According to the new OPM report on employment of those with disabilities, since issuance of the 2010 executive order, each agency has written a plan outlining goals and strategies for the outreach, recruitment, retention, and advancement, as part of the agency’s overall recruitment policy and practices.
“Additionally, OPM and partner agencies are working with each federal agency to analyze applicant flow data for candidates with disabilities, allowing the federal government to further improve its outreach and recruitment efforts,” it says.
It said that employees from more than 56 agencies have been trained on recruitment techniques; the Schedule A hiring authority, which allows agencies to hire qualified applicants with certain disabilities without posting the job position; the process for granting reasonable accommodations; and on helping employees who become ill or injured on the job to return to work.
In addition, online training is available on recruiting and retaining persons with disabilities and certain training has been made mandatory for HR personnel and hiring managers. OPM said it will continue to develop new training materials, as well.
Meanwhile, EEOC issued a document titled Tips for Applicants with Disabilities Applying for Federal Jobs, which addresses issues such as the differences between private sector and federal hiring processes; the Schedule A authority; veterans preference, including a special hiring route for those with a 30 percent or more VA disability rating; internship-type programs that can lead to a permanent job; and navigating the job search and application process.
