EEOC Launches Guides to Spur Federal Hiring of Individuals with Disabilities

U.S. Equal Employment Opportunity Commission
Press Release, December 14, 2009

The ABCs of Schedule A” Guides Tailored to All Involved in Federal Hiring Process

WASHINGTON – Advancing its campaign to increase federal hiring of employees with disabilities, the U.S. Equal Employment Opportunity Commission (EEOC) has issued a set of guides on leveraging Schedule A, an authority available to federal agencies to hire and/or to promote individuals with disabilities without competing the job.
The five “ABCs of Schedule A” guides are tailored for each participant in the federal hiring process: Service Providers, Applicants with Disabilities, Human Resources Professionals, Hiring Managers, and Disability Program Manager and/or Selective Placement Coordinator. Each guide is clear, concise, and simple.
“Despite our efforts, the participation rate of individuals with severe disabilities in the federal workforce continues to decline at an alarming rate,” said Acting EEOC Vice Chair Christine M. Griffin. “Agencies have got to do more! I hope that these guides will be useful to individuals seeking federal employment. And I truly hope they will be well used by all those who are responsible for some aspect of recruiting and hiring federal employees.”
The “ABCs of Schedule A” guides represent a continued effort of the EEOC’s LEAD (Leadership for the Employment of Americans with Disabilities) Initiative, which addresses the declining number of employees with targeted disabilities in the federal workforce. LEAD’s goal is to significantly increase the population of individuals with severe disabilities employed by the federal government, and the ABC guides should advance that mission.
Griffin stressed that EEOC’s partnership with the Department of Labor’s Office of Disability Employment Policy (ODEP), and ODEP’s vigorous efforts, made the guides possible.
During LEAD’s first two years, Griffin reached out to leaders throughout federal government to alert and enlist them in the hiring effort. Now, with the ABC guides and other measures, LEAD has shifted to a new phase, focusing on leveraging the “Schedule A” hiring authority to bring aboard employees with disabilities.
All five guides are available on the EEOC’s web site, eeoc.gov, and can be immediately downloaded and printed. Those who would like hard copies of the guides sent may contact the EEOC’s publications center at 800-669-3362.
The EEOC is responsible for enforcing federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.

EEOC ISSUES WORK GROUP REPORT ON FEDERAL ASIAN AMERICAN AND PACIFIC ISLANDER EMPLOYMENT

U.S. Equal Employment Opportunity Commission
Barriers and Misperceptions Persist; Low Participation in Senior Ranks
For Immediate Release
January 9, 2009

WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) today released a comprehensive report prepared by the Asian American and Pacific Islander (AAPI) Work Group containing findings and a series of practical recommendations for EEOC Chair Naomi C. Earp’s consideration. These recommendations address AAPI issues related to federal sector employment, special emphasis programs and the complaints process. The full report, entitled Report to the Chair of the Equal Employment Opportunity Commission, is available on the agency’s web site at www.eeoc.gov/federal/report/aapi.html.
“As a former EEO Director, I am aware of the serious concerns of members of the Asian American and Pacific Islander community regarding barriers to federal sector employment and advancement,” Chair Earp said. “I encourage agencies to carefully review the recommendations contained in this report as they strive to become a model employer for all Americans, including Asian Americans and Pacific Islanders.”
The key recommendations formulated by the AAPI Work Group for the agency’s consideration include the following:
Creating requirements that hold senior leadership accountable for programs that enhance the selection and promotion of qualified AAPI candidates to the highest levels;
Assisting agencies on the in-depth review of workforce data for anomalies or triggers and the effective identification of barriers relating to the AAPI community;
Encouraging agencies to enlist their affinity groups to become liaisons between employees and management;
Providing internal and external assistance to AAPI employees and affinity groups seeking to engage with an agency’s EEO Office;
Re-invigorating the government-wide SES Candidate Development Program, with an emphasis on greater diversity among its participants;
Providing skill development opportunities to AAPI employees to increase their competitiveness for professional progress within the agency; and
Promulgating an Executive Order that addresses issues of discrimination against AAPI employees in the federal sector and that supports programs to encourage professional advancement.
The AAPI Work Group was formed by Chair Earp on October 11, 2007. The Work Group was diverse and was comprised of persons at various levels from a cross section of federal agencies. This was the first of such work groups organized to address issues that directly affect the AAPI community.
The EEOC monitors federal agency compliance with equal employment opportunity laws and procedures. Further information about the Commission’s work with federal agencies and employees is available on the agency’s main web site at www.eeoc.gov/federal/index.html.