Day 2 Afternoon Breakout Session 1 Support in the Federal Workplace King

296 views
267 views

Published on

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.

Published in: Education, Career, Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
296
On SlideShare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
3
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Day 2 Afternoon Breakout Session 1 Support in the Federal Workplace King

  1. 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. 2. I NTERNSHIPSThe Workforce Recruitment Program (WRP) Co‐sponsored by:• ODMEO, Department of Defense• Office of Disability Employment Policy (ODEP), DOL
  3. 3. I NTERNSHIPSWRP 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. 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  p y p that people with disabilities add to the workplace. JAN is a service of the Department of Labor’s Office of  y p y y Disability Employment Policy (ODEP)  www.askJan.org 
  5. 5. A CCOMMODATIONS
  6. 6. P ROFESSIONAL D EVELOPMENT & PersonalMentoring 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 protégés 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. 7. W ORK /L IFEHealth 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
  8. 8. W ORK /L IFEHealth 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 employees:  cardiovascular endurance,  muscular strength and endurance,   flexibility, and   body composition. y p
  9. 9. W ORK /L IFEHealth 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  li d f lf i i ff i 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. 10. W ORKPLACEDisability 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. 11. W ORKPLACEGeneral Tips for Communication “Handicap” is an archaic term  Even “disabled” is becoming questionable Use people first language p 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?
  12. 12. W ORKPLACEGeneral Tips for Communication Ask before you help Be sensitive about physical contact Think before you speak y 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
  13. 13. W ORKPLACEGeneral 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. 14. W ORKPLACEGeneral 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. 15. W ORKPLACEGeneral Tips for Interacting with                                      Individuals who have Difficulty Speaking y p g 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  f i d fi d i 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. 16. Questions and AnswersQuestions and Answers

×