Understanding WRP and Pathways. ● Background ● How the WRP Works ● Pathways ● WRP and Pathways ● Schedule A Appointing Authority ● Best Practices ● WRP.

Understanding WRP and Pathways

● Background

● How the WRP Works

● Pathways

● WRP and Pathways

● Schedule A Appointing Authority

● Best Practices

● WRP Website

● Conclusion

Webinar Topics

Copyright © 2012 Page 2

● Started in the 1970s by the Department of Navy.

● Expanded in 1995 by the Department of Defense (DoD) and the President’s Committee on Employment of People with Disabilities.

● Now managed jointly by DoD’s Office of Diversity Management & Equal Opportunity (ODMEO) and the Department of Labor’s Office of Disability Employment Policy (ODEP).

● The WRP:– Is a free recruitment and referral program

– Connects employers with highly motivated postsecondary students and recent graduates with disabilities who are eager to prove their abilities

– Is a great tool to address low participation rate

– May be utilized to fill temporary and permanent needs

WRP Background


● October/November: 100+ federal recruiters interview candidates at over 270 college campuses

● Recruiters rate applicants on a scale of 1-5 in four areas:– Communication

– Direction

– Maturity

– Experience

● Each candidate also receives an “overall” rating

– Must receive a 3 or higher to be included in the WRP database

● In addition to ratings, the WRP database contains contact info, degree, major, GPA, location preference, interview notes, resume, transcripts, and potential accommodation needs

How the Program Works


● Pool of candidates available nationwide and in a wide variety of career fields (100+ majors)

● College Disability Services Office/Career Center confirms and helps recruit and prepare candidates

● Database is opened to all registered employers nationwide in early December and is active for one year

● Employers use the site to hire candidates for summer/temp or permanent positions throughout the year

● Support from Computer/Electronic Accommodations Program (CAP) for summer hires

How the Program Works


For WRP 2013:

●Over 115 recruiters from 20 Federal agencies

●More than 270 college campuses

●2,900 candidates, including undergrad, graduate and law were accepted into database

●Over 600 total hiring actions for 2012 (as of February 11, 2013) in more than 20 agencies world-wide, mostly summer positions, with over 42 permanent hires

Valuable Information on the WRP


● Streamlined programs for students and recent graduates to get started in the Federal workforce and for Federal agencies to recruit, hire, develop and retain these individuals

● Executive Order 13562– Establishes a Pathways framework with three clear program

paths:• Internship Program

• Recent Graduates Program

• Presidential Management Fellows Program

Pathways Programs


● Pathways should not prevent you from hiring WRP candidates.

● Hiring diverse candidates should be part of your agency’s strategic hiring plan.

● Generally speaking, when a hiring manager wants to hire an intern or recent graduate, they have two options for hiring authorities- Schedule A for People with Disabilities or the Schedule D Pathways Program. In both cases, they can use the WRP database to identify qualified candidates for their applicant pools. Here is how!

WRP and Pathways


SCHEDULE A

If hiring managers want to use the Schedule A hiring authority to hire a person with a disability, they can recruit directly from the WRP database without having to publically post the position. The agency or hiring manager would: A.Search the WRP database for qualified candidates and contact them directly with job opportunities. B.Once an eligible candidate is identified, follow the Schedule A regulations (5 CFR 213.3102(u) and provision in 5 CRF part 302).C.Approximately 70% of WRP candidates currently self-identify as Schedule A eligible.

SCHEDULE D

If hiring managers use the Schedule D hiring authority, they can still use the WRP database to recruit qualified candidates. The agency or hiring manger would: A.Publically post the position and follow all Schedule D regulations (5 CFR 213.3402 and provision in 5 CRF part 302). B.Search the WRP database as a means of targeted outreach and contact qualified candidates, encouraging them to apply via USAJOBS for the publically posted position.

WRP and Pathways


● Eligible applicants with a disability who meet the qualification requirements for the position may be hired under a special hiring authority, Schedule A

● Noncompetitively appoint and convert

– “persons with intellectual disabilities, severe physical disabilities, or psychiatric disabilities”

● [5 C.F.R. 213.3102(u). For conversion, see 5 C.F.R. 315.709]

● Permanent, temporary, or time limited appointments

● Excepted Service

● Posting not required

● Must meet qualifications

Schedule A Appointing Authority


● Statement of Job Readiness is NOT required

● Schedule A is not limited to individuals who have targeted disabilities

● Not all candidates with disabilities choose to self-identify as Schedule A eligible

● Expectations of work performance same

● Must accommodate, if necessary

● Documentation to support placement

● Tips:

– The authority is written broadly, don’t limit yourself

– You can search for candidates who self-identify as Schedule A eligible in the WRP database

Schedule A Appointing Authority


● The Schedule A documentation comes from:

– A licensed medical professional (including

psychologists),

– A vocational rehabilitation specialist, or

– Any Federal or state agency that issues or provides

disability benefits

● Schedule A letters should not include specific details

about a candidate’s disability.

Schedule A Documentation


● Search the WRP website for Schedule A appointments first, then move to Pathways

● Strong support from upper management helps

● Consider central funding for WRP hires in keeping with your agency’s strategy for other summer student programs

– DoD, State Dept, FDIC, and the VA have central funding

● Promote the WRP along with other employment programs

● Plan for summer hires well in advance, keeping in mind the December release date; set aside slots if necessary

Best Practices


● Seek out managers who would benefit from staff support in the summer or those who you know will be filling permanent positions

● Plan participants strategically

● Search the database EARLY - the good ones will go fast!

● Communicate success stories throughout the agency

● Treat all interns as interns, esp. when it comes to development opportunities you agency is putting together for Pathways (or other program) interns

Best Practices


● Register as an employer user by going to www.wrp.gov and click on “Register Now” in the top left-hand corner of the page

● Login to the WRP website using the username and temporary password that comes from [email protected]

● Go to the Employers’ Tool page and select “Search Student Database.”

● * New feature- You can now search for keywords in the candidates’ resumes as well as in the interview notes section

Getting Started


● WRP websites: https://wrp.gov and www.dol.gov/odep/wrp

● ODEP website: www.dol.gov/odep

● ODMEO website: http://diversity.defense.gov/

● ODMEO is also on Facebook and Twitter:– https://www.facebook.com/#!/Diversitydefense

– https://twitter.com/#!/ODMEO

● Information about Pathways: – www.opm.gov/hiringreform/pathways

● Email WRP questions at: [email protected]

For More Information…


Thank you for your attention and good luck searching!

Closing


Understanding WRP and Pathways. ● Background ● How the WRP Works ● Pathways ● WRP and Pathways ● Schedule A Appointing Authority ● Best Practices ● WRP.

Documents

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