Iowa's Workforce Partners Employment Network (EN) Final Report, PY 2010, was juts issued. Iowa's Workforce Boards and Workforce System is growing in its ability to generate new revenue to support the system's infrastructure to improve employment outcomes for job seekers with disabilities. It might also be reflective of increased collaborative support to Iowa’s businesses in their successful employment of workers with disabilities. There have been many disability initiatives implemented by Iowa’s workforce boards over the last ten years, and the promising strategies developed by these efforts has buoyed the growing success recognized by the workforce system in responding to Iowans with disabilities. The use of Disability Program Navigators (DPNs) in the Centers are key to their establishment as ENs, through the facilitation that they provided to the local partnership. The key components of increasing success for Regional Boards as ENs are: 1)Maintaining a disability Subject Matter Expert (SME) or DPN in the operation of the Skills Development Team, as a universal resource to all programs, businesses and job seekers, and EN facilitator; 2)Connecting the membership team and the the SME as disclosure occurs. 3)Maintaining ongoing service engagement and problem solving by the Skills Development Team; 4)Enhancing the Work Incentive Planning and Assistance services across the state of Iowa; and 5)Developing new partnerships and strategies to support workforce boards in achieving stronger outcomes with job seekers who do not fare well in the traditional labor exchange process. If you have questions about the Ticket to Work program, and the response of Iowa’s Regional Workforce Investment Boards in regard to this partnership, please contact Doug Keast at (515) 281-9045, or firstname.lastname@example.org.
The Urban Institute just issued a Fact Sheet, "Supplemental Nutrition Assistance Counters High Unemployment," July 2011 The Supplemental Nutrition Assistance Program (SNAP, formerly food stamps) currently reaches 45 million people, which is an increase of 69 percent since the current economic recession began. This fact sheet discusses how SNAP caseloads and unemployment have increased both nationally and by state. Authors provide a map of the United States, which shows the concurrent increase in SNAP and unemployment across the country. For more information, please see: http://www.urban.org/UploadedPDF/412365-supplemental-nutrition.pdf
The National Technical Assistance and Research (NTAR) Leadership Center has published, "The Great Recession and Serving Dislocated Workers with Disabilities: Perspectives from One-Stop Career Centers and Rapid Response Coordinators." In considering the scope of long-term unemployment, and the disproportionate unemployment for people with disabilities, NTAR sought to gain a better understanding of the extent to which people with disabilities who had lost their jobs were seeking services from the public workforce system, and to identify strategies, if any, being used at the state and local levels to help these workers reconnect with the labor market. The first section of the report describes the methodology that NTAR Leadership Center researchers used to study a set of research questions. The second section reviews the empirical literature on strategies that have been tried to return dislocated workers to work. The third section discusses the findings obtained from interviews with state and local workforce professionals. The final section includes findings, as follows: 1.Disability Program Navigators (DPNs) report that One-Stop staff are serving greater numbers of older workers and older workers with disabilities; 2.DPNs report that One-Stop staff are serving greater numbers of people with non-visible disabilities, many of whom do not disclose their disability; 3.One-Stop staff are seeing greater numbers of people with mental and behavioral health disabilities; 4.DPNs and Vocational Rehabilitation staff occasionally participate in rapid response activities; and 5.States have implemented a variety of strategies to promote their customers' disclosing whether they have a disability, including displaying information about available resources/ accommodations, outreach to people with disabilities at job fairs, rewriting intake forms to encourage disclosure, and DPNs.
In June 2011, the National Technical Assistance And Research Center (NTAR) issued, "Moving TANF Recipients with Disabilities to Work: Examples of State Strategies." A substantially higher proportion of TANF recipients have physical and/or mental disabilities. TANF recipients, especially those with disabilities, have significant challenges to getting and keeping a job. This Information Brief examines the successful strategies that states have used to assist TANF recipients with a disability to secure and retain employment.
On November 11, 2011, the National Resource Center (NRC) for Human Service Transportation Coordination issued an Information Report, "Transportation for America's Veterans and Their Families." This Information Brief provides case studies, successful strategies and resources.
On November 15, 2011, DOL/ETA issued TEN No. 16-11, "Availability of Assistive Technology (AT) Resources for Persons with Disabilities." The purpose of this TEN is to inform the public workforce system about the availability of AT resources for customers with disabilities. This TEN describes the different types of AT, funding sources, and includes additional resources. The TEN is an excellent resource for front-line One-Stop Career Center and partner staff.
On January 3, 2012, DOL/ETA issued Training and Employment Notice (TEN) No. 21-11, "Strategies to Meet One-Stop Career Centers' Business and Job-Seeker Customer Needs for Employment-Related Transportation Services." The purpose of this TEN is to: 1) provide successful strategies to the public workforce system for connecting individuals with disabilities and other multiple challenges to employment with transportation to jobs and training; and 2) help business access a diverse workforce. Transportation is a key asset for future workforce planning, business creation, and economic development. On an individual level, transportation can sometimes be overlooked as a critical service for jobseeekers, employees, or individuals needing training.
In November of 2011, TransCEN issued a Technical Report, "Strategies Used by Employment Service Provders in the Job Development Process." Historically, the role of job developers employed in the state/Federal vocational rehabilitation program and the community-based rehabilitation programs has been to identify and secure paid employment for individuals with disabilities, particularly those with significant disabilities. Past strategies have included a “carrot and stick” approach, where the carrots are tax incentives and other benefits to employers for hiring people with disabilities, and the stick being in compliance with the mandates of the Americans with Disabilities Act (ADA) (Luecking, 2008). More recently, several authors have recommended that job developers adopt a broader marketing approach to their activities in terms of creating demand for the jobseekers they represent by demonstrating their value to business by using relationship marketing approaches, and emphasizing the mutual benefits of their partnerships (Gilbride & Stensrud, 1999; Luecking,Fabian & Tilson, 2004; Luecking, Cuozzo, & Buchanan, 2006). In the challenging job market of the last few years, it is now more important than ever for job developers to be aware of and apply the most effective strategies in their efforts to assist job seekers to secure and maintain jobs. The purposes of this Technical Report are to: a)describe the results of the study of job development/placement professionals’ strategies in the employment process; b)compare these results to employer perceptions of the employment process; and c)identify implications for job development/ placement practice.
President Obama's hiring incentives will hopefully bring down the 13.1 percent veteran unemployment rate. The Disabled Veterans National Foundation (DVN)is filling in the information gap that often interferes with veterans getting jobs. The DVNF announced that it will connect unemployed veterans with the career resources that have come out of the VOW Act. "We are working diligently to help disabled and underserved veterans, including our women veterans, access the benefits created under the new law and connect them immediately to the training, financial assistance and secure jobs they need and deserve," wrote Raegan Rivers, Chief Administrative Officer, DVNF, in a press release. "Just as they fight for us on the battlefield, it's up to us to fight for our troops and their families when they come home," President Obama said after signing the VOW To Hire Heroes Act. "Today, a deeply grateful nation is doing right by our military and paying back just a little bit what we owe our veterans." For more information about VOW, go to http://www.benefits.va.gov/vow/ For more information about DVN's efforts, please go to: http://www.dvnf.org
On February 16, 2012, GAO 12-419T, GAO issued a Report entitled,"Innovative Collaborations Between Workforce Boards and Employers Helped Meet Urgent Workforce Needs." This testimony discusses collaboration between workforce boards, employers, and others. Workforce board officials and their partners in the 14 initiatives cited a range of factors that facilitated building innovative collaborations. Almost all of the collaborations grew out of efforts to address urgent workforce needs of multiple employers in a specific sector, rather than focusing on individual employers. The partners in these initiatives made extra effort to engage employers so they could tailor services such as jobseeker assessment, screening, and training to address specific employer needs. In all the initiatives, partners remained engaged in these collaborations because they continued to produce a wide range of reported results, such as an increased supply of skilled labor, job placements, reduced employer recruitment and turnover costs, and averted layoffs. While these boards were successful in their efforts, they cited some challenges to collaboration that they needed to overcome. Some boards were challenged to develop comprehensive strategies to address diverse employer needs with WIA funds. For example, some boards’ staff said that while their initiatives sought to meet employer needs for higher-skilled workers through skill upgrades, WIA funds can be used to train current workers only in limited circumstances, and the boards used other funding sources to do so. Staff from most, but not all, boards also said that WIA performance measures do not reflect their efforts to engage employers, and many boards used their own measures to assess their services to employers.
On February 13, 2012, the President announced the 2013 Budget Request for Career and Technical, and Adult Education. The budget for the Office of Voctaional Education & Adult Education, U.S. Department of Education, represents an overall proposed increase of $1.7 billion, or of 2.5% in discretionary funding, for a 2.5% increase above the enacted FY 2012 budget. Three key themes are sounded in this budget: - College Costs: Ensuring Affordability and Quality in Postsecondary Education; - Teachers: Strengthening the Teaching Profession; and - Jobs: Aligning Job Training and Education Programs With Workforce Demands The budget provides $850 million for Race to the Top and $300 million in new resources to improve child care quality and prepare children for success in school. The budget funds improvements in the quality of postsecondary offerings, makes college more affordable, and helps achieve the president’s goal of the U.S. leading the world in college graduates by 2020. This will be accomplished by sustaining the maximum Pell Grant award, preventing student loan interest rates from doubling this summer, doubling the number of work-study jobs, making permanent the American Opportunity Tax Credit, and providing new incentives for colleges to keep costs under control. The budget supports state and community college partnerships with businesses to build the skills of American workers.
"Skills to Pay the Bills: Mastering Soft Skills for Workplace Success," is a curriculum which focuses on teaching "soft" or workforce readiness skills to youth,including youth with disabilities. Created for youth development professionals as an introduction to workplace interpersonal and professional skills, the curriculum is targeted for youth ages 14 to 21 in both in-school and out-of-school environments. The basic structure of the program is modular, hands-on activities that focus on six key skill areas: communication, enthusiasm and attitude, teamwork, networking, problem solving and critical thinking, and professionalism.
The NTAR Center has recently released a report on Medicaid funding of employment supports and services for people with disabilities. recently released reports on Medicaid, Using Medicaid Funding to Support the Employment of People with Disabilities: A Federal Framework. State Medicaid agencies fund a range of supports and services for individuals with disabilities. As national public policy has recognized and emphasized the ability of individuals with disabilities to work, states have begun to integrate employment supports into the continuum of long-term care in Medicaid. This NTAR issue brief discusses the Federal legislative and regulatory framework for funding employment supports in Medicaid, and highlights examples of state innovations and best practices for using Medicaid to promote positive employment outcomes. The brief provides an overview of Medicaid eligibility, the types of benefits available under Medicaid, and the structure of Medicaid waivers. The brief then examines options for funding employment supports and services through Medicaid state plan and waiver services. The brief describes how service categories such as case management, habilitation, rehabilitation, and personal assistance can be used to finance services to directly and indirectly assist with the employment goals of individuals with disabilities. In conclusion, the issue brief notes that state policymakers have a range of options available to design initiatives that support disability employment, using Medicaid funds in combination with other federal and state resources.
The NTAR Leadership Center has recently released a report, Using Braided Funding Strategies to Advance Employer Hiring Initiatives that Include People with Disabilities, on using braided funding strategies to advance employment of people with disabilities Using Braided Funding Strategies to Advance Employer Hiring Initiatives that Include People with Disabilities. Many state and local disability employment services are operated by a number of different public and nonprofit agencies (e.g., the vocational rehabilitation system, the local school system, the One-Stop Career Center system, and many community-based employment service providers). These organizations often find it necessary to access funds from more than one program, agency, or funding stream. As a result, many program administrators and staff face the challenge of developing effective strategies to braid disability employment funding. This report profiles four employer-responsive programs in Pennsylvania, Ohio, Maryland, and Connecticut that have implemented braided funding strategies to support hiring initiatives with key business partners. These cases demonstrate advantages to braided funding strategies, particularly where participating businesses are able to deal with a single point of contact for funding and disability employment services.
Learn how to develop effective partnerships in order to build Career Pathways in your community, region, or State. This newly released guide provides a step-by-step outline, with integral tools, that you can use when convening workforce, education, human and social services, employers, organized labor and other partners.
On April 11, 2012, the Center for the Study of Social Policy, issued a publication entitled, "Promoting Workforce Strategies for Reintegrating Ex-Offenders." When formerly incarcerated individuals reintegrate into the community, they face a number of barriers to employment. By providing ex-offenders with the supports and services they need to find and maintain employment, states can reduce recidivism. Participation in comprehensive education and employment programming while incarcerated and a continued connection to education and employment services after release have been shown to reduce recidivism. Using strategies such as progressive sanctions that hold ex-offenders accountable but that also keep them in the community connected to family and employment, can be just as effective, if not more effective, than a costly revocation. When ex-offenders are productively engaged in their communities, working and supporting their families, the community is safer and their families are more economically secure. According to the Pew Center on the States, there has not been significant improvement in the performance of corrections systems in many states despite the massive increase in corrections spending. More than 4 out of 10 adult offenders in the United States return to prison within three years of their release. This is not just significant for ex-offenders and their families but also for the communities in which they live and the taxpayers in the state. Strategies for Policy Makers 1.Enhance workforce preparation during incarceration. 2.Improve placement services. 3.Expand partnerships with employers. 4.Remove barriers to employment for ex-offenders. 5.Promote access to transportation by amending driving restrictions 6.Promote access to health care. 7.Support opportunities for affordable housing.
In April 2012, the New America Foundation issued "The Assets Report 2012: An Assessment of the Federal Asset-Building Budget." Excerpts... While recovery from the Great Recession appears be taking hold, economic hardship remains pervasive. Poverty is still on the rise and many families feel that the forces of recession have displaced them from the middle class. Expanding opportunities for upward mobility has become a common call. The spotlight remains focused on the American Dream, what it takes to achieve it, and the role of government in that process. We think of “success” as being able to raise a family, educate our children, buy a home, start a business, and live securely in our retirement years...Being able to save/accumulate assets is an essential foundation for success. Over time, these resources can be invested productively in ways that promote economic mobility and well-being. It is the mobility and resiliency features of savings and assets that justify the wide range of Federal policies and programs intended to promote their accumulation. In our calculations, direct spending programs and policies that are embedded in the tax code together account for $548 billion in pro-savings and asset building resources for fiscal year 2013. Given the scale of these commitments and the importance of their objectives, these policies deserve scrutiny to insure that these investments are achieving their intended outcomes. Our assessment of policy, however, reveals several fundamental inequities. The poorest Americans, who have had the most difficulty saving and for whom appropriate interventions would have the greatest impact, are instead offered less accessible or meaningful ways to accumulate assets compared to middle- and upper-income families. If we are to broaden savings and asset ownership, we must understand how the Federal government’s policy affects asset building for low and moderate-income Americans, including persons with disabilities.
On April 16, 2012, The U.S. Department of Labor/Employment and Training Administration(ETA0 announced the availability of approximately $20 million in grants to fund cooperative agreements that will improve educational, training and employment opportunities for individuals with disabilities. These grants represent the third round of funding through the Disability Employment Initiative (DEI), a joint program of the Labor Department’s ETA and Office of Disability Employment Policy. “These grants are a wise investment in America’s greatest resource, our nation’s workers,” said Secretary of Labor Hilda L. Solis. “The mission of the programs awarded under these grants will be to improve services for people with disabilities so they can more easily and effectively participate in the workforce.” Grants will be awarded to state workforce agencies, which will collaborate with local workforce investment boards. Programs supported by the grants will build upon the Labor Department’s Disability Program Navigator Initiative and other models of service delivery strategies. The department anticipates awarding six to 10 grants, ranging from $1.5 to $6 million, to be spent over a three-year period. The complete solicitation for grant applications is available at http://www.doleta.gov/grants/find_grants.cfm. Prospective applicants are encouraged to view the online tutorial “Grant Applications 101: A Plain English Guide to ETA Competitive Grants” at http://www.workforce3one.org/page/grants_toolkit.
Minnesota's career , education, and job resource Newsletter, ISEEK, just issued an article, entitled, "Hidden Disabilities in the Workplace: Do You or Your Co-Worker have a Hidden Disability?" This article gives examples of hidden disabilities (non-visible), information on disclosing non-visible disabilities (including the pros and cons, and when to disclose).
On April 17, 2012, DOL/ETA issued TEN No. 38-11, "Benefits of Collaborating Between State/Local Workforce Investment Boards and the Manufacturing Extension Partnership (MEP) Program)." The purpose of this TEN is to encourgage the workforce system to collaborate with the U.S. Department of Commerce's MEP Program to provide assistance and support to small and medium-sized manufacturing firms with the ultimate goal of supporting economic growth while preserving and creating jobs.
On May 16, 2012, DOL/ETA issues Training and Employment Notice (TEN) No. 46-11, Announcement of the Workforce Investment Act (WIA) Youth Program Reference Tool. This TEN provides an array of valubale resources (Web sites) for workforce practitioners and others. Examples of state resources are included.
Posttraumatic Stress Disorder (PTSD) affects 1 in 29 Americans, from our country’s service men and women to abused children and survivors of rape, domestic violence and natural disasters. June is PTSD Awareness Month. This impacts upon employment. Refer to the attached docuemnt for resources
MDRC recently released its final report on the Transitional Jobs Reentry Demonstration (TJRD), Returning to Work After Prison. The report has important implications for policymakers, researchers and practitioners—as well as for prisoners. Some 700,000 people are released from prison each year. Two-thirds of them are later rearrested and half return to prison within three years. Finding steady work is particularly daunting for them, since former prisoners often have low levels of education and skills and no recent work experience. They are also concentrated in a small number of struggling urban neighborhoods that lack resources to assist the reentry process. Many states have developed prisoner reentry initiatives in recent years. At the federal level, the Serious and Violent Offender Reentry Initiative, the National Reentry Resource Center, and, most recently, the Second Chance Act of 2008 have supported these efforts. While transitional jobs are seen as promising, little is known about what strategies are effective in helping former prisoners find and hold jobs. The TJRD was designed, with support from the Joyce Foundation, to help fill this gap. TJRD focused on programs providing subsidized temporary jobs, support services, and job placement help. It assessed how such programs affected employment and recidivism during the two years after people entered the study. The findings show that transitional jobs can increase the overall rate of employment for former prisoners after release. These increases in employment, however, were found to be due solely to the transitional jobs themselves, with little evidence that they led to better unsubsidized employment outcomes over a two-year period. Thus, the study concludes, researchers and practitioners should also test other strategies.
The Center on Education and the Workforce, Georgetown University, June, 2012, issued a new publication, "Certificates: Gateway to Gainful Employment and College Degrees." Excerpts from article in Inside Higher Eductaion Newsletter...The certificate is the odd man out in the debate over college completion. But the little-understood certificate is the fastest-growing form of college credential, and a key component of work force development. Those were among the findings of a new report, released today by the Georgetown University Center on Education and the Workforce, that found that certificates make up 22 percent of all college awards, up from 6 percent in 1980... Growth in the earning of certificates has largely been driven by the labor market, as more jobs require college-based training. Certificates are earned through seat time in a classroom, the study notes, with more than half taking less than a year to complete. Industry-based certifications, which are often confused with certificates, are typically awarded based on tests. Over all, a certificate is the highest form of education held by about 1 in 10 American workers, according to the study, which collected and crunched data from several government sources. And certificate holders earn 20 percent more than workers who hold only a high school diploma. More surprising, however, is the finding that fully one-third of certificate holders also have an associate, bachelor’s or graduate degree. Such a large percentage suggests that workers are getting certificates to bolster skills or learn new ones in a tight job market. And people are going back to college for certificates throughout their careers, with a third of certificates earned by students over the age of 30.
The U.S. Census Bureau issued, "Americans with Disabilities, 2010, Census Bureau Report"(July 2012). About 56.7 million people, 19 percent of the population (nearly 1 in 5 people), had a disability in 2010 with more than half of them reporting the disability was severe. This report provides estimates of disability by status and type. According to the report, the total number of people with a disability increased by 2.2 million over the period, but the percentage remained statistically unchanged. Both the number and percentage with a severe disability increased, however. Likewise, the number and percentage needing assistance also both increased. The report shows that 41 percent of those age 21 to 64 with any disability were employed, compared with 79 percent of those with no disability. Along with the lower likelihood of having a job came the higher likelihood of experiencing persistent poverty; that is, continuous poverty over a 24-month period. Among people age 15 to 64 with severe disabilities, 10.8 percent experienced persistent poverty; the same was true for 4.9 percent of those with a nonsevere disability and 3.8 percent of those with no disability. The statistics are from the Survey of Income and Program Participation (SIPP), which contains supplemental questions on whether respondents had difficulty performing a specific set of functional and participatory activities. For many activities, if a respondent reported difficulty, a follow-up question was asked to determine the severity of the limitation, hence, the distinction between a “severe” and "nonsevere" disability. In addition to the statistics from this report, the Census Bureau also produces annual disability estimates from the American Community Survey (ACS). While the ACS uses a different definition of disability than in this report, it produces estimates of the population with disabilities at subnational geographies like states, counties, places and metropolitan areas.
The Kessler Foundation and the Heldrich Center for Workforce Development released a new research brief on disability and employment," "Strategies to Support Employer-Driven Initiatives to Recruit and Retain Employees with Disabilities." It explores a growing trend among employers to establish initiatives to increase the participation of workers with disabilities in their workplaces. These initiatives involve partnerships with local workforce and disability service organizations. Coordinated by a single agency (or small number of agencies), employers gain access to assistance and support services for recruitment, training, and job retention for employees with disabilities. This new brief, one in a series on disability and employment, examines the successful partnership initiatives that have enabled employers to hire people with disabilities. The brief profiles the following successful disability employment initiatives: 1. Walgreens Distribution Centers, which exceeded its target of hiring 30% of its Anderson, NC center's workforce through a partnership with disability service providers, and found that efficacy increased by 20%. 2.NOD's Bridges to Business program, which helped Lowe's establish a successful and sustainable hiring initiative for its distribution centers. 3.The Connecticut Bureau of Rehabilitation Services' Industry-Specific Training and Placement Program, which provided grants to five community rehabilitation providers to partner with major employers, eg, Lowe's, HomeGoods, Mohegan Sun Casino, CVS and Walgreens. 3. Wal-Mart's partnership with Project SEARCH, a school-to-work transition program, provides real-life work experiences that help young adults with disabilities explore careers and sample jobs that suit their skills and interests. 4.Reddwerks, a software company based in Austin, disability-friendly distribution management systems software has enabled employers to expand their pool of job candidates with disabilities.
On May 25, 2102, DOL/ETA issued Training and Employment Guidance Letter (TEGL) 31-11, "Update on Complying with Nondiscrimination Provisions: Criminal Record Restrictions and Disparate Impact Based on Race and National Origin. The purpose of this TEGL is to provide information about exclusions based on criminal records, and how they are relevant to the existing nondiscrimination obligations for the public workforce system and other entities that receive Federal financial assistance to operate Job Banks, provide assistance to job seekers in locating and obtaining employment,and assist employers by screening and referring qualified applicants.
On July 18, 2012, there was a Workforce3One webinar entitled,"Understanding the New Department of Labor Civil Rights Guidelines Governing Criminal Background Checks and Federally-Funded Workforce Development Programs." ETA Assistant Secretary was joined by DOL's Civil Rights Center and the Office of the Solicitor, as well as the National Employment Law Project, and the Oakland Private Industry, Inc. Reintegartion of fornerly incarcerated persons into communities is a priority for this Administration. Secretary Solis stated: "When someone serves time in our penal syutem, they should not face a lifetime sentence of unemployment when released..." DOL initiatives support reentry-Federal bonding protection for employers who hire people with a criminal record, reentry grants and programs and TEGL 31-11.
Accommodating Employees in Manufacturing Settings According to the U.S. Department of Labor, manufacturing accounts for 9% of all jobs in the United States. Productivity is up 40% as factories have adopted new technologies and production processes. As a result, the industry demands more skilled, better trained workers. For new workers with disabilities and as our working population ages, it is imperative to consider providing job accommodations to enhance the productivity of these valuable workers. The Job Accommodation Network(JAN)developed this publication as a way to share accommodation situations and solutions from manufacturing industry jobs. For a more in depth discussion, access JAN's publications at AskJAN.org/media/atoz.htm. To discuss an accommodation situation with a consultant, contact JAN directly.
The Office of Personnel Management (OPM) has released its Report on the Employment of Individuals with Disabilities in the Federal Executive Branch covering employment in fiscal year 2011. The report was prepared in accordance with Executive Order 13548 on Increasing Federal Employment of Individuals with Disabilities. This order provides that the Federal government must become a model for the employment of individuals with disabilities. The order directs federal departments and agencies to improve their efforts to employ workers with disabilities and targeted disabilities through increased recruitment, hiring, and retention of these individuals. The report finds that by the end of fiscal year (FY) 2011, total permanent Federal employment for people with disabilities had increased from 187,313 in FY 2010 to 204,189, representing an increase from 10.7 to 11 percent. New hires who were people with disabilities totaled 18,738, representing an increase from 10.3 percent in FY 2010 to 14.7 percent in FY 2011. Additionally, there were 17,845 people with targeted disabilities working for the Federal government in FY 2011. Targeted disabilities include deafness, blindness, missing extremities, partial or complete paralysis, convulsive disorders, intellectual disabilities, mental illness, and genetic or physical condition affecting limbs and/or spine. In FY 2011, 1,247 people with disabilities were hired using the Schedule A appointing authority. The report provides data tables by Federal agency, and highlights cross-agency initiatives to meet the goals of E.O. 13548 and related executive orders. The report is available at http://www.opm.gov/diversityandinclusion/reports/disability/DisabilityReportFY11_07-24-12.pdf.