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Q 1.Why should I hire a person with a disability?
- A 1. According to the U.S. Bureau of Labor Statistics, in the past 15 years, the available supply of labor has shrunk by one-half its previous size. Human resource professionals are facing the tightest market in 40 years.
- The baby-boom generation is nearing retirement age and there aren't enough younger workers to fill the gap. Meanwhile, individuals with disabilities make up the largest minority in America--some 54 million. And two-thirds of this labor pool is untapped.
- It’s quick and easy to hire people with disabilities in the Federal government. The Schedule A Hiring Authority provides hiring managers with a fast and efficient vehicle for hiring qualified people with disabilities (add link to Schedule A info here).
- The DOTDisabilityResourceCenter (DRC) (www.drc.dot.gov) helps managers provide equal opportunities to employees with disabilities throughout the employment process. From interviewing tips through the hiring process and into the accessible workplace, the DRC helps coordinate the provision of reasonable accommodations with managers to needs assessments, to procurement of technology, training, and information, the DRC eliminates barriers to hiring and retaining employees with disabilities in the DOT workplace.
Q 2. What is the executive order on hiring people with disabilities? How does it apply to me, in my agency?
- A 2. Executive Order 13163, which became effective in July, 2000, calls for Federal agencies to increase employment opportunities for individuals with disabilities employed at all levels and occupations in the Federal Government. It focuses attention on the need to hire and advance qualified individuals with disabilities within the Federal Government. Executive Order 13163 also requires each Federal agency to have a plan as to how it will increase the opportunities for individuals to be hired in the agency. To read the press release, visit: http://www.opm.gov/pressrel/2000/ADAhires.htm. To learn more DOT’s Plan for Hiring Persons with Disabilities, visit: (NOTE: link to HR Plan for Hiring Persons with Disabilities.)
Q 3. In order to be hired, must people with disabilities meet all the qualifications requirements for the job?
- A 3. Yes, people with disabilities must meet all basic qualification requirements for the job in order to be hired, as is true for non-disabled candidates who are hired. Qualified individuals with disabilities must be able to perform the essential functions of the job with or without reasonable accommodation.
- For more information, please refer to the Rehabilitation Act of 1973, as amended.
Q 4. What is reasonable accommodation?
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Q 5. What kind of accommodations would my staff and I have to make if I did hire an individual with a disability? |
- A 5. After you make a job offer or hire an individual with a disability, you would start by asking the individual with the disability, “How may I help you?” Specifically, accommodations are determined on a case-by-case basis and they must take in consideration the specific needs and the existing limitations of the person you hire who has a disability. Accommodations are also determined based on the essential functions of the job, the work environment, the effectiveness of the proposed accommodation, and any alternative means of accommodation.
- Some examples of reasonable accommodations include, assistive technology and services, such as:
- TTYs for use with telephones by people who are deaf;
- Alternative computer keyboards, mice, hardware and software that make computers accessible to people with vision impairments or who have difficulty using their hands;
- Sign language interpreters for people who are deaf or hard of hearing or readers for people who are blind;
- Providing training and other written materials in an accessible format, such as on computer disk, on audiotape, or in Braille; and
- For more information, contact the Disability Resource Center (DRC), DOT’s centralized resource for providing reasonable accommodations: www.drc.dot.gov.
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Q 6. Where can I obtain a needs assessment to respond to a request for accommodation and what resources are available for such an assessment? |
- A 6. Within DOT, we have the Disability Resource Center (DRC) where any employee or applicant with a disability can receive reasonable accommodations to ensure equal access to the workplace. For more information, visit www.drc.dot.gov or contact the DRC directly at: Voice: (202) 493-0625, TTY: (202) 366-5273, or Email: drc@ost.dot.gov.
- Federal employers also may obtain additional guidance on providing reasonable accommodation from the Equal Employment Opportunity Commission (EEOC). Free copies of the EEOC's published guidance on reasonable accommodation and other issues pertaining to non-discrimination against people with disabilities may be reviewed at EEOC’s website.
- To learn more about a specific disability and to obtain reasonable accommodation ideas, contact the DOTDisabilityResourceCenter and visit the Job Accommodation Network’s site: http://www.jan.wvu.edu/media/ideas.html#dis.
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Q 7. Who will pay for this expense? |
- A 7. The DOTDisabilityResourceCenter (DRC) was established in 1999 with a centralized funding pool that operates like an insurance fund. Anytime a DOT Modal Administration employs a person with a disability who needs an accommodation, the DRC is available facilitate the reasonable accommodation process with the supervisor, assess the individual’s needs, identify potential technology or services, and to procure and provide the reasonable accommodation. The DRC does not pay for building modifications such as the installation of ramps and the installation of automatic doors. Generally, the facilities office must provide that support.
- If a client of the State Vocational Rehabilitation program is being hired, the State agency may pay for those accommodations that the individual would be able to use at any job site (e.g., a Braille notetaking device, an assistive listening device for use with the telephone). The State agency generally does not pay for accommodations to a work station or worksite that must then remain at that location after the individual leaves.
- If a client of the Vocational Rehabilitation and Employment Service of the Department of Veterans Affairs (VA) is being hired, the VA may pay the cost of accommodations.
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Q 8. If an employee needs an interpreter, reader, or personal assistant as a reasonable accommodation, how do I hire one? |
- A 8. The DisabilityResourceCenter will work with both the supervisor and the employee with the disability to find an appropriate service provider. The DRC will develop an agreement (in the field or at headquarters) to provide the appropriate service(s) to ensure that the employee has equal access to the workplace and the benefits of employment.
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Q 9. When completing an employee's annual performance appraisal, must I take into consideration the person's disability? |
- A 9. Once any necessary accommodations are made to help the employee with a disability function on the job, no other special considerations need be made. As with a non-disabled employee, an employee with a disability must be evaluated according to the items in his/her annual performance plan or agreement. As with any other employee, direct and honest feedback aimed at improving performance is always appropriate. For more information on employee performance management see OPM's Performance Management Technical Center: http://www.opm.gov/perform/index.asp.
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Q 10. How do I address performance or conduct problems of an employee with a disability? |
- A 10. An employee with a disability who fails to meet performance standards or whose conduct on the job is inappropriate should receive the same treatment as an employee without a disability. In most cases, documentation of poor performance or misconduct should be collected, and the employee should be advised that there are issues of concern. As with any employee, the disabled employee’s failure to address performance or conduct issues may result in letters of counseling, suspension, and even termination. The disabled employee has the same rights as the non-disabled employee to appeal these personnel actions. For additional information, contact your human resources office; OPM also has posted information on employee relations issues on their Employee Relations website: http://www.opm.gov/er/index.asp.
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Q 11. How do I interview a person with a disability? Specifically, are there questions I should not ask? |
- A 11. As with all interviews, the interviewer should have a full understanding of the job requirements before interviewing any candidate. The interviewer should be familiar with his/her agency’s own policies and practices.
- The interview must focus on abilities and how the applicant will accomplish tasks and meet the goals and objectives of the position. Ask all applicants the same questions including whether or not they have any needs that will require reasonable accommodation.
- Do not ask specific questions about an applicant's disability even if the disability is obvious. Some applicants will voluntarily explain how their disability relates to their ability to do the job, but others will not. Even if the applicant does discuss a disability, do not ask any questions about the disabilities relevant to the actual position. It is important not to speculate about how you would perform a specific job if you had the applicant’s disability.
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For more tips on interviewing people with disabilities, review the EEOC guidance on pre-employment inquiries: http://www.eeoc.gov/docs/preemp.html and the Department of Labor’s Office of Disability Employment Policy (ODEP) document, “Preparing for and Conducting an Effective Job Interview” at: http://www.dol.gov/odep/pubs/ek99/jobinter.htm. |
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Q 12. Are there special tips for dealing with someone who has a disability? For instance, should I offer assistance to a person with a disability? |
- A 12. (Any other sites to reference??)Common courtesy should prevail when interacting with individuals with disabilities, as with all other employees. If questions arise as to whether assistance should be offered or whether a particular accommodation is necessary, the best course of action is simply to ask the person with a disability his or her preference. Most people with disabilities will not become offended if asked their preferences and would, in fact, welcome the opportunity to share information that would create a more pleasant work environment for everyone. For more guidance, schedule a workshop with the Disability Resource Center: www.drc.dot.gov. Also, review information provided by the Department of Labor’s Office of Disability Employment Policy, “Attitudinal Barriers” at: http://www.dol.gov/odep/pubs/ek99/barriers.htm.
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Q 13. How do we accommodate a service animal in the office environment? |
- A 13. People with disabilities who work in offices have been using service animals successfully for many years. Service animals may accompany a person with a disability to the office, cafeteria, meetings, and on travel. Since service animals are alert to the needs of their owner, it is important not to interfere or distract them while they are working. Most service animals sleep when not providing service and need to have a safe rest area of adequate size located near their owner. The person with a disability should be allowed to provide water and food rewards for their animal. Offices that are already wheelchair accessible usually have wider hallways and doorways that are accessible enough to provide the individual full access while walking with their animal.
- Individuals with disabilities who use service animals must be allowed time to attend to their basic needs. It is not the responsibility of office colleagues to provide care for the service animal.
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Q 14. How does the attendance of people with disabilities compare with that of non-disabled employees? |
- A 14. Employers have found that people with disabilities and people without disabilities are about the same in terms of attendance and job performance. Perhaps the longest recurring study of employment issues concerning people with disabilities was done by DuPont, a private corporation. For over 35 years, this DuPont study has shown that employees with disabilities are equivalent to other DuPont employees in job performance, attendance and safety.
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Q15. How can travel requirements of a job be accommodated? |
- A 15. If the critical functions of a job involve the need to travel, it is important that job candidates and employees are made aware of this requirement. Many people with disabilities are not limited in their ability to travel or perform temporary duty away from the office. In this case, no accommodation is needed. In other cases, a person's disability may affect his or her ability to travel.
- As with all reasonable accommodations, start with the employee. The accommodation needed for traveling will vary according to a person's disability and the mode, frequency and duration of travel. Constant travel is far different from an occasional trip. Local travel needs are far different from international air travel needs.
- For an employee who uses the services of an interpreter, reader, or personal assistant, it may be a matter of ensuring that the personal assistant, reader, or interpreter accompany the individual on a trip or be available once the individual reaches the destination. The General Services Administration travel regulations also provide authority to allow airline travel by first-class accommodation when a person with a disability is unable to travel standard coach because of space requirements or mobility limitations.
- In some cases, travel may not be involved in a critical job function, and it may be possible to redistribute duties in a work center, giving travel duties to some employees and other duties to those employees who have limitations with regard to travel. Sometimes, after looking at the job requirements and consulting with the individual and professional resources on job accommodations, you may find that the particular job requirements and the particular needs/limitations of a person with a disability are simply not compatible. The important point is not to assume that travel is impossible for a disabled person. In many situations, with a little thought and advance planning, a person with a disability can perform required travel and effectively accomplish the requirements of his/her job.
- For helpful information for travelers with disabilities, contact the Disability Resource Center at: Voice: (202) 493-0625, TTY: (202) 366-5273, or email: drc@ost.dot.gov.
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Q 16. How are people with disabilities appointed? |
- A 16. People with disabilities are appointed through a number of hiring authorities for temporary (one year or less), term (more than one year up to four years), and permanent appointments. The majority of people with disabilities working for the Federal government are in the civil service and were appointed competitively. Competitively means that they applied for a vacancy announcement published by either OPM or an agency. Typically, they were then rated and ranked in comparison to the other applicants for the vacancy and referred to the selecting supervisor for consideration. The selecting supervisor then interviewed and identified which candidate he/she would hire.
- However, there are a number of excepted hiring authorities, meaning competition is not required, that apply to individuals with disabilities. These hiring authorities cover: people with mental retardation; people with severe physical disabilities; people with psychiatric disabilities; disabled veterans enrolled in a VA training program; and veterans determined to be 30 percent or more disabled.
- Consult with the OST Human Resources Office to ensure that you use the best hiring strategy for your specific vacancy.
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Q 17. Is there a streamlined staffing processto hire people with disabilities? |
- A 17. The excepted hiring authorities referenced in question 16 created a streamlined process to hire people with disabilities. Using these excepted hiring authorities eliminates the requirement for competition which may be very time-consuming. The excepted hiring authorities may require that the disabled person have a certification from a State vocational rehabilitation agency or the Veterans Administration.
- Once again, consult your human resources office to ensure that you use the best hiring strategy for your specific vacancy.
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Q 18. What is the summer jobs program for students with disabilities? |
- A 18. The summer jobs program for college students with disabilities is called theWorkforce Recruitment Program (WRP): www.wrpjobs.org. This program is co-sponsored by the U.S. Department of Labor’s Office of Disability Employment Policy and the Department of Defense. The WRP aims to provide summer work experience, and in some cases, permanent employment, for college students with disabilities. The program develops partnerships with other Federal agencies, each of which makes a commitment to provide summer jobs.
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Q 19. If I hire a summer student with a disability, and he/she works out well, can I keep them? |
- A 19. Yes. As part of the WRP: www.wrpjobs.org, students who have a successful summer experience and are qualified for the position may be offered a permanent job. They may be hired under special hiring authorities governing the employment of persons with disabilities. (See also Questions 17 and 18, above, and contact your human resources office for additional information.)
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Q 20. How do I find qualified people with disabilities, so that I can consider them for permanent employment opportunities? |
- A 20. First, contact your Selective Placement Coordinator and your Civil Right’s Organization's Persons with Disabilities (PWD) Manager (or the equivalent). Your agency may already have established recruiting and referral relationships with organizations serving people with disabilities, such as:
- Federal agencies may work directly with these organizations to refer candidates for employment opportunities using the excepted appointing authorities for hiring people with disabilities. The DOT Plan for Employment of People with Disabilities may also include good sources of qualified candidates with disabilities for your vacancies: www.. In addition, individuals with disabilities may always apply for vacancy announcements that are open to the general public.
- The Workforce Recruitment Program (WRP): www.wrpjobs.org for college students with disabilities is a great source of potential candidates when considering college students with disabilities for employment. Employers can access the WRP candidate database by contacting the DOT Departmental Human Resources Corporate Recruitment Office.
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Q 21. Whom should I contact for advice and assistance? |
- A 21. Contact the OST HR Corporate Recruitment Office for advice and assistance on hiring people with disabilities. Your personnel specialist will be able to advise supervisors and managers on the different avenues available to recruit and hire qualified candidates, including individuals with disabilities. If your organization has designated a Selective Placement Coordinator, this individual can help connect you and your HR specialist with interested candidates. Take advantage of all the resources in your agency. (Add Darrett Lomax? Add DRC, Add John Benison –add link to Selective Placement Coordinators within DOT Modal Administrations)
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Q 22. Where can I find more information about hiring people with disabilities and associated issues? |
- A 22. The human resources office within your Modal Administration can obtain information and guidance on hiring people with disabilities from several sources, including the following:
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Workforce Recruitment Program/DOL: www.wrpjobs.org. |
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