[Ohio-talk] IRS PLAN FOR RECRUITMENT, HIRING AND RETENTION

[Suzanne Turner]

Good Morning,
This is long, but quite informative.
Suzanne


Irs 5 year plan.pdf
Internal Revenue Service
PLAN FOR RECRUITMENT, HIRING AND
RETENTION OF INDIVIDUALS WITH
DISABILITIES/TARGETED DISABILITIES
FY 2011 - FY 2015
Picture of IRS logo
Table of Contents
Table of Contents 2
Background 3
Purpose 4-5
Summary 6
IRS 5-Year Goals 7
Agency Initiatives/Accomplishments 8-12
Strategic Plan 13-20
Conclusion 21
Signature Page 22
Table of Abbreviations 23
BACKGROUND
Approximately 54 million Americans are living with a disability. The Federal
Government has an important interest in reducing discrimination against
Americans living with a disability, in eliminating the stigma associated with
disability, and in encouraging Americans with disabilities to seek employment in
the Federal workforce. Yet, Americans with disabilities have an employment rate
far lower than that of Americans without disabilities, and they are
underrepresented in the Federal workforce. Individuals with disabilities currently
represent just over 5 percent of the nearly 2.5 million people in the Federal
workforce, and individuals with targeted disabilities currently represent less than
1 percent of that workforce.
On July 26, 2000, in the final year of his administration, President Clinton signed
Executive Order (EO) 13163, calling for an additional 100,000 individuals with
disabilities to be employed by the Federal Government over 5 years.
On July 26, 2010, President Obama issued EO 13548. According to President
Obama, "As the Nation's largest employer, the Federal Government must
become a model for the employment of individuals with disabilities. Executive
departments and agencies must improve their efforts to employ workers with
disabilities through increased recruitment, hiring, and retention of these
individuals. My Administration is committed to increasing the number of
individuals with disabilities in the Federal workforce through compliance with EO
13163 and achievement of the goals set forth therein over 5 years, including
specific goals for hiring individuals with targeted disabilities".
The EO requires agencies to develop an agency-specific plan for promoting
employment opportunities for individuals with disabilities.
In order to meet the goals the President set forth in the EO, commitment is
required at all levels of the agency. David Krieg, Director of Workforce Relations
Division, Human Capital Office (HCO), is the Internal Revenue Service (IRS)
agency senior-level official who will be accountable for enhancing employment
opportunities for individuals with disabilities and individuals with targeted
disabilities within the agency and for meeting the goals of the EO.
PURPOSE
The IRS has developed, as specified by EO 13548 and EO 13163, a plan for
increasing federal employment of individuals with disabilities. The strategic goals
and action items contained in this Plan provide a roadmap for the IRS to follow
over the next five years in promoting employment opportunities for individuals
with disabilities/targeted disabilities. As stated in the IRS Strategic Plan, "Without
a high-quality, dedicated workforce, we cannot tackle the challenges posed
by an increasingly complex external environment". The IRS Strategic Plan is
committed to ensuring all employees have an opportunity to reach their full
working potential and career goals. To develop current employees and build our
workforce with qualified new people, IRS will systematically examine and
improve the ways we recruit, train, evaluate and reward employees of all tenures
and positions.
The Office of Equity, Diversity and Inclusion (EDI) endeavors to enhance the IRS'
ability to accomplish its mission by leveraging workforce diversity, further
cultivating a corporate culture permeated by the principles of equity and fairness,
and ensuring that the civil rights of both taxpayers and employees are protected
and enforced. In August 2009, EDI created a Strategic Plan, containing goals,
objectives and strategies which provide a roadmap for the IRS to follow over the
next several years. As stated in the EDI Plan, "attracting and retaining talented,
skilled and knowledgeable people, and preserving the public's trust, are key to
the Service's success". For example, one of their key objectives is to ensure a
working environment in which persons with disabilities always have equal access
to the benefits and privileges of employment.
The following strategies not only support the goals and objectives of the IRS and
EDI Strategic Plans, but are aligned with the requirements of EO 13548 in
promoting employment opportunities for individuals with disabilities/targeted
disabilities.
list of 7 items
*
Recruit widely for positions at all grade levels
*
Ensure the hiring process provides equal access to individuals with
disabilities
*
Increase return to work and retention outcomes for employees who
sustained work-related injuries or illnesses
*
Utilize innovative approaches to provide reasonable accommodation
*
Increase participation of students with disabilities in internships,
fellowships and training/mentoring programs
*
Integrate the hiring, advancement and retention of individuals with
disabilities/targeted disabilities into the Agency's Strategic Planning
*
Provide appropriate training to Senior Leadership and managers to ensure
they understand the agency's commitment to employ and retain
individuals with disabilities
list end
These actions support increasing the opportunity for individuals with disabilities
to be employed in the Federal Government. The IRS Agency specific plan is
intended to be a living document, which will be modified as appropriate to
address emergent issues and additional innovative strategies.
SUMMARY
The EO 13548 adopts the goal set forth in EO 13163 of hiring 100,000
individuals with disabilities into the Federal Government over 5 years, including
individuals with targeted disabilities. The EO outlines the operational
responsibilities required by all agencies. The IRS Plan for the Recruitment,
Hiring and Retention of Individuals with Disabilities/Targeted Disabilities will
address these responsibilities. This plan provides recruitment, hiring and
retention actions to assist the agency in increasing the number of individuals with
disabilities in the IRS through compliance with EO 13548 and achievement of the
goals set forth therein over 5 years, including specific goals for hiring individuals
with targeted disabilities. This document was developed through a collaborative
effort of representatives from HCO, EDI, and the IRS Disability Office (IDO).
Key Requirements of the Executive Order are as follows:
list of 9 items
*
Designate a senior-level agency official to be accountable for enhancing
employment opportunities for individuals with targeted disabilities within
the bureau
*
Provide mandatory training on hiring people with disabilities for human
resources personnel and hiring managers
*
Develop an agency-specific plan for implementing the Executive Order
and promoting employment opportunities for individuals with disabilities
*
Include performance targets and numerical goals for employment of
individuals with disabilities and sub-goals for employment of individuals
with targeted disabilities
*
Increase the use of the Federal Government's Schedule A excepted hiring
authority for persons with disabilities
*
Increase participation of individuals with disabilities in internships,
fellowships, and training and mentoring programs
*
Report on progress to the Director of OPM and the Director of OMB
*
Implement strategies for retaining federal workers with disabilities in
federal government
*
Make special efforts to ensure the retention of those who are injured on
the job.
list end
IRS 5-YEAR GOALS
The EO13548 directs agencies to increase the employment of persons with
disabilities (PWD) and persons with targeted disabilities (PWTD). In order to
comply with Treasury's Workforce EO standards, IRS will:
list of 1 items
*
Increase employment of people with disabilities over the next five (5)
years to 10% of the agency permanent workforce.
list end
list of 1 items
*
Increase employment of people with targeted disabilities over the next five
(5) years to 2% of the agency permanent workforce.
list end
5-YEAR GOALS FOR PWD/PWTD
Table 1. 5-Year Goals

table with 6 columns and 3 rows

2011 Projected
2012 Projected
2013 Projected
2014 Projected
2015 Projected
Persons with Disabilities (PWD)
9.60%
9.85%
10.0%
!0.0%
10.0%
Persons with Targeted Disabilities (PWTD)
1.87%
1.95%
2.0%
2.0%
2.0%
table end

AGENCY INITIATIVES/ACCOMPLISHMENTS
The IRS is committed to becoming a model employer for individuals with
disabilities and targeted disabilities. The Agency is focused on the recruitment,
hiring and retention of individuals with disabilities through the development and
execution of its Plan for the Recruitment, Hiring and Retention of Individuals
with Disabilities. The IRS has already established various initiatives, programs
and processes that are clearly in line with the requirements outlined in EO 13548.
For example:
list of 1 items
*
Within the Workforce Relations Division, the IRS Disability Office stood up on
February 13, 2011. The IRS Disability Office is a unique design concept, one
that delivers a holistic approach to disability program management by
bringing together the operational component of Reasonable Accommodation
case work, service delivery, and policy, oversight, and education.
list end
list of 1 items
*
The Disability Task Force for Schedule A Hiring and Recruitment was
formed in July of 2009 to take a critical look at the IRS' current policies and
practices and to research best practices in the public and private sector as
they pertain to attracting, hiring, promoting and retaining people with
disabilities. Members included representatives from all key stakeholder
groups, including W&I, HCO, AWSS, MITS, EDI (formerly EEOD) and SB/SE.
list end
Research by the task force included analysis of MD-715 statistics, recruiting
and hiring statistics, benchmarking and best practices research, analysis and
documentation of current relevant training, and an electronic survey of Human
Resources (HR) professionals, employee support group representatives,
Information Resources Accessibility Program (IRAP), Alternative Media
Center (AMC), and other stakeholders. The Task Force conducted extensive
interviews with recruiters, EDI staff in National Office and the field, and other
key organizations. We categorized and prioritized areas for detailed research
into three general areas:
list of 3 items
*
Recruitment, Training and Development
*
Tracking and Managing Recruitment and Hiring
*
Communications and Tools
list end
Key task force recommendations included:
list of 1 items
*
Increase participation of persons with disabilities in mentoring programs
and leverage leadership readiness programs to ensure leader application
of diversity skills and to build program commitment.
list end
list of 1 items
*
Dramatically expand university level intern programs for persons with
disabilities by using proven sources and tripling the number of sources.
list end
list of 1 items
*
Develop training content for IRS leadership development and recruiter
training curricula relating to recruiting and hiring persons with disabilities.
list end
list of 1 items
o
Developed and identified uniform training to be provided to all
IRS recruiters on disability hiring. Created and revised toolkit for
Recruiter Training October 26-29, 2010. Tools and job aides
posted to Recruiter SharePoint site.
list end
list of 1 items
*
Establish a new industry partnership, based on the Lion's World Program
success, which targets another specific disability.
list end
list of 1 items
*
Market the program and tools and promote cross-organization partnering
of stakeholders through town hall sessions (hosted during existing
management meetings).
list end
list of 1 items
*
Establish a centralized repository to track and manage Schedule A
recruitment and hiring. Eliminate informal repositories and databases.
list end
list of 1 items
o
December 2010, convened a Subject Matter Expert (SME) Task
Group to develop and establish a centralized Schedule A
database in Employment, Talent and Security (ETS). Developed
policy and guidelines regarding the operation, use and
governance of the database and drafted procedures for staff and
end users. The Hiring Flexibilities Database (HFD) is tailored to
house resumes for Schedule A applicants.
list end
list of 1 items
*
Ensure service levels for Schedule A applicants adhere to established
standards and that follow-up procedures and roles are clearly defined.
list end
list of 1 items
*
Develop a centralized web source with tools to support stakeholders in
the Schedule A recruiting, hiring and development process.
list end
list of 1 items
o
June 2010 implemented an enterprise-wide Schedule A website to
meet the needs of all internal and external customers. Cited as
the IRS best-practice website for Schedule A recruitment and
hiring, the website provides a toolkit, job aides, success stories,
communication and support products.
list end
list of 1 items
*
Communicate and market the benefits of diversity and inclusion (the
business case) to all employees to raise awareness and support for a
culture that supports diversity and inclusion in the workforce.
list end
list of 1 items
*
Included information on recruiting, hiring and development of
PWD/PWTD into the Administrative Procedures for Managers (APM).
list end
list of 1 items
*
In January 2011, the IRS and NTEU signed a Memorandum of Understanding
(MOU) authorizing the Servicewide use of Video Relay Service (VRS) by
Deaf and Hard of Hearing (DHOH) IRS employees. VRS is a telephone
communications tool that connects DHOH individuals who use American Sign
Language (ASL) to video interpreters, allowing them to speak to hearing
individuals. During the VRS pilot within IRS, 92% of users reported the tool
provided them with better quality of communication, 88% reported an
increase in job satisfaction, 88% said it improved their ability to work
independently, and 63% said they believed it would provide them with
additional job opportunities. Servicewide deployment of VRS is now
underway.
list end
list of 1 items
*
IRS Lean Six Sigma (LSS) teams are currently evaluating individual portions
of the Reasonable Accommodation (RA) process from beginning to end in
order to reduce cycle time. This methodical review of individual portions of
the overall RA process should lead to greater improvements than may be
achieved through a singular review of the overall process.
list end
list of 1 items
o
Review and implementation of improvements have been completed for the
following processes:
list end
list of 1 items
*
The EDI Operations (formerly Equal Employment Opportunity &
Diversity Field Services) RA process review was completed in the
2nd Quarter FY2010. Recommendations included implementation
of a new intake process, greater fulfillment coordination (i.e. with
Facilities & IT), revision of the RA request form, and distribution of
Just-in-Time Fact Sheets to explain status. Cycle time from receipt
to decision reduced by 53% (45 days pre-LSS to 21 days after
implementation). Cycle time from receipt to delivery of
accommodation decreased 20% (101 days in FY09 to 81 days in
FY10). Contributing to the reduction in cycle time was a 66%
reduction in cases being sent to Federal Occupational Health
(FOH); removing 28 days from cycle time.
list end
list of 1 items
*
The AWSS Real Estate and Facilities Management (REFM)
Delivery Channel review was completed in the 1st Quarter
FY2011. Project goals were to: reduce cycle time, standardize the
process from receipt to closeout, and create tools for closeout
requirements and communications with customers. Initial results
from the nation-wide pilot show a 66% decrease in cycle time from
approval to delivery and a 60% reduction in cycle time from order to
delivery.
list end
list of 1 items
o
Processes either currently under LSS review or scheduled to begin in the
near future:
list end
list of 3 items
*
On-Boarding Process - Pilot to be completed in 3rd Quarter
FY2011.
*
Reassignments - Initial Opportunity Assessment completed in 1st
Quarter FY2011.
*
Modernization & Information Technology Services (MITS) RA
Delivery Channel - Initial Opportunity Assessment completed in
2nd Quarter FY2011.
list end
list of 1 items
*
The Information Center for Accessibility Needs (iCAN) website was
launched in October 2010. iCAN is a centralized source for IRS disability
information designed to not only allow employees with disabilities easier
access to information to help them do their jobs, but also to help educate all
IRS employees about disability issues which may breakdown stereotypes.
list end
list of 1 items
*
The Managers Resource Center (MRC) is a Workforce of Tomorrow
initiative dedicated to providing IRS managers with daily resources. In
December 2010, iMANAGE, an interactive website was made available to all
IRS managers. The site contains four Communities of Practice (CoPs), that
provide targeted information, advice, and interactive features for managers to
work more efficiently. Visitors to the iManage site report an average time
savings of 15 minutes per visit compared to how long it would take to locate
similar information on other IRS intranet sites.
list end
list of 1 items
*
The IRS Workers' Compensation Center (WCC) partnered with EDI
Operations to establish an MOU that sets forth the agreement to collaborate
to provide accommodations for employees who are injured on duty. The MOU
clarifies the roles and responsibilities and obligations of these two organizations
as they work together to identify suitable assignments.
list end
list of 1 items
*
The IRS WCC developed a Return-to-Work policy to outline the process for
identifying suitable work assignments for individuals who are medically unable to
return to their positions. This guidance provides procedures addressing cross-
functional coordination to enhance placement opportunities and facilitate return-
to-work efforts for injured workers.
list end
list of 1 items
*
To assure that every effort is made to retain our injured workers, the WCC has
established a protocol for internal management of cases where restrictions may
preclude employment. The WCC Case Management Specialist will complete the
action protocol prior to requesting external vocational rehabilitation assistance
from the Office of Workers Compensation Program (OWCP). The IRS WCC has
developed an internal system to track return to work rates. This system has been
in place for several years.
list end
Workers' Compensation Center Goals:
2011 - Return to Work Rate 85.5%
2012 - Return to Work Rate 87.3%
2013 - Return to Work Rate 89.0%
2014 - Return to Work Rate 90.8%
2015 - Goal not set
list of 1 items
*
The IRS has assigned a full-time Selective Placement Coordinator (SPC), GS-
13/14, for purposes of recruiting individuals with disabilities. The SPC will advise
management regarding disability recruitment, hiring, advancement and
retention.
list end
list of 1 items
*
Although the rest of the Federal government has established a partnership
with Department of Defense's (DOD) Computer/Electronic Accommodations
Program (CAP), the IRS continues to utilize its own Information Resources
Accessibility Program (IRAP), a program that provides information
technology-based accommodations to Workforce Recruitment Program
(WRP) students and employees with disabilities through centralized Agency
funding. IRAP's responsibilities include:
list of 7 items nesting level 1
*
Deliver technical guidance and support on Section 508 and accessibility
principles.
*
Provide Section 508 conformance oversight for all IT requisitions, capital
planning documents and ELC milestones.
*
Evaluate the needs of qualified individuals with disabilities to determine
the appropriate assistive technology to accommodate functional
limitations.
*
Evaluate new assistive technologies for potential use within the IRS.
*
Purchase assistive technology, maintenance, and training, if required.
*
Assist customers with assistive technology features & functions.
*
Provide technical assistance to local Desktop Support staff to resolve
complex assistive technology hardware and software issues.
list end nesting level 1
list end
STRATEGIC GOAL #1 -RECRUIT WIDELY FOR POSITIONS
AT ALL GRADE LEVELS

table with 5 columns and 6 rows

ACTION ITEM(S)
EXPECTED OUTCOME
RESPONSIBLE OFFICE(S)
TARGET/COMPLETION DATE
Partner with responsible stakeholders in development and implementation of an IRS-wide Recruitment Plan which meets the IRS business needs and incorporates
key requirements of E.O. 13548 related to hiring individuals with disabilities at all grade levels and in various job occupations (series) over the next
5 years.
Make the IRS the "Employer of Choice"
IRS Disability Office (IDO), BOD/FOD and IRS Recruitment Office (IRO)
04/2012

Issue a memo to managers emphasizing the Agency's commitment to recruit, hire and retain persons with disabilities and encouraging managers to increase
their use of special hiring authorities to fill vacancies.
Increased awareness of Schedule A and other special hiring authorities will result in an increase in employment opportunities for persons with disabilities.

IDO
05/2011

Continue partnership and
collaboration with community
organizations, public and
private agencies that provide
employment services to
Persons with Disabilities and
Persons with Targeted
Disabilities.
(www2.ed.gov/about/offices/list/osers/rsa/)
list of 4 items
*
State Vocational
Rehabilitation
Agencies (SVRA)
*
State Disability
Service Agencies
*
Department of
Veterans Affairs
*
Community and
governmental
groups
list end
Marketing the IRS as the best place to work for persons with disabilities
IRO Relationship Management and Media & Marketing
One half of Action item Completed in FY 2010 3/2011

Increase outreach efforts using traditional and nontraditional methods to reach persons with disabilities. For example:
list of 4 items
*
Social Media outlets:
Facebook, Twitter,
Second Life
*
Electronic job postings
*
Marketing and media
through IRS Count on
Me Campaign
*
Direct e-mail
messages to disability
advocacy groups
list end
Marketing the IRS as the best place to work for persons with disabilities
IRO Relationship Management and Media & Marketing; ETS, EDI, HCO, Partners, and Stake-holders
FY 2010
On-going
table end

table with 5 columns and 4 rows

ACTION ITEM(S)
EXPECTED OUTCOME
RESPONSIBLE OFFICE(S)
TARGET/COMPLETION DATE
Direct and Leverage outreach to partners and Stakeholders regarding the IRS:
list of 5 items
*
Career
Opportunities,
*
Benefits,
*
Accommodations,
*
Accessibility
*
Resume Writing
list end
Marketing the IRS as the best place to work for persons with disabilities
IRO; BOD/FOD, Media & marketing, EDI, all IRS
FY 2010
On-going
Share best practices through the Human Capital Advisory Council (HCAC)
Report success of recruiting and hiring of people with disabilities.
IRO Director; HCO, EDI
FY 2010
Quarterly
table end

Measures:
list of 3 items
*
Increase in the number of positions filled using Schedule A Hiring Authority
*
Increase in the number of positions filled at various grade levels by persons with
disabilities
*
Increase in the number of partners providing qualified applicants to IRS for employment
STRATEGIC GOAL #2 - ENSURE THE HIRING PROCESS PROVIDES EQUAL ACCESS TO INDIVIDUALS WITH DISABILITIES
list end

table with 5 columns and 5 rows

ACTION ITEM(S)
EXPECTED OUTCOME
RESPONSIBLE OFFICE(S)
TARGET/COMPLETION DATE
Draft clear, understandable job communications that explain in plain language the required qualification and essential job functions of the open position.

A position flyer that accurately reflects what the job entails.
IRO Media and Marketing

Completed
Partner with Treasury on developing a process to review current vacancy templates that are unnecessarily restrictive and potentially exclude people with
disabilities (i.e.: rules requiring certain levels of unaided hearing or unaided vision.)
Vacancy announcements that ensure equal opportunity for all.
ETS
Initiated in 02/2011
On-going
Update vacancy announcements and include instructions to applicants on how to apply using Schedule A.
1. Increased awareness of Schedule A and other special hiring authorities. 2. Increase in employment opportunities for persons with disabilities.
ETS
Initiated in 02/2011
On-going
table end

Measures:
list of 1 items
*
Increase in the number of applicants applying or applications received through the
Schedule A process
list end
STRATEGIC GOAL #3 - INCREASE RETURN TO WORK AND RETENTION
OUTCOMES FOR EMPLOYEES WHO SUSTAINED WORK-RELATED
INJURIES OR ILLNESSES

table with 5 columns and 5 rows

ACTION ITEM(S)
EXPECTED OUTCOME
RESPONSIBLE OFFICE(S)
TARGET/COMPLETION DATE
Maximize successful return-to-work and retention outcomes for employees who sustain work-related injuries and illnesses as defined under the Federal Employees
Compensation Act (FECA). This will be accomplished by utilizing the procedures contained in WCC's Return-to-Work policy.
Successful return-to-work rate maintained at 85% or greater.
Workers' Compensation Center (WCC) IDO ETS BOD/PO
Initiated on 10/01/2010
On-going
Continue to conduct quarterly tracking of return-to-work successes
Obtain data to monitor IRS performance against established RTW target goals.
WCC
Initiated on 10/01/2010
On-going
Continue to coordinate with OWCP) to make accommodations available to injured employees who sustain serious workplace injuries or illnesses by: - submitting
job offers to OWCP timely for suitability determinations - requesting OWCP interventions when internal placement options have been exhausted.
Successful return-to-work rate maintained at 85% or greater
WCC, OWCP
Initiated on 10/01/2010
Ongoing
table end

Measures:
list of 1 items
*
Increase in the percentage (%) successful return to work outcomes
list end
STRATEGIC GOAL #4 - UTILIZE INNOVATIVE APPROACHES TO PROVIDE
REASONABLE ACCOMMODATION

table with 5 columns and 5 rows

ACTION ITEM(S)
EXPECTED OUTCOME
RESPONSIBLE OFFICE(S)
TARGET/COMPLETION DATE
Utilize Lean Six Sigma methodologies and tools to review processes and sub-processes related to the delivery of Reasonable Accommodations.
Reduce cycle time and standardize processes from receipt to closeout
IDO, EDI, BOD/FOD
FY 2012

Develop a Communication Plan to educate managers on reasonable accommodation, particularly managers roles and responsibilities, latest updates to ADAAA,
GINA, etc.
Managers will have a better understanding of their roles and responsibilities in the RA process, including maintaining confidentiality requirements.
IDO
6/2011

Partner with GLS and others as appropriate to assess the current reasonable accommodation process for effectiveness, efficiency and legal compliance.
A working environment in which persons with disabilities have equal access to the benefits and privileges of employment.
IDO
08/2011

table end

Measures:
list of 2 items
*
Reduction in cycle time to provide reasonable accommodations
*
Decrease in the number of complaints filed based on disability/reasonable
accommodation
list end
STRATEGIC GOAL#5 - INCREASE PARTICIPATION OF INDIVIDUALS WITH
DISABILITIES IN INTERNSHIPS, FELLOWSHIPS AND
TRAINING/MENTORING PROGRAMS

table with 5 columns and 7 rows

ACTION ITEM(S)
EXPECTED OUTCOME
RESPONSIBLE OFFICE(S)
TARGET/COMPLETION DATE
Include students with disabilities in internship programs such as SCEP, STEP and Presidential Fellows.
Increase number of students with disabilities in current internship programs.
IRS Recruitment Office
FY 2011
Ongoing for FY 2012-2015
Improve outreach efforts through campus visits with:
list of 4 items
*
Career Placement
offices
*
Disability Services
offices
*
Campus
organizations
*
Campus
Ambassadors
list end
Promote IRS as the best place to work in Government. Increase students with disabilities applicants to IRS
IRO; IRS Leadership IRO Exec Recruit
FY 2010
Ongoing
Target professional organizations and publications to promote recruitment of and outreach to targeted population (i.e., students with disabilities).
Increase the number of applicants with disabilities for professional and technical positions.
IRO Media and Marketing
FY 2010
Ongoing
Identify and participate in special college and university recruiting events targeting qualified candidates who can be hired using Schedule A.
Direct and Leverage outreach to students; Increase immediate applications for BOD as requested.
IRO; BOD/FOD
FY 2010
Ongoing
Use student resources such as:
list of 4 items
*
Workforce Recruitment
Program (WRP)
*
Career Opportunities for
Students with Disabilities
(COSD)
*
Association for Higher
Education and
Disabilities (AHEAD)
*
College and University
Disability Services Offices
list end
Improve and increase feeder sources for applicants with disabilities.
IRO, ETS, BOD/FOD
FY 2010
Ongoing
table end

Measures:
list of 2 items
*
Increase in the number of students with disabilities selected for internship programs
*
Increase in the number of job fairs, campus/college visits conducted during the fiscal
year.
list end
STRATEGIC GOAL #6 - INTERGRATE THE HIRING, ADVANCEMENT AND
RETENTION OF INDIVIDUALS WITH DISABILITIES/TARGETED DISABILITIES
INTO THE AGENCY'S STRATEGIC PLANNING

table with 5 columns and 5 rows

ACTION ITEM(S)
EXPECTED OUTCOME
RESPONSIBLE OFFICE(S)
TARGET/COMPLETION DATE
Review the Treasury Exit Survey process to see if there are questions that will help identify barriers to retention for PWD/PWTD.
Collect information and develop data necessary to determine and eliminate barriers to retention.
IDO
07/2011

Integrate PWD/PWTD into strategic plans to address the recruitment and retention of individuals with disabilities, including individuals with targeted disabilities.

BOD/FOD support and commitment in the hiring and retention of individuals with disabilities.
BOD/FOD
05/2011
Ongoing for FY 2012-2015
Provide update to senior leadership and management, showing progress made in the hiring and advancement of PWD/PWTD within the agency.
"State of Agency" related to becoming a model employer for PWD/PWTD
IDO
10/2011 and Annually thereafter

table end

Measures:
list of 3 items
*
Decrease in the number of employees with disabilities separating from the Service.
*
Increase in the number of employees with disabilities provided detail opportunities
*
Increase in the number of employees with disabilities promoted into MCO positions
list end
STRATEGIC GOAL #7- PROVIDE APPROPRIATE TRAINING TO SENIOR
LEADERSHIP AND MANAGERS TO ENSURE THEY UNDERSTAND THE
AGENCY'S COMMITMENT TO EMPLOY AND RETAIN INDIVIDUALS WITH
DISABILITIES

table with 5 columns and 4 rows

ACTION ITEM(S)
EXPECTED OUTCOME
RESPONSIBLE OFFICE(S)
TARGET/COMPLETION DATE
Market the Schedule A centralized website as the One-Stop source for obtaining information on Schedule A recruitment, hiring and development of PWD/PWTD.

Offers hiring managers and offices consistency in the type of applicant information available to them, possibly ensuring they receive referrals of the best-suited
candidates.
IRO
FY 2011

Works with content owners to review and revise existing leadership training to see if content can be readily modified to suit the needs of the agency.
Increase manager awareness in employing individuals with disabilities and the use of effective tools to recruit, hire and retain PWD/PWTD.
IDO
06/2012

table end

Measures:
list of 1 items
*
Increase in the number of executives, management officials, HR staff and employee
relations specialists completing the required training.
list end
CONCLUSION
The action items describe the critical activities which must occur in order for the
IRS to enhance its efforts to promote the employment of individuals with
disabilities throughout the IRS, as well as to meet the goals set forth in the EO.
Additionally, these efforts are designed to make the IRS an employer of choice
among individuals with disabilities. Implementation of this Plan will be led by the
IRS Disability Office, in collaboration and partnership with key IRS leaders, and
stakeholders. Progress towards achieving the goals outlined in the EO will be
shared annually by the IDO.
David Krieg
Director, Workforce Relations Division
Human Capital Office (HCO)
TABLE OF ABBREVIATIONS
Acronym/Abbreviation Definition
ADA Americans with Disabilities Act of 1990
ADAAA Americans with Disabilities Act Amendments Act 2008
AHC Area Hiring Coordinators
AMC Alternative Media Center
APM Administrative Procedures for Managers
ASL American Sign Language
AWSS Agency-Wide Shared Services
BOD Business Operating Division
CoPs Communities of Practice
D/HOH Deaf/Hard of Hearing
EDI Equity, Diversity and Inclusion
EEOC Equal Employment Opportunity Commission
EEOD Equal Employment Opportunity and Diversity
EEODFS Equal Employment Opportunity and Diversity Field Services
ETS Employment, Talent and Security
EO Executive Order
FECA Federal Employees Compensation Act
FOD Functional Operating Division
FOH Federal Occupational Health
FY Fiscal Year
GINA Genetic Information Nondiscrimination Act
HCAC Human Council Advisory Council
HFD Hiring Flexibility Database
HCO Human Capital Office
iCAN Information Center for Accessibility Needs
IDO IRS Disability Office
IRO IRS Recruitment Office
IRAP Information Resources Accessibility Program
LEADS Leadership, Education and Delivery Services
LSS Lean Six Sigma
MRC Management Resource Center
MITS Modernization & Information Technology Services
MOU Memorandum of Understanding
OMB Office of Management and Budget
OPM Office of Personnel Management
OWCP Office of Workers' Compensation Program
PWD People with Disabilities
PWTD People with Targeted Disabilities
RA Reasonable Accommodation
RAC Reasonable Accommodation Coordinator
REFM Real Estate and Facilities Management
SPC Selective Placement Coordinator
SME Subject Matter Expert
VRS Video Relay Services
SLT Senior Leadership Team
WCC Workers' Compensation Center
WRP Workforce Recruitment Program
WRD Workforce Relations Division

Suzanne Turner, BSW, MPA
Employment Coordinator and Benefit Specialist

Cleveland Sight Center
216-791-8118 (main)
216-658-7350 (direct)
216-791-1101 (fax)
sturner at ClevelandSightCenter.org <mailto:sturner at ClevelandSightCenter.org>

1909 East 101st Street
P.O. Box 1988
Cleveland, Ohio  44106-0188

We want to thank all our supporters for making Spellbound a great success this year!
Videos and pictures from the event can be found at http://www.clevelandsightcenter.org/gala

Our Mission: To empower people with vision loss to realize their full potential, and to shape the community's vision of that potential.

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