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A needs assessment may be obtained from several sources. A few are:
- your own agency, in conjunction with its reasonable accommodation policy created in compliance with Executive Order 13164,
- the Computer/Electronic Accommodations Program (CAP) in the Department of Defense,
- State vocational rehabilitation agencies,
- the Vocational Rehabilitation and Employment Service of the Department of Veterans Affairs,
- the Job Accommodation Network (JAN), sponsored by the U.S. Department of Labor or
- the Centers for Independent Living (CILs).
Other sources of needs assessment depend on the organization that refers or places an applicant with a disability. For example, if the applicant is referred to you by the Workforce Recruitment Program (WRP), it is likely that someone from that program will arrange the needs assessment with the Computer/Electronic Accommodations Program (CAP) in the Department of Defense. If you are hiring a client of the Vocational Rehabilitation and Employment Service of the Department of Veterans Affairs, those offices may perform needs assessments. Centers for Independent Living (CILs) offer information about needs assessment and accommodation services. CILs also often maintain rosters of persons available to serve as personal care attendants, interpreters for individuals who are hearing impaired, or readers for people with visual impairments. State vocational rehabilitation agencies funded under the Rehabilitation Act, private vocational rehabilitation companies, and nonprofit organizations also provide needs assessments.
Federal employers also may obtain additional guidance on providing reasonable accommodation from the . Free copies of the EEOC's published guidance on reasonable accommodation and other issues pertaining to non-discrimination against people with disabilities may be reviewed at EEOC’s website and obtained by calling (800) 669-3362 (voice), and (800) 800-3302 (TTY).
Other resources for technology-related technical assistance and accommodation assessment are:
- the Center for Information Technology Accommodation at the Office of Government-Wide Policy at the General Services Administration,
- U.S. Architectural and Transportation Barriers Compliance Board ("Access Board");
- the Assistive Technology Program at the U.S. Department of Education,
- the TARGET Center at the U.S. Department of Agriculture, and
- the Computer/Electronic Accommodations Program (CAP) at the Department of Defense.
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The final regulations establish a new 5 CFR appointing authority (5 CFR 213.3102(u)) that consolidates multiple excepted appointing authorities into one expanded excepted appointing authority. Impact will depend on the actual circumstances of the restructuring, and how an agency decides to effect the RIF. Agencies have discretion in determining which positions to abolish, as well as discretion to provide affected competing excepted service employees with certain assignment rights. Therefore, impact (positive, neutral, or negative) depends on the implementation of a RIF by the agency.
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In addition to competing for a position by applying via the link on a USAJOBS vacancy announcement, people with disabilities who are eligible for the Schedule A hiring authority may use the non-competitive hiring process to apply directly to agencies’ Selective Placement Program Coordinators (SPPC’s). SPPC’s may use this hiring authority to streamline the appointment of people with disabilities.
If you are interested in being considered under this special hiring authority, please provide the agency’s SPPC your "Proof of Disability" letter stating that you have a severe disability. You can get this letter from your doctor, a licensed medical professional, a licensed vocational rehabilitation specialist or any Federal, state or local agency that issues or provides disability benefits.
Certain veterans may also be considered under special hiring programs for veterans with disability ratings of 30% or more. Department of Veterans Affairs vocational rehabilitation counselors should be able to provide additional information about this process.
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There is no limit on the number of times an individual may be appointed as long as he/she meets the regulatory requirements for appointment.
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Common courtesy should prevail when interacting with individuals with disabilities, as with all other employees. If questions arise as to whether assistance should be offered or whether a particular accommodation is necessary, the best course of action is simply to ask the person with a disability his or her preference. Most people with disabilities will not become offended if asked their preferences and would, in fact, welcome the opportunity to share information that would create a more pleasant work environment for everyone.
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No, the new regulation does not provide for priority in Federal hiring. The regulation applies to excepted service appointments.
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All denials of reasonable accommodation requests must be made in writing, and the decision must specify the reason for the denial. The denial should be written in plain language, clearly stating the specific reasons for the denial. After denying a request, the individual must be informed that s/he has the right to file an EEO complaint, has the right to pursue any applicable union grievance and informal alternative dispute resolution.
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The excepted hiring authorities referenced in question 18 create a streamlined process to hire people with disabilities. Using these excepted hiring authorities eliminates the requirement for competition which may be very time-consuming. The excepted hiring authorities may require that the disabled person have a certification from a State vocational rehabilitation agency or the Veterans Administration.
Once again, consult your human resources office to ensure that you use the best hiring strategy for your specific vacancy.
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Employees or applicants with disabilities who need reasonable accommodation are responsible for making their needs known to the appropriate official. Supervisors are responsible for properly responding to requests for accommodation from their employees. When an individual decides to request accommodation, the individual or his/her representative must let the employer know that s/he needs an adjustment or change at work for a reason related to a medical condition.
The employer and the individual with a disability should engage in an informal process to clarify what the individual needs and identify the appropriate reasonable accommodation.
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A qualified individual with a disability has the skills, experience, education, and other requirements of the job the individual holds or desires, and can perform the essential functions of the position with or without reasonable accommodation.
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