategies: a Framework for Disability Inclusion

Federal Agency Employment Strategies: a Framework for Disability Inclusion PDF

Author: U. S. Department U.S. Department of Labor

Publisher: CreateSpace

Published: 2014-11-01

Total Pages: 34

ISBN-13: 9781503301061

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Federal agencies need talented workers to meet new challenges and complete new missions in the 21st century. Currently, there is an underutilized community of talented individuals who want to work and specifically want to work for the Federal Government. In order to better utilize this untapped pool of talent, on July 26, 2010, President Obama signed Executive Order (EO) 13548 on Increasing Federal Employment of Individuals with Disabilities to mark the 20th anniversary of the signing of the Americans with Disabilities Act (ADA). The EO works to establish the Federal Government as a model employer of individuals with disabilities and to improve efforts to employ workers with disabilities through increased recruitment, hiring, advancement, and retention of these individuals. It requires Federal agencies to increase the hiring of people with disabilities by 100,000 over the next five years. EO 13548 is not an isolated effort, but works in coordination with EO 13518 on Employment of Veterans in the Federal Government issued on November 9, 2009; Presidential Memorandum on The Presidential POWER Initiative: Protecting Our Workers and Ensuring Reemployment issued on July 19, 2010; and EO 13583 on Establishing a Coordinated Government-wide Initiative to Promote Diversity and Inclusion in the Federal Workforce issued on August 18, 2011, to recruit, hire, and retain workers with disabilities. EO13583 directs Federal departments and agencies to develop and implement a more comprehensive, integrated, and strategic focus on diversity and inclusion as a key component of their human resources strategies. These Executive Orders augment and complement the requirements under Section 501 of the Rehabilitation Act and implementing regulations and Management Directive 715 (MD-715) requiring Federal departments, agencies, and instrumentalities in the executive branch to prepare an affirmative action program for the hiring, placement, and advancement of individuals with disabilities. Due to the implementation of promising and emerging practices by Federal agencies, more people with disabilities work for the Federal Government now than in the past 20 years. In Fiscal Year (FY) 2011, there were 204,189 employees with disabilities working for the Federal Government, or 11 percent of the Federal workforce. Of these, 18,738 joined the Federal workforce that year, representing 14.7 percent of all new hires. Despite this progress, there is still a great deal of work to be done. In FY 2011, there were 17,845 people with targeted disabilities working for the Federal Government, or 0.96 percent of the Federal workforce. Of these, 1,122 joined the Federal workforce that year, representing 0.88 percent of new hires. To meet the requirements under EO 13548, there are still approximately 60,000 people with disabilities that need to be hired in FY 2012, FY 2013, and FY 2014. Federal Agency Employment Strategies: A Framework for Disability Inclusion identifies existing, promising, and emerging proactive and dynamic employment strategies and practices for recruiting, hiring, advancing, and retaining qualified individuals with disabilities. This tool can assist Federal agencies in making their workplaces inclusive of and welcoming to people with disabilities.

Re-charting the Course

Re-charting the Course PDF

Author: United States. Presidential Task Force on Employment of Adults with Disabilities

Publisher:

Published: 1999

Total Pages: 140

ISBN-13:

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Reports of the committees of the Presidential Task Force on Employment of Adults with Disabilities.

People with Disabilities

People with Disabilities PDF

Author:

Publisher: DIANE Publishing

Published: 1996-12

Total Pages: 97

ISBN-13: 0788135929

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The Federal government funds 130 programs in 19 Federal agencies for the disabled. In 1994, the Federal Government spent over $60 billion on 69 programs targeted exclusively to people with disabilities. This report answers these questions: what Federal programs target people with disabilities, and how many of the programs provide employment-related services; to what extent is information, eligibility, and services coordinated under these programs; what does available evidence suggest about the effectiveness of Federal programs in promoting employment among people with disabilities.

Federal Employment of People with Disabilities

Federal Employment of People with Disabilities PDF

Author: Christine Domzal

Publisher:

Published: 2009

Total Pages: 67

ISBN-13:

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The purpose of this paper is to examine the status of employment of people with disabilities in the Federal Government and to make recommendations for improving federal hiring and advancement of employees with disabilities. The paper summarizes the legal authorities and policy guidance, the responsibilities of various federal agencies charged with ensuring equal opportunity in federal employment, barriers to hiring and advancement, provisions for reasonable accommodations, and agency initiatives. The National Council on Disability has determined that despite laws, regulations, policy guidance, and excepted service hiring authorities designed to promote federal employment opportunities for people with disabilities, barriers to federal employment remain, and the number of employees with disabilities in the federal workforce is low. Recommendations for the Office of Personnel Management include: (1) Reduce the two-year probationary period for employees with disabilities under Schedule A to one year; (2) Require the Federal Equal Opportunity Recruitment Program to include data on employees with disabilities; (3) Establish mandatory training on targeted disabilities for all supervisors within Federal Government agencies; (4) Conduct a marketing campaign to encourage applicants with disabilities; and (5) Conduct a study of best practices in the Federal Government and develop a model program for hiring, retaining, and advancing people with disabilities. Recommendations for Congress include: (6) Request that the Government Accountability Office examine Schedule A employment for people with disabilities; (7) Request that the Government Accountability Office conduct a survey of federal supervisors; (8) Request that the Government Accountability Office study the effectiveness of the preference system for veterans with disabilities; and (9) Grant the Department of Defense Computer/Electronic Accommodations Program (CAP) the authority to include accommodations such as job structuring, telecommuting, and job-sharing. Recommendations for Job Seekers include: (10) Investigate employment opportunities in agencies with critical hiring needs and agencies that have shown a commitment to hiring people with disabilities. (Contains 96 endnotes.).

Managing Diversity In Public Sector Workforces

Managing Diversity In Public Sector Workforces PDF

Author: Norma M. Riccucci

Publisher: Routledge

Published: 2021-06-28

Total Pages: 192

ISBN-13: 1000392902

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Public and private sector workforces in the U.S. look very different today than they did even 25 years ago. The changes are having a significant effect on how organizations manage their workforces. The old styles of managing heterogeneous workforces are proving to be ineffectual, and so management strategies aimed at embracing diversity and inclusion are essential. These strategies can have positive implications for worker satisfaction, morale and – ultimately – the delivery of public services to the American people. Managing Diversity in Public Sector Workforces, Second Edition examines demographic changes to the U.S. labor force and workplace and the ways in which government employers are managing the diverse populations that now fill public sector jobs. Addressing specific management strategies and initiatives relied on by public sector employers, as well as the implications of effectively managing variegated workforces for the overall governance of American society, this book demonstrates the importance of ensuring that programs to promote inclusiveness and diversity that appear on paper are carried through to practice through implementation. The book begins with a review of equal employment opportunity and affirmative action and the extent to which EEO and AA are still relied upon in the workplace. It then examines law and other public policy issues surrounding EEO, AA and diversity management. The remainder of the book focuses on the core of managing diversity in the public sector, exploring the initiatives, strategies, and programs that government employers either do or might rely on to ensure that the demographic mosaic embodied by their workforces is prepared to meet the needs and interests of the American citizenry of the 21st century. Data are provided on the demographics of the federal, state and local government workforces. Separate chapters address each of the following aspects of diversity: race, ethnicity, gender, LGBTQ employment, physical ability, and the intersection of these constructs. Managing Diversity in Public Sector Workforces, Second Edition will be of interest to students of public administration and public personnel management, and it is essential reading for all those involved in managing public organizations.

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