The details of the program were worked out one evening after Secretary Ridge called Daniel Sutherland to say he did not see enough employees with disabilities in the department and Sutherland and his staff to design a program. To Mr. Sutherland, the fact that the Secretary thinks about such issues off-duty indicates the extent of the department leader's dedication to equity in the workplace. After extensive research, planning and infrastructure-building, the elements were in place, and DHS announced its initiative March 10, 2004 , during the national webcast.
Daniel Sutherland, who brings valuable expertise with disability matters to the Department of Homeland Security, was appointed by President Bush on April 16, 2003 to his position at the DHS. As civil rights and civil liberties officer, he provides legal an policy advice to the Secretary and the Department's senior officers on a full range of civil rights and civil liberties issues. During the broadcast, Sutherland described how to apply for employment with DHS. By accessing the online site, people can view all job openings throughout the government. After finding a job listing with the DHS, persons with disabilities can send their resumes to the selective placement coordinator who provides assistance to qualified candidates with disabilities.
Sutherland outlined several elements of the sweeping new initiative. As part of the strategy to implement the program, DHS is requiring everyone in the department's headquarters who has hiring authority -- 200 to 300 managers -- and everyone who interviews candidate to take a training course on how to implement the program. A panel of DHS employees with disabilities will provide trainees with first-hand knowledge about topics such as the capabilities of people and the barriers to employment they face. Consultants from the disability community insisted that training incorporating the perspectives or employees with disabilities is essential to program success. “At the end of the training course we'll have 200 to 300 managers who feel much more comfortable with the whole concept,” Sutherland stated. “They will know the infrastructure and procedures that are in place to get the right people onboard. Upon course completion, managers will also know about assistance provided by the Department of Defense's Computer/Electronic Accommodations Program (CAP), which provides installation of any necessary equipment and resolves any issues surrounding assistive technology, without cost to the receiving agency. By eliminating the budgetary impact on an office, CAP removes financial barriers to hiring people who need special equipment or workplace modification in order to function effectively.
Sutherland spoke for almost an hour during the webcast, expanding on DHS efforts to address other topics of concern to the disability community and the wider implications of Section 508 compliance. (Section 508 is the law that requires Federal Agencies' electronic and information technology is accessible to people with disabilities.) DHS is also concerned with such issues as procuring appropriate equipment to ensure compliance; training airport screeners to accommodate people with disabilities who use wheelchairs and other devices, and providing for people with communication or mobility impairment during a terrorist incident or other emergency. Sutherland also provided insight into the implementation of the Bush Administration's policies and addressed audience questions about the DHS disability agenda for the year ahead.
The second strategic element of the DHS employment initiative requires department-wide participation in a year-round intern program involving students and recent graduates who have disabilities. DHS already has several such interns at its headquarters, and the requirement for every manager in every DHS component to participate will increase the opportunity for interns to gain real-world work experience and build their resumes. Sutherland anticipates that the intern program will help the department find good candidates for permanent employment.
Finally, the directive requires everyone in DHS to contact the department's Selective Placement Coordinator before hiring new employees. With a bank of resumes from qualified people with disabilities, the coordinator can match applicant skills to job requirements. As the person in charge of implementing the initiative, the selective placement coordinator expedites passage through maze of red tape involved in the government hiring process, another inducement for managers to support the program. Beyond collecting and screening resumes, the coordinator sustains active awareness of the initiative by maintaining contact with hiring authorities to find out what jobs they need filled, how their search progresses, what qualities they seek in candidates.
To reach out to the community of people with disabilities regarding employment opportunities, DHS solicited input from Washington-based advocacy groups through a series of one-on-one meetings and group meetings. They sent letters to organizations, advocacy groups, colleges and universities asking for help in publicizing the initiative. Additionally, weekly emails reach more than one thousand groups and individuals to list DHS job openings. Such an expanding web of information can only help DHS fulfill its mandate to recruit, hire and retain more persons with disabilities.
Secretary Ridge's personal commitment to making the employment initiative work is evidenced by his continual demands for explicit evidence of compliance – i.e. how many people are taking training and how many resumes are screened. Secretary Ridge also directed all DHS agencies to develop their own strategies and plans for recruiting, hiring and integrating persons with disabilities into their organization. Many agencies already have effective programs that have been in place for years and only need to edit them for a fit with DHS.
The initiative parallels a similar effort that originated at the very top of the Federal Government, from the White House itself. Early in his administration, President Bush issued his own directive that affects people with disabilities, the New Freedom Initiative. “The value of the New Freedom Initiative [is that it illustrates] a coordinated effort to … focus on disability policy at the Federal Government,” Sutherland stated. He added, “People in the government know the President himself wants this done. And that leadership really makes a difference”. ¦ ABILITY
article contributed by internet TV for assistive technology
for more information or to view Sutherland's complete interview,
visit www.AT508.com
To apply for employment with DHS
visit www.opm.gov and select U.S.A. Jobs.
Resumes may be sent to civil.liberties@dhs.gov and
directed to the Selective Placement Coordinator. |
