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Workers with Disabilities:Meeting Your Recruitment Needs and Diversity Challenges презентация
Содержание
- 1. Workers with Disabilities:Meeting Your Recruitment Needs and Diversity Challenges
- 2. WELCOME AND INTRODUCTIONS 2 |
- 3. CAREERBUILDER'S MISSION IS TO
- 4. “Being a Federal contractor is
- 5. NEW REGULATORY REQUIREMENTS 5 |
- 6. AFFIRMATIVE ACTION AND NONDISCRIMINATION OBLIGATIONS OF CONTRACTORS
- 7. Establishes a 7% workforce utilization goal
- 8. Requires contractors to include mandated language in
- 9. Must post notice in electronic format if
- 10. Required by every Government contractor with 50
- 11. Neither a quota nor a ceiling
- 12. Pre-employment offer stage Invitation can occur when
- 13. Formal arrangements should be made for referral
- 14. Number of applicants and Number of applicants
- 15. Contractor required to perform annual evaluation If
- 16. Contractors may: Develop job training program
- 17. CORPORATE EXPERIENCES 17 |
- 18. A TESTAMENT TO WORK ETHIC 18 |
- 19. HOW THE ARC NETWORK CAN HELP 19 |
- 20. PROVIDING SUPPORT TO COMPANIES
- 21. Our National Scope Over 60 years
- 22. THROUGH SELF-ADVOCATES, PARENTS, SIBLINGS, AND
- 23. A HISTORY OF PROVIDING QUALITY EMPLOYEES 2 |
- 24. Targeted Outreach State Agencies Educational Institutions Local/
- 25. Locally-Based Staffing Solutions Recruitment Assessment Training Placement Services Follow-up Services CORPORATE SERVICES 25 |
- 26. Training and Consultation For Companies Cultural Competency/Workforce
- 27. TalentScout includes information relevant to on-boarding, supporting
- 28. Final Rule: http://www.gpo.gov/fdsys/pkg/FR-2013-09-24/pdf/2013-21228.pdf Frequently Asked
- 29. www.thearc.org Peter Berns Jonathan Lucus berns@thearc.org lucus@thearc.org 202.534.3701 202.534.3706
WELCOME AND INTRODUCTIONS 2 |
Слайд 3
CAREERBUILDER'S MISSION IS TO EMPOWER EMPLOYMENT. WE ARE STRIVING TO ORGANIZE
ALL THE WORLD'S HUMAN CAPITAL DATA AND MAKE IT MEANINGFUL FOR SOCIETY.
CAREERBUILDER’S MISSION
|
Слайд 4
“Being a Federal contractor is a privilege—one that comes with the
reasonable responsibility to abide by the law and provide equal opportunity to all workers. Today’s new rules make those expectations clearer and more meaningful. We are providing specific metrics to help contractors measure their progress toward achieving equal opportunity for people with disabilities.”
TOM PEREZ, SECRETARY OF LABOR
4 |
Слайд 6AFFIRMATIVE ACTION AND NONDISCRIMINATION OBLIGATIONS OF CONTRACTORS AND SUBCONTRACTORS REGARDING INDIVIDUALS WITH
DISABILITIES; FINAL RULE
41 CFR Part 60-741
41 CFR Part 60-741
6 |
Слайд 7Establishes a 7% workforce utilization goal
Requires data collection to measure
effectiveness of affirmative action
Requires invitation to applicants and existing employees to voluntarily self-identify
Requires invitation to applicants and existing employees to voluntarily self-identify
MAIN FEATURES
7 |
Слайд 8Requires contractors to include mandated language in subcontracts to inform of
obligation
Updates definition of disability to comply with ADAAA
Updates definition of disability to comply with ADAAA
MAIN FEATURES
8 |
Слайд 9Must post notice in electronic format if use on-line application
Must indicate
EEO employer in ads
Contract must refer to Section 503 regulation
Contract must refer to Section 503 regulation
EQUAL OPPORTUNITY CLAUSE
9 |
Слайд 10Required by every Government contractor with 50 or more employees and
a contract of $50,000 or more
More than a paperwork exercise
Includes measurable objectives, quantitative analyses and internal auditing and reporting systems
More than a paperwork exercise
Includes measurable objectives, quantitative analyses and internal auditing and reporting systems
AFFIRMATIVE ACTION PROGRAM
10 |
Слайд 11Neither a quota nor a ceiling
Failure to meet goal does not
constitute discrimination
Failure to meet goal requires assessment of:
Personnel policies & procedures
Outreach and recruitment practices
Affirmative Action Program
Identified problems addressed in corrections
Failure to meet goal requires assessment of:
Personnel policies & procedures
Outreach and recruitment practices
Affirmative Action Program
Identified problems addressed in corrections
THE 7% GOAL
11 |
Слайд 12Pre-employment offer stage
Invitation can occur when collecting demographic info
If use internet
applications, invitation can occur after applicant passes basic qualification screen
Periodic invitation to current employees
Monitor placement, promotion, retention practices
Periodic invitation to current employees
Monitor placement, promotion, retention practices
INVITATION TO SELF-IDENTIFY
12 |
Слайд 13Formal arrangements should be made for referral of applicants, follow up
with sources, and feedback on disposition of applicants
Special recruitment efforts to reach students with disabilities
Work study, internships, job shadowing programs
Attract PWDs not currently in workforce
Consider applicants with known disabilities for all job vacancies
Special recruitment efforts to reach students with disabilities
Work study, internships, job shadowing programs
Attract PWDs not currently in workforce
Consider applicants with known disabilities for all job vacancies
OUTREACH AND POSITIVE RECRUITMENT
1 |
Слайд 14Number of applicants and Number of applicants with disabilities
Number of job
openings, Number of jobs filled and, Number of jobs filled by applicants with disabilities
Total number of applicants hired
Retained for 3 years
Total number of applicants hired
Retained for 3 years
DATA COLLECTION
14 |
Слайд 15Contractor required to perform annual evaluation
If % of PWDs in job
group is less than 7%, must review personnel processes and physical and mental qualifications; effectiveness of outreach and recruitment efforts
Develop and execute action-oriented program
Develop and execute action-oriented program
ANNUAL EVALUATION
15 |
Слайд 16Contractors may:
Develop job training program for individuals with certain disabilities
such as TBI or developmental disabilities
Use linkage agreements to recruit program trainees
Contractor must:
Describe the voluntary APP
Include name of the official responsible for the program in the AAP
Include annual report of activities in the AAP
Not use program to segregate IWDs or limit employment opportunities of IWDS
Use linkage agreements to recruit program trainees
Contractor must:
Describe the voluntary APP
Include name of the official responsible for the program in the AAP
Include annual report of activities in the AAP
Not use program to segregate IWDs or limit employment opportunities of IWDS
VOLUNTARY AAP FOR IWDS
16 |
Слайд 21
Our National Scope
Over 60 years of experience supporting individuals with I/DD
Over
670 chapters across the United States
140,000 members
140,000 members
A WEALTH OF EXPERIENCE AND EXPERTISE
21 |
Слайд 22
THROUGH SELF-ADVOCATES, PARENTS, SIBLINGS, AND SERVICE PROFESSIONALS, THE ARC NETWORK HAS
A HIGH LEVEL UNDERSTANDING AND EXPERTISE IN WORKFORCE INTEGRATION.
A DEEP UNDERSTANDING
22 |
Слайд 24Targeted Outreach
State Agencies
Educational Institutions
Local/ National Disability Groups
Employment Networks
Non-Profit Service Organizations
CORPORATE SERVICES
24
|
Слайд 25Locally-Based Staffing Solutions
Recruitment
Assessment
Training
Placement Services
Follow-up Services
CORPORATE SERVICES
25 |
Слайд 26Training and Consultation
For Companies
Cultural Competency/Workforce Diversity Training
Accommodation training
Regulation Required Evaluation and
Reporting Services
For Newly Hired Employees
Interviewing and On-boarding Training
Long-term Retention and Effectiveness Support
For Newly Hired Employees
Interviewing and On-boarding Training
Long-term Retention and Effectiveness Support
CORPORATE SERVICES
26 |
Слайд 27TalentScout includes information relevant to on-boarding, supporting & managing people with
Autism Spectrum Disorder in the following areas:
1. Job Descriptions & Announcements
2. Job Interviewing
3. Disclosure
4. Confidentiality
5. Orientation & Job Training
6. Workplace Accommodations
7. Coworker Relationships
8. Feedback & Evaluation
1. Job Descriptions & Announcements
2. Job Interviewing
3. Disclosure
4. Confidentiality
5. Orientation & Job Training
6. Workplace Accommodations
7. Coworker Relationships
8. Feedback & Evaluation
CORPORATE SERVICES
27 |
Слайд 28
Final Rule:
http://www.gpo.gov/fdsys/pkg/FR-2013-09-24/pdf/2013-21228.pdf
Frequently Asked Questions:
http://www.dol.gov/ofccp/regs/compliance/faqs/503_faq.htm
Fact Sheet:
http://www.dol.gov/ofccp/regs/compliance/factsheets/Sec_503_508c.pdf
Chart of Changes:
http://www.dol.gov/ofccp/regs/compliance/factsheets/Section503_Crosswalk_QA_508c.pdf
USEFUL FEDERAL
LINKS
28 |
Слайд 29www.thearc.org
Peter Berns Jonathan Lucus
berns@thearc.org lucus@thearc.org
202.534.3701 202.534.3706
www.empoweringemployment.com
Gretchen Keefner
gretchen.keefner@careerbuilder.com
773.527.5589
CONTACT INFORMATION
29 |
