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BncrcRouNp:
On
July
26,2}l},President
Obamasigned
ExecutiveOrder
13548,
requiring
thatfederal
agenciesbecome
model
employers
of
Americans
with
disabilities
and
u.hi.r.
compliance
with
President
Clinton's
July26,2000,
Executive
Order
13163,
which
called
for
an
additional
100,000persons
with
disabilities
to beemployed
by
the FederalGovernmentover
five
years.
Pursuant
to
President
Obama'sExecutiveOrder, on
May
30,2012,
the
Attorney
General
issued
a
memorandum
titled,
"The
Justice
Department's
Schedule
A
Hiring
Plan
for
Persons
with
Targeted
Disabilities,"
(http://10.14.i00.185/smodocsimav-30-letter.pd0,which
directs
all
Department
components
to
establish,
by July31,2012,
a
program to
recruit,hire,
and
promote
qualified
attorneys
and
non-attorneys
with
targeted
disabilities
using the
Schedule
Atrl.irg
authority
at 5
CFR
213.3102(u)(Schedule
A,
Section
(u)).
The
Attorney
General'smemorandum
states
that
"the
FederalGovernmentmusttake
a
central role
in
eliminating
thestigmas
associated
with
having
a
disability
and
encouragingAmericans
with
disabilitiesto
seek
employment
in
the Federal
Govemment.
Nowhere
within
theFederalGovemmentis thismore
important
than
the
Justice
Department,
which
enforces
America's
laws,
including
those
prohibiting
di
scrimination
against
Americans
with
disabilities.
"
On
May
31,2072,
the
Acting
Associate
Attorney
Generalissued
additional
guidance
(http:lidojnet.doj.gov/smodocs/mali-31-letter.pd0.And,in July
2012,
theDepartment,throughthe
Justice
Management
Division
and
the
Officeof Attorney
Recruitment
and
Management
(OARM),
issued
guidance
addressing
thespecial
hiring
authorities
for non-attomey
applicants
u'ith
disabilities
and attorneys
with
targeted
disabilities.'
This
guidance,
which
can
be
found
at
idance.pdfshould
beread
in
conjunction
with
this
policy.
Consistent
with
these
mandates,
thisPolicy
is
designed
to
ensure
that
individuals
with
targeted
disabilities
have
equal
employment
opporlunities
in
all
aspects
of
employrnent.\lana,eers.supervisors
and
hiring
committeemembers
(hiring
officials/committee)
must
iamiliarize
themselves
with
a11the
documents
identifiedin
this
Policy
andattend
training
on
use
of
the
Schedule
A,
Section(u)
hiring authority.
Further, this
Policy
must
beread
in
conjunction
u
ith
the Cir
il
Rights
Division's
and
Department's
otheremployment
policies.
T.111crrro
Drs.qBrr,rrrEs
DEFINEo:
Newly
hired
Justice
Department
employees
who
selt:identif).their disability
by
means
of
the
Standard
Form
256,Self
Identificationof
Disability,
thttp:
ult..opm.eory'Forms/pdtfill/sf256.pdO,
are
"individuals
with
a
reportable
disability".
Individuals
s'ith
a
targeted
disability
are
a
subset
of this
Broup,
in
thattargeted
disabilities
are
also
reported
on
the
SF-256.
Targeted
disabilities
are:
'
There
are rhree
hrring authoritiesavailabletoemploy
persons
with
disabilitiesfor non-attorney
positions. Thel'are:
(1)
Schedule
-{.
Section
(u); (2)appointmentofDisabled
Veterans
30oh
or
more
compensable
disability
u'hich
is
for
con.rpetitive
sen'ice appointment,
5
U.S.C.
3ll2
arld
(3)
Veterans
RecruitmentAppointments,rvhich
are
exceptedappointmentsto
positionsotherwisein
the
competitive
service,5
C.F.R.
307.
The
Civil
Rights
Divisit'n's
Drsabiiities
Pornt
of
Contact
(DPOC)
will
assist
in
determiningwhich
special
hiring
authority
must
be
used
in
accordance
t'ith
the
applicable
regulations.
a
a
-2-
total
deafness
inboth
ears
(with
or
without
understandable
speech);
blindness
(the
inability
to
read
ordinary
size
print,not
correctable
by
glasses,
orno
usable
vision,
beyond
light
perception);missingextremities(missing
one arrn or
leg, both
hand
or afins,
both
feet
or
legs,onehand
orarm
and one
foot
or leg,
onehand
or
arrn
and
both
feet or
legs,
both
hands
or
arms and one
foot
orleg,
or
both
hands
or
arrns
and
both
feet or legs);
partial
paralysis
(because
of
a
brain,
nerve or muscle
impairment,including
palsy
andcerebral
palsy,
there
is
some
loss
of
ability
to moveoruse
apart of
the
body,including
both
hands
any
parl
of both
arrns
or
legs;oneside
of
the
body, including
one
arm
andone
leg; and/or three
or
more major body
parts);
completeparalysis
(because
of
a
brain,
nerve
or
muscle
impairment,including
palsy
andcerebral
palsy,there
is
a
completeloss
of
ability
to
move or use
apart of
the
body,
including
both
hands; one or
both
arms
or legs; the
lower
half
of
the
body;
oneside
of
the
body,including
one arrn and one
leg;
and/orthree
or
more
major
bodyparts);
.
epilepsy;
.
severe
intellectualdisability;
o
psychiatricdisability;
.
dwarfism; or
.
other current
severe
physical,
intellectual
ormental conditions.
A
qualified
individual with
a
targeted
disabilityis
a
candidate
who,
basedon
his
or
herbackground,
skills,
and experience
would
have
otherwise
been
appropriate
for
selection
for
interview,
with
or
without
a
disability.
RscnurrN{nNt:
As
part
of
our outreach
efforts.
the
Civil
Rights
Division(Division
orCRT)
will
continue
to
encourage
qualifiedindividuals
w'ith
disabilities
rvho
are
interested
in
employment opportunities
to
apply
directly
to
the
job
announcementsposted
by the
Division.
The
Disability
Point
of
Contact
(DPOC),currentlyAdministrative
Management Section
(ADM)
Human
Resources
Specialist Diane E.
Petrie2,
will
encourage
applicants
who
indicate
they
possess
a
disability
to register
for
the
Officeof
Personnel
Management
(OPM)
Shared
List
of
People
with
Disabilities,
i.e.,
the
Bender
Disability
Employment Registry
(BenderRegistry)
3,
bysubmitting their
resume
to
resume(@benderconsult.com
and
reference
"Federal
Career
Opportunities"in
the subject
line.
Inaddition,individuals
seeking
furtherinformation
aboutthe
Bender Registry
will
be directedto
www.benderconsult.com.
Employees
engaged
in
outreach
will
also
direct
individuals who
indicate they
are
eligible
to
be
hiredunder
Schedule
A,
Section
(u)disabilities
to the Bender Registry.
ADM's
Information
Systems
Staff
will
establish
a
central
email
account
for
receipt
of
resumes
from individuals
with
targeted
disabilities
rvho
are
interested
in
employmentopportunities
with
the
Division.
CRT's
employmentwebsite
(http://wwwjustice.eov/crtlemplolment/)
will
be
modified to
includethe email
address
to
be
2
In
addition to
her
role
as
the
Division's
DPOC, Ms.
Petrieis
the
Division'sDisability
Program Nlanager
::;
Selective Placement
Coordinator.
Collectively,
she
will
be
referredto
as
the
DPOC.3
Resu-"s
available
in
the
Bender
Registryinclude individuals
il
the
following
fields: clerical.
hun::-::>.
--::,
information technology,
secretarial,attorneys,paralegals, mathematics,statistics,managementan3li
s:-..
::
-
-3-
used
in
theapplication
process.
Resumes
will
be
uploaded
to
SharePoint
for
review
by
designated
hiring
officials.
Resumessent
directly
to
Division
employees
from individuals
who
have
identified
themselves
as
having
a
targeted
disability
must
be
forwardedtothe DPOC
within
two
businessdays
of
receipt.
The DPOC
will:
(1)
acknowledgereceipt
of
the
resume;
(2)
inform
the
candidate
that
his,4rer
resume
willbe
available
for
consideration
for
sixmonths
from
date
of
receipt;
and
(3)
inform
applicants
with
targeted
disabilities
thatthey
canalso
applydirectlyto
any
[-]SAJobs
published
announcement
for which
they
qualify.
Tnr HpNG
PRocESS:aAs noted
above,
the
Division
may
direct-hirequalifiedindividuals
with
targeted
disabilities
through
a
streamlined,
non-competitive
appointmentusingthe
Schedule
A
(5
C.F.R.
213.3102(u))
hiringauthority.
This
excepted
service
authority
can
serye
as
a
"win-win"
process
for
both
the
job
applicant
and
the
Division
in
that
it
serves
as
a
quick
and
efficient
means
to
increase
hiring
ofqualifiedindividuals
with
targeted
disabilities
and
otherswho
meet
the
eligibility
criteria.5Appointments
may
be
on
a
temporary
or
permanent
basis
to
any
positionin
theGeneral
Schedule.
Qualifiedindividuals
with
targeted
disabilities
are
eligible
to be
considered,
interviewed,
and
hired
for
a
vacant
position
(1)before
the
position is
advertisedor,
(2)
if
the
position
has
beenadvertised,
but before
the
position's
closing
date
or
anytime
during
the
hiring
process.
Additionally,
upon
request,
the
OARM
will
consider
a
waiver of
the
one-year
post-JD
experience
requirement
for
a
qualified
attorneycandidatew'ith
a
targeted
disability.
Once
it
has
beenestablished
that
a
vacancy
exists
that
u-i1l
be open
to
candidates
outside
of
the
Division,
the
qualification
requirements
for
the
position
ri.ill
be
sent
to the SupervisoryHuman
Resources
Specialist
for staffing
matters,
culrentl)'Delicia
Taylor.
r,vho,
prior
toadvertising
for
the
position,
will
consult
with
the
DPOC
to
determine
if
the
Division
has
any
resumes
on
f,rle
from individuals
with
targeted
disabilities
u'ho
appear
to
qualify
for
the
position.
In
addition,
a search
will
be conducted
of
theBender
Registry'.
If
there
are
individuals
in
eitherthe existing
resume
repositoryor theBenderRegistryu-ith
targeted
disabilitieswho
appear
to
meetthe
required
qualifications for
the
position.
a
list
u'i1lbe compiled
of
those candidates.
After
the
list
has
been
compiled,
the application
packa*ee
w'ill
be
forwarded
by
the
Human
Resources
Specialist
to
the
hiring
official/committeefor
rerlew..
If
the
hiring
official/committeeidentifies
any
qualified
applicantsonthe
list,
that
official
committee
will
interviewat
least
onesuch
applicant
for
interview.It
should
be
notedthat
this
is
only
a
requirement to
interview,not
to
hire.
If,
afterthe
interview
process,the
hiring
official
committee
finds
one or
more
candidates
that they
would
like
to recommend
for
hire.thereis no
need
topost
for
the
vacancy.4
Until
the
agency-wide
hiring
freezeis
lifted,
an
erception
must
be
requestedandreceived to
hire
any
individual
from
outside
of
the
Division's
workforce.5Although
the
appointmentis in
the exceptedsen-ice.the
intent
underl.ving
this authority
is to
permitindividuals
with
disabilities
rvho
are
hired
as
non-attorneys
an
oppornrnity'toobtain competitive
service
status
in
the
Title
5
civil
service
through
the relatedconversion
provision.
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