Disability Employment Policies and Practices in U.S. Federal Government Agencies PDF Download

Author:
Publisher:
ISBN:
Category : Affirmative action programs
Languages : en
Pages : 84

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Author: U. S. Department U.S. Department of Labor
Publisher: CreateSpace
ISBN: 9781503301061
Category :
Languages : en
Pages : 34

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Book Description
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.

Author: United States. Congress. Senate. Committee on Homeland Security and Governmental Affairs. Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia
Publisher:
ISBN:
Category : Political Science
Languages : en
Pages : 104

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Author: Susanne M. Bruyère
Publisher:
ISBN:
Category : Affirmative action programs
Languages : en
Pages : 59

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Author: U.s. Government Accountability Office
Publisher: Createspace Independent Publishing Platform
ISBN: 9781974261970
Category :
Languages : en
Pages : 36

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" In July 2010, the president signed Executive Order 13548 committing the federal government to become a model employer of individuals with disabilities and assigned primary oversight responsibilities to OPM and Labor. According to OPM, the federal government is not on track to meet the goals of the executive order, which committed the federal government to hire 100,000 workers with disabilities over the next 5 years. GAO was asked to examine the efforts that (1) OPM and Labor have made in overseeing federal efforts to implement the executive order; and (2) selected agencies have taken to implement the executive order and to adopt leading practices for hiring and retaining employees with disabilities. To conduct this work, GAO reviewed relevant agency documents and interviewed appropriate agency officials. GAO conducted case studies at Education, SSA, VA, and OMB. "

Author: Christine Domzal
Publisher:
ISBN:
Category :
Languages : en
Pages : 67

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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.).

Author: United States. Congress. House. Committee on Education and Labor. Subcommittee on Employment Opportunities
Publisher:
ISBN:
Category : Law
Languages : en
Pages : 164

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This hearing transcript presents testimony, a prepared statement, and supplemental materials provided by Evan J. Kemp, Jr., Chairman of the Equal Employment Opportunities Commission (EEOC), specifically related to implementation of the Americans with Disabilities Act (ADA). The hearing deals with EEOC enforcement strategies for implementing Title I of the ADA, including the development of clear and concise regulations, policies, and procedures. The hearing specifically addresses: (1) plans for meeting the growing demands by the public and by business entities for information and guidance; (2) plans to handle the potential flood of cases; (3) the concept of reasonable accommodation; (4) training of EEOC employees in disability law; (5) technical assistance to employers and individuals with disabilities; (6) implementation of the Charge Data System and the ADA Tracking System; (7) budget and staffing; and (8) state and local fair employment practices agencies. Supplemental materials include copies of several EEOC publications: "The Americans with Disabilities Act: Questions and Answers,""The Americans with Disabilities Act: Your Employment Rights as an Individual with a Disability,""The Americans with Disabilities Act: Your Responsibilities as an Employer," and regulations published in the Federal Register on equal employment opportunities for individuals with disabilities. (JDD)

Author: Department Justice
Publisher: Createspace Independent Publishing Platform
ISBN: 9781500783945
Category :
Languages : en
Pages : 0

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(a) Design and construction. (1) Each facility or part of a facility constructed by, on behalf of, or for the use of a public entity shall be designed and constructed in such manner that the facility or part of the facility is readily accessible to and usable by individuals with disabilities, if the construction was commenced after January 26, 1992. (2) Exception for structural impracticability. (i) Full compliance with the requirements of this section is not required where a public entity can demonstrate that it is structurally impracticable to meet the requirements. Full compliance will be considered structurally impracticable only in those rare circumstances when the unique characteristics of terrain prevent the incorporation of accessibility features. (ii) If full compliance with this section would be structurally impracticable, compliance with this section is required to the extent that it is not structurally impracticable. In that case, any portion of the facility that can be made accessible shall be made accessible to the extent that it is not structurally impracticable. (iii) If providing accessibility in conformance with this section to individuals with certain disabilities (e.g., those who use wheelchairs) would be structurally impracticable, accessibility shall nonetheless be ensured to persons with other types of disabilities, (e.g., those who use crutches or who have sight, hearing, or mental impairments) in accordance with this section.

Author:
Publisher:
ISBN:
Category : People with disabilities
Languages : en
Pages :

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Author:
Publisher:
ISBN:
Category : Discrimination against people with disabilities
Languages : en
Pages : 2

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