If you recall, President Obama marked the 20th Anniversary of the ADA by signing Executive Order 13548, which calls on federal departments and agencies to increase the recruitment, hiring and retention of people with disabilities. By 2015, 100,000 workers with disabilities are to be hired into the Federal government.
This is a friendly reminder for Federal agencies and contractors... the 1st compliance date is already here! Your plans about how you will increase the hiring of people with disabilities and how you will promote existing individuals with disabilities were due to the Office of Personnel Management (OPM) on March 8th.
Now’s the time to build organizational support for your plan by implementing them in collaboration and partnership with other relevant program offices, such as the Human Resources, EEO/Civil Rights, and Chief Information Officer's organizations. Start by conducting training for Senior leadership, hiring managers, and HR staffing and employee relations specialists on the agency's plan to promote employment opportunities for people with disabilities, including use of the Schedule A for people with disabilities, other tools available to assist agencies in identifying qualified applicants with disabilities for open agency positions, and the agency's procedures for providing reasonable accommodation to job applicants and employees with disabilities.
Consider assigning a Coordinator to recruit individuals with disabilities...someone who has received appropriate disability-related training and can create a workplace and workspace that communicates, “We value the skills and talents you bring to our diverse workforce.”
Review and update all employment information and recruitment materials to ensure accessibility for people with disabilities. Make sure that all information posted on the agency's Internet and Intranet sites is reviewed for Section 508 compliance and, in particular, screen-reader compatibility. Employment information should also be made available in alternate formats such as large print, Braille, and CD.
This information should not be construed as "legal advice" for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.