Transcript Identifying Federal Contractors

Changing Landscapes:
New DOL/OFCCP
Employment
Regulations for Federal
Contractors Requires
Better Rehabilitation
Partners
Presenters:
Cindy Roberts
NOMAYMAMMAYYYVE
MBE FFFF17, 2014
30-year-old nonprofit with a focus on
employment for people with disabilities
NOD has built an array of advisory services and networking opportunities for companies
that are interested in taking a leadership role in the disability cause
FOCUS Increase employment opportunity and
economic self-sufficiency for working-age Americans
with disabilities.
CAROL GLAZER
NOD PRESIDENT
MISSION Expand
the participation and
contribution of the 57 million
Americans with disabilities in
all aspects of life.
PRESIDENT GEORGE W. BUSH, STEVEN
TINGUS & NOD FOUNDER ALAN REICH
New regulations for federal contractors require
companies to improve disability hiring
Key Pieces of the Regulation
Goal:
7% of workforce
comprised of
individuals with
disabilities
Measure and
document
progress
Employers set
goals for hiring
people with
disabilities and
veterans
Requirement to
track and
document efforts
towards
compliance
Analyze efforts
Annual analysis of
disability hiring and
utilization;
development of
corrective action
plans
The market challenge in
disability employment
SUPPLY
Job
Candidates
Regional
Sourcing Agencies
DEMAND
Disconnect between
Corporations &
Sourcing Agencies
Corporations
Seeking Candidates
with Disabilities
Gap in hiring due to number of challenges:
Distinguishing quality among a highly fragmented landscape of
sourcing agencies is challenging
Different cultures: forming stable long- term partnerships is
challenging
Different success metrics
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Copyright © 2014 CONFIDENTIAL
“Bridges to Business”
A proven demand-driven employment
model
Since 2010, NOD has helped more than a dozen Fortune 1000 companies
mount disability employment programs
Rutgers University Evaluation
“Of all the programs designed to place people with disabilities in employment that
[we have] evaluated to date, Bridges demonstrated the greatest success in job
placement…
“Bridges’ demand-driven approach to filling positions – starting with the company’s
job openings…means that employers do not have to sacrifice performance.”
John J. Heldrich Center for Workforce Development at Rutgers University
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Why is the Bridges to Business Model needed?
Company
Quotes/Employer Feedback
Employer #1
“I wanted to hire workers with disabilities and agreed to work with a local
agency but it took too long for them to find any candidates.”
Employer #2
“I wish I had a real community partner who understood my needs and
wanted to meet my objectives --- not theirs!”
Employer #3
“ It seems my company has to go looking for the partners in the community,
and it is confusing. It would be nice to work with one organization that
would manage this for us.”
Employer #4
“I expect more people with disabilities could secure employment if more
programs worked together.”
Employer #5
“We worked with an agency but they couldn’t deliver the talent and when
we expressed frustration, they said they couldn’t really help us and then
we never heard from them again.”
Employer #6
“Help, where do I start? I need help navigating the system.”
Single Point of Contact vs. a Valued Partner
What it looks like…
SINGLE POINT OF CONTACT
 Driven by VR or an Employment
Services Provider.
 One-sided expectations from
Supply side.
 Willing to source candidates from
their caseloads only.
 Services to businesses are
provided on a short term basis and
driven by funding for a particular
person with a disability.
VALUED PARTNER
 Driven by the Business and their
needs.
 Mutual understanding of roles and
expectations.
 Willing to work with other
rehabilitation programs in the
community to find the talent for
businesses
 Services to businesses are seen as
on-going and built on a business
relationship.
Identifying Federal
Contractors
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SHRM Meetings
Economic Development
Jobs Investment Programs
Chamber of Commerce
Industrial Round Table
Virginia Employment Commission
Veterans Representatives
Various Recruiting Websites
Employer Outreach Letters
Next Steps
• Schedule a Meeting
• Ask what partners the employer would like to
have involved in the initial meeting
• Veterans Representatives can be:
– VEC Veterans Representatives
– Wounded Warrior Representatives
– Veterans Employment Transition (VET Team)
• Research the Employer’s website
– Understand their mission, values & product
Meet and Greet
• Determine the Employers Needs
– What can we help you with?
– What types of positions are you seeking to fill?
(view job descriptions if possible)
– What does their ideal candidate look like?
– Will their policies allow for a job coach?
– Will they allow for reasonable accommodations?
– Part-time, full-time, shift work, weekends etc.
Hershey Model
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Corporate Contact
Hershey’s H.E.R.O.S Program Discussed
Point of Contact Established
Tour of Hershey plant for partners and ESOs
Consumers identified and interviewed by BDM and placement
counselor
Consumers completed FCE and simulated work assessment provided
by WWRC
Consumers interviewed by Hershey staff
Selections made
Orientation begins with employment specialist by consumers side
Natural Supports put into place
Home Depot Distribution
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Hired first DARS consumers
Attended Champions Event
Conversations with Hershey
Hired two more consumers
Disability Awareness/Etiquette
training for staff
Private Hiring Events
• DARS identifies consumers (matching ability)
• Lowe’s HRM meet and interview consumers
within the DARS office
Page County HubZone
Hiring Event
Definition
HUBZone is a United States Small Business
Administration program for small companies
that operate and employ people in Historically
Underutilized Business Zones
Focus of the hiring event
• Helping federal contractors connect with a
qualified workforce including IWD and Veterans
Partners
• Economic Development
• Veterans, WIA, local high schools and colleges
Army Corp of Engineers
• DARS conducted two separate trainings for staff
– Disability Awareness/Etiquette training
– DARS Services to Employers
– EO55
– 503 Rules and Regulations
• Commander invited BDM and
Placement Counselor to speak to
federal contractors in the area
CVS Health
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Initial Meeting with Placement Counselor
Handed over to BDM/Communication stalled
Meeting held with DARS Placement/BDMs
WWRC/BDMs toured Regional Learning Center
• Work Experience Agreement put
in action
• Corporate CVS teams with
WWRC in filming video
“Don’t Dis Me”
Nuggets Learned from
a Partnership
• Assignment of a Project Manager to business partner is
critical
• Meeting the needs of the Employer (Roles defined
between DARS BDM, DBVI, ESO Managers, Veterans Reps,
Schools and Workforce Agencies)
• Providers learned the needs of business (importance of
background checks, FCE’s, assessments, job analysis)
• Flexibility of business as well as provider to ensure success
in matching candidates to positions
• Co-workers’ productivity, morale and allegiance increases
• Continuous building of pipeline
• Creating a data base to communicate business relation
results
As you continue on your journey to be more business
driven for employment of people with disabilities…
Think
Differently
• It’s about businesses and their needs -- it is not about you and your needs.
• Leave your perceptions behind regarding business not wanting to hire.
• Create new partnerships – economic development agencies .
Be
Deliberate
• Establish a plan and drive forward
• Know what a successful business relationship looks like and don’t aim too
low.
• Track business relationship – build a data base! ( Retention)
Be
Dedicated
• Disability employment hiring initiatives happens in a movement not a
moment
• Dedicate time, talent & resources similar to all other programs in the
organization.
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Questions?
If you have questions in the future, feel free to contact us:
804-687-9318 (Howard)
greenh@nod.org
540-649-4448 (Cindy)
cindy.roberts@dars.virginia.gov
518-383-4517 ext. 8012 (CVS)
wiinfo@cvscaremark.com
Resources!
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www.nod.org
www.vadars.gov
http://vrworkforcestudio.com
http://virginiajobs777.com/dars/
www.fpds.gov
OFCCP website – pre-award registry