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.
Day 2 Afternoon Breakout Session 1 Support in the Federal Workplace King
1. Successfully Retaining Wounded Warriors
Support in the Federal Workplace
STEPHEN M. KING
D IRECTOR OF D ISABILITY P ROGRAMS
D IVERSITY MANAGEMENT & EQUAL O PPORTUNITY
O F F I C E O F T H E U N D E R S E C R E TA R Y O F D E F E N S E ( P & R )
3. I NTERNSHIPS
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
available through ODMEO
il bl th h ODMEO
4. A CCOMMODATIONS
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
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that people with disabilities add to the workplace.
JAN is a service of the Department of Labor’s Office of
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Disability Employment Policy (ODEP)
www.askJan.org
6. P ROFESSIONAL D EVELOPMENT
& 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)
7. W ORK /L IFE
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.
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8. W ORK /L IFE
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.
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9. W ORK /L IFE
Health and Wellness: Employee Assistance Programs
All Federal agencies provide EAP for employees.
Basic EAP services include free, voluntary, short‐term
counseling and referral for various issues affecting
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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.
10. W ORKPLACE
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
11. W ORKPLACE
General Tips for Communication
“Handicap” is an archaic term
Even “disabled” is becoming questionable
Use people first language
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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?
12. W ORKPLACE
General Tips for Communication
Ask before you help
Be sensitive about physical contact
Think before you speak
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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
14. W ORKPLACE
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
15. W ORKPLACE
General Tips for Interacting with
Individuals who have Difficulty Speaking
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Never assume that the person has a cognitive disability just
because he or she has difficulty speaking
Move away from a noisy source and try to find a quiet
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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