Hiring authority makes it easier to hire disabled employees

by 2nd Lt. Gina Vaccaro
Air Force Personnel Center Public Affairs

12/1/2008 - RANDOLPH AIR FORCE BASE, Texas (AFNS) -- Air Force officials are working to increase manager understanding of how to hire qualified people with disabilities. The Schedule A hiring authority, a noncompetitive government hiring process, allows federal employers to hire qualified people with mental retardation, severe physical disabilities or psychiatric disabilities to civilian positions.

"While the Schedule A hiring authority is not new, it seems to have been under publicized," said Michelle Siples, the human resources specialist for the program oversight office at the Air Force Personnel Center here. "Schedule A is designed to remove barriers for people with disabilities to get hired and to increase employment opportunities for persons with disabilities."

Air Force officials have set a goal to be the employer of choice in the disability community and is working toward achieving a Department of Defense goal to have 2 percent of its workforce comprised of individuals with targeted disabilities by the year 2010. According to the Air Force Equal Opportunity and Diversity Program Office, known as AF/A1Q, the Air Force is still at less than 1 percent.

The Schedule A hiring authority allows federal employers to quickly fill positions with qualified individuals with disabilities. The process is non-competitive, which means human resources specialists and/or selective placement coordinators send resumes of qualified applicants directly to managers. If a manager likes the resume, he has the option to hire the individual immediately.

With Schedule A, employers can hire a candidate without the typical posting and publicizing of the position that the competitive recruitment process requires. Schedule A eliminates many of the competitive hiring steps, reducing the time it takes to fill a needed position.

"This is an excellent opportunity for managers to make a difference by hiring people with disabilities into the workforce, to continue to build and enhance the force with people from diverse backgrounds," Ms. Siples said. "People with diverse backgrounds bring so much to the workplace."

To be eligible for noncompetitive appointment using the Schedule A hiring authority, candidates must obtain written proof of disability and a certification of job readiness from a licensed medical professional, a state or private vocational rehabilitation specialist, or any government agency that issues or provides disability benefits. Candidates must also meet the Office of Personnel Management's qualification standards for all positions he is applying for.

The requirements for each position, such as education and experience, are listed on the OPM Web site. The site also contains information about the hiring process for people with disabilities and even has a list of selective placement coordinators for each federal agency.

Individuals with disabilities may apply for noncompetitive appointment through the Schedule A hiring authority by submitting an application and any necessary supporting documentation directly to the selective placement coordinator or equivalent.

"We are optimistic that we can reach the DOD goal of 2 percent by 2010," Ms. Siples said. "We have seen a significant increase in interest in the schedule A program since September."

The AF/A1Q continues to raise awareness of the program among managers and potential candidates. Air Force officials have formed a people with disabilities working group to develop a plan to increase the number of employees with disabilities in the Air Force workforce.

For more information about the Schedule A hiring authority and options for people with disabilities, visit the OPM Web site, http://www.opm.gov/, or AFPC's "Ask" Web Site and search "disability employment."


Any questions may be directed to: rsi5@srt.com