Keyword: Executive Order 11246 (3 results)
Build the Pipeline: Outreach and Recruitment
In the 2012 report, Federal Agency Employment Strategies: A Framework for Disability Inclusion, the Office of Disability Employment Policy, U.S. Department of Labor outlines federal best practices for recruiting, hiring, and advancing people with disabilities. The Build the Pipeline recommendation is all about developing relationships with a variety of sources to attain a diverse pool of highly qualified candidates, including people with disabilities.
Creating a pool of highly qualified candidates involves making the proper internal and external connections, conducting targeted outreach, and discussing the results of your efforts.
The New Mexico Business Leadership Network NMBLN) is an affiliate of the US Business Leadership Network. In 2011 the NMBLN helped representatives from three federal agencies to form Employee Resource Groups (ERGs), with the goal of increasing federal employment opportunities for people with disabilities. This section combines the recommendations from Build the Pipeline with quotes and videos from the New Mexico federal partners.
Executive Order 11246 - Affirmative Action
This resource provides information from the Department of Labor on the Executive Order 11246 and the role of the Office of Federal Contract Compliance Programs. It also describes Affirmative Action (AA) outreach and requirements for Federal Contractors. Examples of AA programs, successes and additional resources are also provided for employers.
Grow Success: Accountability and Measurement
In the 2012 report, Federal Agency Employment Strategies: A Framework for Disability Inclusion, the Office of Disability Employment Policy, U.S. Department of Labor outlines federal best practices for recruiting, hiring, and advancing people with disabilities. The Grow Success recommendation was described as a process of accountability and continuous improvement, which will help federal agencies to establish criteria with which to measure and evaluate outcomes related to disability employment practices. Collecting data on employment outcomes is about setting goals, and creating accountability for meeting those goals. Beginning with passionate leadership and managerial commitment, the following policies and practices should be evaluated in relation to applicants and employees with disabilities: Diversity and inclusion Recruitment and retention Communication and accountability Measurement and Evaluation Once objectives have been prioritized in each area, effective measurement tools can be established. Ideally, goals should be connected to the performance evaluations of the people responsible for meeting those objectives.