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WIOA Implementation: Employment First Planning Tool – Jobs for People with Disabilities!

Jennifer Laszlo Mizrahi, President, RespectAbilityUSA Contact: JenniferM@RespectAbilityUSA.org

Donna Meltzer, President, NACDD Contact: dmeltzer@nacdd.org

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Meet Today’s Presenters

Donna Meltzer is CEO of the National Association of Councils on Developmental Disabilities (NACDD), a national nonprofit organization that supports the nation’s 56 governor-appointed DD Councils that work within state government to promote independence, productivity, and integration of people with disabilities through systems change activities. Previously she was the senior director of government relations for the Epilepsy Foundation, where she worked from 1987-1993. She previously served a three-year term as chairwoman of the Consortium for Citizens with Disabilities (CCD) and is also a past chairwoman of the National Health Council’s Government Relations Affinity Group. She is a member of the board of advisors of RespectAbility.

Jennifer Laszlo Mizrahi is President and CEO of RespectAbilty, a non-profit organization working to empower people with disabilities to achieve the American dream. She works regularly with national, state and local policy leaders, workforce development professionals, media and employers, as well as with disability and faith-based organizations in order to expand opportunities for people with disabilities. She has already met with teams from all 50 states, including 40 governors, on WIOA implementation. She has published dozens of op-eds on disability issues, including in USA Today, Huffington Post, The Hill and other publications. Dyslexic herself, she also knows what it means to parent a child with multiple disabilities.

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Governors Leading The Way

Gov. Jack Markell (DE), Jennifer Mizrahi & Doc Sweitzer

Jennifer Mizrahi, Gov. Scott Walker (WI), Lisa Derx and John Pare Gov. Phil Bryant (MS), Jennifer Mizrahi

and other disability leaders

Gov. Dennis Daugaard (SD), Jennifer Mizrahi and other disability leaders

Gov. Terry Branstad

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Challenges and Opportunities

• 21 million working age Americans with disabilities • 70% don’t have jobs, most want to work • WIOA: EVERY STATE must produce a unified strategic plan for providing

training, employment services and vocational education in a coordinated way.

• Opportunity to break down silos and fund best practices. Need to leave failed practices in the past.

• Governors prepared through NGA “Better Bottom Line: Employing People with Disabilities”

• RespectAbility, NACDD, PVA, Best Buddies, NCIL, NOD have prepared a tool to help by showing best practices. See http://respectabilityusa.com/resources/for-policy-makers

• 503 Rules Create New Opportunities for Inclusive Federal Contractors (7% of workforce to be people with disabilities), 402 works for veterans.

• ABLE Act

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WIOA: Breaking Down Silos

EVERY STATE must produce a unified plan for providing training, employment services and vocational education in a coordinated way! Governors should bring together silos of government and workforce needs: Workforce development Tax and other incentives Healthcare Transportation Education Voc. Rehab. Disability Advocates/Stakeholders Employers (USBLN etc.) State can be a model inclusive employer Can encourage state contractors to be inclusive

Required: From DOL-ETA Notice of Proposed Rule Making- Docket No. ETA-2015-0001 Membership of State Workforce Development Board as required by the reg’s: The Governor Members from the State legislature Majority of representatives of businesses Business org’s and trade associations Small Business representatives Labor organization representatives Community-based organizations

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Young People with Disabilities

1,200,000 Americans with disabilities between ages 16 and 20(1).

Every year, 300,000 will age into what should be the workforce.

Whether they will achieve competitive integrated employment, or collect and depend on government benefits, depends largely on your decisions.

High expectations, eliminating stigmas, and connecting them to effective programs and supports can enable positive outcomes.

(1) 2012 Disability Status Report United States, Cornell University. Pg. 16. Link: http://www.disabilitystatistics.org/StatusReports/2012-PDF/2012-StatusReport_US.pdf

Project Search intern Haley McCormick-Thompson lends an attentive ear to a resident at United Hebrew New Rochelle. Photo Cred: POSITIVE EXPOSURE

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1. The majority of Americans with disabilities who are working-age want to work. They represent a talent pool of 20 million Americans who can make companies and organizations stronger and better.

2. Hiring people with disabilities can make companies more successful. Walgreens, EY, AMC, IBM, PEPSI, Starbucks, UPS & others have found this to be true as employees with disabilities, when aligned with their talents and interests, are productive, loyal and have fewer work place accidents than employees without disabilities.

3. Hiring Americans with disabilities can save money for taxpayers. The U.S. spends billions each year on benefits to people who, in most cases, would rather have the respect, friendships and income that jobs and careers brings.

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Benefits for Companies

Benefits of Hiring PwDs (competitive advantage) (Kalargyrou, 2014; Kalargyrou and Volis, 2014)

PwD's turnover rates are lower than people without disabilities (Grant, 1991).

It increases psychological safety and productivity

Improves innovation, problem solving abilities, ability to compete in all markets, react to expectations of diverse consumers.

Establishes positive company image and increasing customer satisfaction

Positive effects on workforce

Increases attendance of both people with and without disabilities (Grant, 1991).

Improves corporate reputation (Grant, 1991).

Walgreens as a case study: http://www.kter.org/conference/materials/docs/SafetyManagement.pdf

2010 Kessler-NOD Survey by Harris Interactive: http://www.nod.org/assets/downloads/01-2011_Exec_Summary.pdf

Lowe’s example: http://nod.org/assets/downloads/NOD_Rutgers_Evaluation.pdf

Challenges

Stereotyping/skepticism

• New studies (Kuo and Kalargyrou 2014)

Productivity issues when there is a mismatch between position and abilities

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First African American to play in Major League Baseball in the modern era, starting in 1947.

Brooklyn Dodgers ended racial segregation in the MLB with the full support of the team.

When they hired Jackie Robinson, the Dodgers enjoyed more athletic success, sold more tickets, and gained a larger fan base. WIN-WIN-WIN.

Jackie’s Athletic Awards: Selected for six consecutive All-Star Games (1949 – 1954)

Won the National League Most Valuable Player Award in 1949

Inducted into the Baseball Hall of Fame in 1962

Jackie Robinson Strategy

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Superstars with Disabilities

Albert Einstein: Autism Spectrum Thomas

Jefferson: Dyslexia

Ludwig von Beethoven:

Deaf

Franklin D. Roosevelt: Post-polio syndrome

Derrick Coleman: Deaf Stephen

Hawking: ALS

Michael J. Fox: Parkinson’s

Disease

Lauren Potter: Down

syndrome

Marlee Matlin: Deaf

Amy Purdy: Uses prosthetic legs

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Find Your Employer Heroes

Every state needs “ leadership employers. ” EY, Prudential Financial, Procter & Gamble, IBM, KPMG, Merck & Co., AT&T, Sodexo, Kaiser Permanente, Comcast, Walgreens, AMC Theaters, hospitals, senior living among others have found they can “do good and do well” at the same time.

• http://abcn.ws/1GCPssI • http://nbcnews.to/1D4l0c3

• The Business Case of Employing People with

Disabilities- Tourism Research & Hospitality Journal- http://scitechnol.com/business-case-of-employing-people-with-disabilities-nl3W.php?article_id=169

• People with disabilities: A new model of productive labor-Advances in Hospitality- http://www.ahtmm.com/proceedings/2012/2ndahtmmc_submission_71.pdf

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Section 503 and Fedspending.org

Example: Contracts Performed in Wisconsin (FY 2011)

Top 5 Contractor Parent Companies:

•Oshkosh Corporation: $4,720,688,212

•Wisconsin Physicians Service Insurance Corporation: $148,403,532

•General Electric Company: $104,174,979

•National Presto Industries Inc.: $104,079,936

•Kimberly-Clark Corporation: $65,551,668 http://www.fedspending.org/fpds/fpds.php?&fiscal_year=2011&stateCode=WI&sortp=u&datype=T&reptype=p&database=fpds&detail=0

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Top Federal Contract Awards Need STEM & Core Competencies – Partner with Education

FY 2012 Rank Parent Company Name Dollars % of total

1 LOCKHEED MARTIN

CORPORATION $23,767,800,735 8.50%

2 THE BOEING COMPANY $17,657,963,624 6.32%

3 GENERAL DYNAMICS

CORPORATION $10,039,976,456 3.59%

4 RAYTHEON COMPANY $7,943,958,323 2.84%

5 NORTHROP GRUMMAN

CORPORATION $7,242,121,652 2.59%

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Look for growing or high turnover employers/work sites that have at least 50 employees each. They can have an HR person centralize accommodations, onboard talent and have potential to hire numerous employees over time.

Look for employers with diverse jobs (e.g., hospitals, senior living communities, big hotels) that are stable or expanding.

Must have market-driven needs for talent. No “make-work” or “charity” jobs.

USBLN and The National Employment Team (CSAVR) are great partners.

Federal contractors on public transportation routes.

You Need Employers/Work Sites

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“Employment-First” Vision

Line up programs from pre-birth to transition to work to be “Employment First”:

Prenatal counseling resources when a parent finds out they are having a child with Down syndrome etc. to let them know there is a job path

Infants and toddler programs: Inspirational resources on career options for people with disabilities

Supports for community service work so that teens with disabilities can volunteer to help in the community – they need to see and be seen for having the ability to contribute (“Summers of Service”)

School IEPs that lead to independence and jobs

Early work opportunities, including supported summer internships for teens with disabilities.

Disability and job data by state: http://bit.ly/1AqpzdB

South Dakota-Governor Employing People with Disabilities in South Dakota https://dhs.sd.gov/NewsandAnnouncements/GovColumnEmployingSouthDakotansWithDisabilities.html

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New York State

73.3% of persons without disabilities aged 18 to 64 are employed.3

32.2% of PwDs aged 18 to 64 are employed.3

68,800 persons aged 16 to 20 have a disability.1

997,500 persons aged 21 to 64 have a disability.1

2,171,581 civilians with a disability live in the community in NY.3

The Employment Gap between PwDs and people without disabilities has decreased 0.7 % pts between 2010 and 2011.3

601,407 people ages 18-64 received SSDI or SSI benefits in the year 2012.3

In 2012, NY’s total expenditure on SSDI benefits for PwDs was $8,018,808,000.3

Voc. Rehab. received 36,015 general applicants and 1,099 blind applicants in NY in 2012.3

Voc. Rehab. obtained 12,386 jobs for PwDs in NY in 2012.3

Gov. Andrew Cuomo (D)

1. 2012 Disability Status Report: New York, disabilitystatistics.org 2. State Data: The National Report on Employment Services and Outcomes, 2013 3. Annual Disability Statistics Compendium

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Prevalence of Disability Among Non-Institutionalized People Ages 16 to 20 in New York in 2012

Source: Cornell University

(68,800)

68,800* 8,900* 7,400* 12,500*

49,500* 11,300* 24,500*

*Total Numbers Reported

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States Not Receiving Their Full Federal Match

State Agency Type Award # Formula Award Amount

Relinquised in Rellotment

Received in Reallotment

MOE Penalty for Prior Year Deficit

Georgia Combined H126A140089 103,487,366 (42,581,367) 0 0

Idaho General H126A140016 15,559,926 (736,206) 0 0

Indiana Combined H126A140019 74,235,848 (14,500,000) 0 0

Iowa General H126A140020 25,355,920 (2,314,114) 0 0

Iowa Blind H126A140021 5,947,685 (596,085) 0 0

Kansas Combined H126A140022 27,757,480 (7,500,000) 0 0

Kentucky General H126A140023 47,125,958 (6,078,400) 0 0

Kentucky Blind H126A140024 7,671,668 (1,071,668) 0 0

Louisiana Combined H126A140025 53,132,592 (17,583,295) 0 0

Michigan General H126A140090 93,023,198 (19,558,448) 0 0

Missouri General H126A140036 56,493,391 (2,000,000) 0 (341,192)

Nevada Combined H126A140041 23,842,499 (5,200,000) 0 (1,300,761)

Ohio Combined H126A140052 127,715,538 (18,215,538) 0 0

Pennsylvania Combined H126A140056 125,831,214 (4,086,378) 0 0

Washington General H126A140071 45,967,372 (250,000) 0 (473,251)

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National Governors Association Jobs for People with Disabilities

Governor Jack Markell of Delaware

Past Chair, National Governors Association

http://bit.ly/1EIZKuz

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Disability Employment First Planning Tool

Disability Employment First Planning Tool Download the PDF

Non-profits committed to jobs for PwDs will stand at your side and help!

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Disability Employment First Planning Tool

I. Making The Best Of Limited Resources

II. Find And Support Businesses In Their Effect To Employ People With Disabilities

III. Make Disability Employment Part Of The State Workforce Strategy

IV. Preparing Youth With Disabilities For Careers That Use Their Full Potential, And Providing Employers With A Pipeline Of Skilled Work

V. Being a Model Employer By Increasing The Number Of PWDs Working In State Government

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I. Making The Best Of Limited Resources

Gathering data regarding your leadership and efforts to address and reduce stigmas and other barriers to employment in your state and make disability employment a part of the state workforce strategy.

A. Internal Issue Awareness and Commitment

1. The Governor and key state leaders have taken the time to understand the issues surrounding the expansion of competitive integrated employment for PwDs

2. The Governor has openly pledged their support to the NGA’s Disability Employment initiative.

3. The State and Governor celebrate and recognize National Disability employment Awareness Month

4. The State is reaching out to make the most of opportunities coming from the Federal government and other partners, and is blending those opportunities for maximum results

B. Raising Public Awareness and Decreasing Stigma

1. The Governor uses their own time, name and office to reduce stigmas and prejudice against hiring people with disabilities. This can be done through media opportunities such as personal statements, appearances, etc. (ex: Conference on inclusive employment of PwDs with Gov. Jack Markell of DE: http://www.inclusiveworkforcesummit.org/

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I. Making The Best Of Limited Resources

2. During speeches to business leaders the governor regularly speaks about the positive business cases of being an inclusive employer.

3. The Governor uses their own time, name and office to reduce stigmas and prejudice against hiring PwDs by demonstrating the positive business case aspects of employing PwDs at least once a month through personal statements, appearances, media events etc.

4. The Governor visits a successful job site in their state quarterly that employs PwDs. Media is invited to report about the experience. (ex: Nebraska Governor Site Visit http://bit.ly/1pIolUm)

5. The Governor is working with public figures/celebrities to do public service announcements or events throughout the year to convince companies to see the advantage of hiring PwDs.

6. The state promotes awareness and inclusive hiring by identifying and publicly praising businesses within the state that are leaders in the inclusion through awards, visibility, or other incentives.

7. The Governor hosts disability employment summits, which include businesses that are making the business-to-business case for inclusive employment to other employers. (ex: http://bit.ly/1OMtDAE)

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II. Find And Support Businesses In Their Efforts To Employ People With Disabilities

A. Communications, Staffing, and Support 1. There is a state-supported centralized agency that distributes

information, resources, integrated employment support and training for businesses that hire PwDs, and this agency makes itself known to employers.

2. The state has enables mechanisms and services which enable businesses to effectively include PWDs

3. The state is working to build and sustain the capacity of front-line staff across systems.

4. There are expectations on provider organizations to assure that they are transitioning to market-driven service models focused on the provision of integrated employment supports and other home community based services.

5. The state has created mechanism to enable people with disabilities, including veterans with disabilities, to navigate multiple service programs. (Ex: Press release for State of Iowa hiring for veterans with disabilities on a non-competitive basis: http://bit.ly/1ENUrc3)

6. The state has a special focus on supporting Federal contractors under the mandate from section 503, including working closely with the United States Business Leadership Council.

Won Shin, senior manager in transaction advisory services at EY speaks with coworker Alejandra Preciat and Francis Smith. Photo Cred: POSITIVE EXPOSURE

Ernst & Young / RespectAbility Webinar- Disabilities to Diverse Abilities: Changing the Workplace Paradigm- http://bit.ly/1c3GMnH

Consumers Addressing the importance of work : http://bit.ly/1DQkATM

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III. Make Disability Employment Part Of The Government Workforce Strategy

A. Policy and Legislation

1. The Governor/state has signed Employment First legislation and/or issued an Executive Order on Employment First. (Iowa’s Employment First Information: http://bit.ly/1GXX2Uf

2. The state is actively working to align policy, practice, and funding across systems to promote integrated employment as preferred outcome.

B. Communication and Representation

1. There is a statewide workforce development board that reports directly to the Governor

2. At least one representative of the disability advocacy community is specifically included in that workforce development taskforce which reports to the Governor: http://msrc.maryland.gov/Pages/default.aspx

3. There are online ad, which are 508 compliant: to find PwDs find services to get jobs before people start receiving benefits. They should also help employers source talented PwDs

Former Project SEARCH intern Dalila Ochoa works in government. Photo credit: POSITIVE EXPOSURE.

State Policy Options for Employing People With Disabilities: http://bit.ly/1DkuuNa National Funders Collaborate to Support Groundbreaking Work in Disability and Employment: http://nyc4a.org/press-release-national-funders-collaborate-to-support-groundbreaking-work Kessler Foundation Grants $450,000 to Ability Beyond for PepsiCo Disability Employment Initiative: http://on.mktw.net/1dIsolm

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III. Make Disability Employment Part Of The Government Workforce Strategy

4. The local regional, and statewide workforce development boards fully support integrated employment as a winning strategy for workforce development. (ex: Iowa job honor awards: http://www.jobhonor.org/)

5. The state has taken steps to market options like vocational rehab to persons who are contemplating or who have applied for SSI/DI in an effort to assist these individuals (Delaware transition assistance: http://www.deldhub.com/index.shtml)

EY Employees Mark Richardson, Won Shin and Lori Golden discuss business in the Time Square Office.

State Vocational Rehabilitation Agencies: http://bit.ly/1AzPlw6 Employment of PwDs Summit with Gov. Terry Branstad of Iowa: http://www.radioiowa.com/2014/07/25/harkin-hosts-forum-with-focus-on-finding-jobs-for-americans-with-disabilities

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IV. Preparing Youth With Disabilities For Careers That Use Their Full Potential, And Providing Employers With A Pipeline

Of Skilled Work

Ensuring that employment of people with PwDs is win- win- win for individuals, businesses, and the state takes persistence, talent, training, and devoted resources. (portal for employers to enable business to include PWD's: https://abilitieswork.employflorida.com/vosnet/Default.aspx & Illinois supports integrated employment as a winning strategy: http://www2.illinoisworknet.com/wioa)

There must be an expectation of work first rather than an outdated system of benefit reliance.

Is your state systematically and proactively using best practices to change that outcome and help youth with disabilities transition into work and meaningful careers. (Delaware DisABILITY Hub provides transition assistance, including in the area of employment: http://www.deldhub.com/index.shtml)

A. Parents And Early Education

1. The state provides accurate and useful tools and resources for expectant mothers. For example see: http://www.downsyndromediagnosis.org/

2. The state provides an early infant and toddler program to all who need it within a reasonable time with an educational component promoting school readiness.

3. The state offers readily available free wrap around services and tools to help parents prepare their children with disabilities for work.

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IV. Preparing Youth With Disabilities For Careers That Use Their Full Potential, And Providing Employers With A Pipeline

Of Skilled Work

B. School To Work Transitions

1. IEPs and ILPs have an expectation of integrated competitive work as a first choice option.

2. The state provides high school degree bound, college, and university students with disabilities with transition services and access to internships, mentorships and work opportunities.

3. The state facilitates and supports performance-based transition apprenticeships for non-degree bound students and young adults that offer hands-on career exploration, worksite-based training and support and placement for people with disabilities coming from school to work.

4. If schools have a gradation requirement of community service hours for students, supports are offered and provided to students with disabilities so they have equal access to integrated community service opportunities.

5. Young people with PwDs are made aware that employment is the first option and made aware of the possibilities that would allow them to avoid long-term dependence.

6. State agencies blend and braid funding with agreements for performance based programs such as Project SEARCH, or PROMISE as a method of achieving Employment First Objectives.

7. The state is confident that it has partnerships and relationships in place to meet the employment needs of all young PwDs transitioning from school to work in any given year. (For assistance in determining the number of student with disabilities in your state who are transitioning from school to work, go to http://www.respectabilityusa.org)

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Project SEARCH: Program Description

One school year or 9 months.

10 – 12 young adults with a variety of intellectual and developmental disabilities.

Instructor and job coaches.

Immersed in host business culture.

Rotations through unpaid internships with continual feedback.

Outcome of employment in the community.

Project SEARCH intern Anthony Telesford is all smiles while working in the kitchen at Mountfiore New Rochelle. Photo credit: POSITIVE EXPOSURE

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Project SEARCH: HUGE $ SAVER!

.

273 programs in 44 states. 2500 young people per year. 60% healthcare, 40% broad mix of

business types. 68% employment. 88% employee benefit eligible.

35% take employee benefits, usually at 5 years.

Benefits alone save roughly 1 million dollars over a lifetime.

Family involvement curriculum to drive familial change in attitude.

The Project SEARCH Definition of a Successful Outcome:

Competitive employment in an integrated setting.

Year-round work.

16 hours per week or more.

Minimum wage or higher

Project SEARCH: www.projectsearch.us Contact Erin Riehle at Erin.Riehle@cchmc.org Upcoming RespectAbility Webinar on Project SEARCH-May 21st, 2015 Register at http://respectabilityusa.com/events RSVP here: https://secure.confertel.net/tsregister.asp?course=6269008

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IV. Preparing Youth With Disabilities For Careers That Use Their Full Potential, And Providing Employers With A Pipeline

Of Skilled Work

C. State Commitment To Accommodations, Accessibility, And Training

Successful employees may have been born with a disability or have acquired disabilities through age, accident, or disease. With reasonable accommodations many can enter and/or remain highly productive in the workforce.

Is your state doing what is needed to keep workers with newly acquired or increasing disabilities in the workforce?

1. Assistive Technology training and support. Resource: https://askjan.org/

2. Universal Accessibility at all of the state’s American Job Centers: http://www.washington.edu/doit/universal-design-process-principles-and-applications

3. Staff that has been fully trained to work with clients with disabilities. (Person First Language)

4. The state VR program is fully matched so that wait lists are reduced or the order of selection does not exist.

5. State vocational rehabilitation quickly and appropriately matches consumers with counselors.

6. State vocational rehabilitation offers technical assistance to the employers about PWDs.

7. The State has created a Ticket to Work Employment Network .

8. All individuals who are eligible for Home and Community Based Services (HBCS) waivers are automatically eligible for employment supports

Digital accessibility in the workplace: http://bit.ly/1F1yCJk

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IV. Preparing Youth With Disabilities For Careers That Use Their Full Potential, And Providing Employers With A Pipeline

Of Skilled Work D. Self Employment, Small Business

Ownership, And Entrepreneurship

1. The state ensures that Small Business Centers are accessible and staff are trained to include and service small business owners and self-employed PwDs.

2. The state encourages micro-lending and other lending to PwD owned small businesses and start-ups.

3. The state offers readily available and free services and tools for PwDs who are entrepreneurs of self-employed. (ex: Delaware integrates resources for job-seekers with disabilities: https://www.delawareworks.com/disabled.php)

Tim Harris , a small business owner. He opened his restaurant Tim’s Place in 2010

Addressing Labor Market Needs and building productive careers for people with disabilities through collaborative approaches : http://bit.ly/1dI7ymc Employer Guide: https://www.whitehouse.gov/sites/default/files/docs/employing_people_with_disabilities_toolkit_february_3_2015_v4.pdf

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V. Being A Model Employer By Increasing The Number Of People With Disabilities In Government

In many states the public sector is the largest employer. However, no matter its size, state government has an important role to play as a successful leader as an inclusive employer and through the state’s contracted employers.

This serves to address both the practical concern of employing more PwDs and the perception problem, by demonstrating best practices and value added to the employer by fostering an inclusive work environment.

A. State Employment Of People With Disabilities

1. There is a Governor’s initiative and identified statewide hiring goal in place for PwDs

2. There are people who self-identify as PwDs, or who have visible disabilities, in senior leadership roles in administration.

3. Inclusion of employees with disabilities is a part of the human resources evaluation of managers in state government.

4. The administration/state uses the contracting system to promote the hiring, retention and promotion of PwDs by state contractors. This includes having a state version of Federal Section 503. FAQ’s on Section 503: http://www.dol.gov/ofccp/regs/compliance/faqs/503_faq.htm

Webinar: Disability and Employment: Research, Policy, & Practice: http://bit.ly/1ES6iqL

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V. Being A Model Employer By Increasing The Number Of People With Disabilities In State Government

B. Performance Goals And Metrics

1. The state has specific measurable annual performance goals for inclusive employment, similar to Executive Order 13548 (http://www.gpo.gov/fdsys/pkg/FR-2010-07-30/pdf/2010-18988.pdf), which requires federal agencies to have performance targets and numerical goals for employment of individuals with disabilities and sub-goals for employment of individuals with targeted disabilities including veterans with disabilities.

2. An official team is responsible for measuring performance metrics against annual benchmarks, has the budget to do so, and reports their results directly to the Governor, key stakeholders, and the public.

3. The state uses an anonymous employee engagement survey to determine if employees with disabilities feel discriminated against, are self-identifying, and are getting the accommodations that they need to succeed in their jobs.

Delaware supports job applicants who need accommodations: http://www.delawarestatejobs.com/disability/index.shtml

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V. Being A Model Employer By Increasing The Number Of People With Disabilities In State Government

C. Accessibility And Accommodation

1. The state provides early tailored supports for Administration/State employees experiencing the onset of worsening or challenging conditions to enable them to continue in the workforce. Resource: http://askjan.org (Delaware supports job applicants who need accommodations: http://bit.ly/1AC5XU3)

2. The states internal and external website is fully accessible ( 508 compliant: http://1.usa.gov/1dKlEDE

3. The state has an accessible document explaining accommodation procedures for applicants, employees and supervisors.

4. The state utilizes accessible electronic record keeping software, databases, communication, and professional development tools.

5. The has a centralized fund or other resources for accommodations and assistive technology for it’s employees with disabilities.

6. The state has a process for employees to confidentially self-identify as having a disability.

7. The state has an accessible emergency policy or procedure in place, inclusive of persons with disabilities

8. The state has and disseminates Self-Identification of Disability forms

9. The state reviews proposed termination to ensure reasonable accommodations were properly considered.

Examples of Web Accessibility: http://bit.ly/1naemrX

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V. Being A Model Employer By Increasing The Number Of People With Disabilities In Government

D. Marketing Of Employment, Efforts, And Services

1. There is a statewide written statement of diversity and inclusion, which directly refers to disability that is not an anti-discrimination policy.

2. The states disability policy, including reasonable accommodation policy, is posted on the states website and is easy for employees and the public to find.

3. The states has an officially recognized disability employee resource group (ERG) or affinity group. (Ex: http://bit.ly/1FMRRVJ)

4. The state distributes diversity awareness information, which includes disability, as part of new hire training.

5. The state annually distributes a memorandum to human resource directors providing guidance on effective use of the Self-Identification of Disability Forms during the on-boarding process.

6. The state has developed and implemented an external communication and marketing plans, including social media, career fairs, and job announcements that the state is encouraging qualified applicants with disabilities to apply.

Federal Sector ERG: http://bit.ly/1R6fi0x Webinar on creating linkages for effective recruitment of candidates with disabilities: https://youtu.be/sD1Xl-91b-I

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Resources

State Data: The National Report on Employment Services and Outcomes, 2013

2012 Disability Status Report United States, Cornell University, 2012: www.disabilitystatistics.org

Federal Contract Lists for Every State-Fedspending: www.fedspending.org

Successful School to Work Transitions-Project SEARCH: www.projectsearch.us

US Business Leadership Network: http://usbln.org/

Job Accommodation Network: https://askjan.org/

Talent Acquisition Portal-Access to Qualified PWDs: https://tapability.org/

State VR Agencies: http://wdcrobcolp01.ed.gov/Programs/EROD/org_list.cfm?category_cd=SVR

Data on Employment & PWDs: http://respectabilityusa.com/resources/for-policy-makers/

2012-2016 State Workforce Investment Act: http://www.doleta.gov/performance/results/AnnualReports/annual_report.cfm

State Workforce Investment Board, Key Workforce Priorities and Fast Facts: http://workforceinvestmentworks.com/workforce_board_info.asp?st=DC

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Upcoming Webinar: “Introduction to Web

Accessibility: Tips and Tricks”

May 21th, 2015, 1:30pm Eastern Time / 12:30pm Central Time / 11:30am Mountain Time / 10:30am Pacific Time

Register at http://respectabilityusa.com/events

RSVP here: https://secure.confertel.net/tsregister.asp?course=6269008

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Let Us Know If We Can Help!

We have many resources for policy makers and employers on our website and are ready to help!

RespectAbilityUSA 4340 East-West Hwy, Suite 1100

Bethesda, MD 20814

www.RespectAbilityUSA.org Cell: (202) 365 – 0787

Jennifer Laszlo Mizrahi President

JenniferM@RespectAbilityUSA.org