Leadership for the Employment of Americans with Disabilities

Employment in the Federal Sector for People with Disabilities

Cornell University / AAPD Forum – March 21, 2008

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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

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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%

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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

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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.

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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%)

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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.

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Solutions

Make this issue a priorityAgencies must set a goal – every

year!Share the goal with hiring mangersThen hold them accountable

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Solutions

Train all agency personnel on:

– Responsibilities under the Rehabilitation Act– How to special hiring authorities– Reasonable accommodations

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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.

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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

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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/

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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

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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!

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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

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LEAD GOAL

2% by 2010

for ALL AGENCIES!