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.

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 )

2. I NTERNSHIPS
The Workforce Recruitment Program (WRP)
Co‐sponsored by:
• ODMEO, Department of Defense
• Office of Disability Employment Policy (ODEP), DOL

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

5. A CCOMMODATIONS

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

13. W ORKPLACE
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

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

16. Questions and Answers
Questions and Answers