day 2 afternoon breakout session 1 support in the federal workplace king
DESCRIPTION
There are a variety of traditional and non-traditional resources available to support federal employees - in some cases, whether they have a disability or not. The presenters will provide information on the policies, programs and hiring authorities to support Wounded Warriors as they return to federal employment. Ms. Cohen's discussion will include the accommodation services provided by the Computer/Electronic Accommodations Program (CAP) that starts at the military treatment facility and follows our warriors throughout the employment life cycle. Mr. King will discuss with participants several effective tools that can play a vital role in the success of wounded warriors in the federal workplace from Employee Assistance Programs (EAP), Employee Resource Groups (ERG), and the Job Accommodation Network (JAN), to mentoring, career development, and employee recreation and wellness associations. Each can play a vital role in the success of wounded warriors in the federal workplace.TRANSCRIPT
Successfully Retaining Wounded Warriors Support in the Federal Workplace
STEPHEN M. K INGD IREC TOR OF D I SAB I L I T Y P ROGRAMSD IREC TOR OF D I SAB I L I T Y P ROGRAMS
D IVERS I T Y MANAGEMENT & EQUAL OPPORTUN I T Y
O FF I C E OF THE UNDER S ECRETARY OF D EFENSE ( P&R )
INTERNSHIPSINTERNSHIPS
The Workforce Recruitment Program (WRP)
Co‐sponsored by:
• ODMEO, Department of Defense
• Office of Disability Employment Policy (ODEP), DOL
INTERNSHIPSINTERNSHIPS
WRP is a free recruitment and referral program is a free recruitment and referral program connects federal employers with current college students or
recent graduates with disabilities may be utilized to fill temporary and permanent needs may be utilized to fill temporary and permanent needs provides you access to a candidate pool of 2200+
1300 are Schedule A eligible 6.5% are veterans
may be accessed through www.wrp.gov
Note to DoD agencies: Funding for temporary hires is il bl th h ODMEOavailable through ODMEO
ACCOMMODATIONSACCOMMODATIONS
Bottom line: Absent undue hardship, agencies must provide reasonable accommodations to qualified applicants and employees with disabilities
The Job Accommodation Network (JAN) is a leading source of free, expert, and confidential guidance on workplace accommodations and disability employment issues helps people with disabilities enhance their employability, and
shows employers how to capitalize on the value and talent p y pthat people with disabilities add to the workplace.
JAN is a service of the Department of Labor’s Office of Disability Employment Policy (ODEP)y p y y www.askJan.org
ACCOMMODATIONSACCOMMODATIONS
PROFESSIONAL DEVELOPMENTPROFESSIONAL DEVELOPMENT& Personal
Mentoring
Is usually a formal or informal relationship between two people
Has been identified as an important influence in professional development in both the public and private sector. a senior mentor (usually outside the protégé's chain of
supervision) and a junior protégé.
For wounded warriors, peer mentoring may be especially beneficial – but it’s not always the answer culture, experience, language, etc
Best Practices: Mentoring is available for the Office of Personnel Management (www.opm.gov/hrd/lead/mentoring.asp)
WORK/LIFEWORK/LIFE
Health and Wellness
Physical and mental well‐being are key components of a healthy workforce.
In addition to comprehensive health benefits, the federal government provides: support and assistance to help employees enhance mental
and physical well‐being,
prevent health problems,
engage in health‐promoting behaviors, and
find assistance and support in times of need. pp
WORK/LIFEWORK/LIFE
Health and Wellness: Physical Fitness Programs
Under 5 U.S.C. §7901, agencies may establish and operate physical fitness programs and facilities designed to promote and maintain employee health.
Fitness programs should be designed to improve or maintain an employee's: cardiovascular endurance,
muscular strength and endurance,
flexibility, and
body composition.y p
WORK/LIFEWORK/LIFE
Health and Wellness: Employee Assistance Programs
All Federal agencies provide EAP for employees.
Basic EAP services include free, voluntary, short‐term li d f l f i i ff icounseling and referral for various issues affecting
employee mental and emotional well‐being.
EAP counselors also work in a consultative role with EAP counselors also work in a consultative role with managers and supervisors to help address employee and organizational challenges and needs.
WORKPLACEWORKPLACE
Disability Program Manager (DPM)
Every agency should have a DPM – whether they be full‐time or collateral duty All DoD agencies have DPMs assigned – EEO or HR
Effective DPMs serve as the face of the disability program throughout the
agency and within the community
are key to an effective reasonable accommodation process
provide training on employment matters
assist in targeted recruitment efforts assist in targeted recruitment efforts
promote accessibility of facilities , programs, and technology
remain involved – managers and employees
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General Tips for Communication
“Handicap” is an archaic term Even “disabled” is becoming questionable
Use people first languagep p g g puts the person before the disability, and describes what a person has, not who a person is.
It’s okay to use idiomatic expressions when talking to It s okay to use idiomatic expressions when talking to individuals with disabilities “see you later” “let’s run over there”
Is the disability relevant to the conversation?
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General Tips for Communication
Ask before you help
Be sensitive about physical contact
Think before you speaky p Speak directly to the individual with a disability Respect privacy
Don’t make assumptions Don t make assumptions
Don’t let fear prevent you from communicating or interacting
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General Tips for Interacting with Individuals who use Wheelchairs
Don’t push or touch a person’s wheelchair
Do be seated to carry‐on a conversation at eye level
Don’t lean over the person or ask them to hold items
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General Tips for Interacting with Individuals who are Blind
Do identify yourself before you make physical contact
Provide your name, role, etc
Do introduce to others involved in the conversation
Do offer your arm or shoulder to assist in guiding
When giving instructions, do give specific, non‐visual When giving instructions, do give specific, non visual information
Do announce when you are leaving
If the person uses a dog for assistance do not touch or speak If the person uses a dog for assistance, do not touch or speak to the dog
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General Tips for Interacting with Individuals who have Difficulty Speakingy p g
Never assume that the person has a cognitive disability just because he or she has difficulty speaking
f i d fi d i Move away from a noisy source and try to find a quiet environment
If you do not understand what the person has said, do not pretend that you did Ask the person to repeat it
Be patient and wait for the person to finish, rather than correcting or speaking for the person
If necessary, ask short questions that require short answers, a nod, or shake of the head
Questions and AnswersQuestions and Answers