Outreach Effectiveness - HudsonMann · As part of our evaluation of our outreach and recruitment efforts towards individuals with disabilities, we have reviewed progress towards our

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Outreach Effectiveness:From Measuring the Difference to Making

a DifferenceAlice Hendrix Kral, PHR, SHRM-CP

Compliance Specialist


• Process• VEVRAA & 503 Regulation Review• Measurements/Evaluation• Documentation• Outreach Resources• Culture


Affirmative Action Is…

• A commitment to make good faith efforts and take positive, results-oriented action to eliminate employment barriers affecting women and minorities.


WHATGETS MEASUREDGETS DONE


Check

Act Do

Plan

Continuous Improvement


MeasurableEasyTimelyRepeatableInsightfulControllable

Characteristics of a Good Metric


March 24, 2014New VEVRAA and Section 503 Regulations


Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA)

Increase in number of unemployed veterans lead to regulatory changes in 2014

Veterans6.9%

Non-Veterans4.9%

2016 Unemployment RatesNumber of Active Military Personnel

1985-2015


6.9% HiringBenchmark

For Protected VeteransUnder VEVRAA


Veterans Data Collection Report



4212 Evaluations of Outreach and Recruitment Efforts

Affirmative Action Program for Veterans

4212 Evaluation of Outreach and Other Required Reviews

Evaluation of Effectiveness of Outreach and Recruitment Efforts

Date of Evaluation

As part of our evaluation of our outreach and recruitment efforts towards veterans, we have reviewed progress towards the hiring benchmark, the number of job seekers that have self-identified as protected veterans, and the quantity and quality of outreach sources.

Our veterans hiring rate for the preceding AAP year was ##%. The overall percentage of job seekers that self-identified as veterans was ##%. A total of ## job seekers self-identified as protected veterans.

Additionally we have identified a number of outreach sources that are targeted towards veterans. These include: [list of outreach sources]

Based on these factors, we determine that the totality of our outreach efforts towards veterans is/is not effective in identifying and recruiting qualified protected veterans.

[if totality of efforts is found to be not effective, include the following:] Since we have determined the totality of efforts to not be effective, we will implement the following alternative efforts: [include list]

Review of Personnel Processes

On <date of review> we reviewed our personnel processes to determine whether our programs provide careful, thorough and systematic consideration of protected veterans. Based upon this review, <company> will modify the personnel processes when necessary, and will include the development of new procedures in this affirmative action program to ensure equal employment opportunity. To date, no modifications have been necessary.

Review of Job Descriptions

Physical and mental job qualifications of all jobs were reviewed on <date of review> to ensure they do not tend to screen out qualified protected veterans. No qualification requirements were identified and all job qualification requirements were found to be job-related and consistent with business necessity and safety.


Rehabilitation Act of 1973 – Section 5037% Utilization Goal for Individuals with Disabilities

IWD10.7%

Non-Disabled5.1%

2016 Unemployment Rates


Individuals With Disabilities Data Collection Report



Section 503 Evaluations of Outreach and Recruitment Efforts

Affirmative Action Program for Individuals with Disabilities Section 503 Evaluation of Outreach and Other Required Reviews

Evaluation of Effectiveness of Outreach and Recruitment Efforts

Date of Evaluation

As part of our evaluation of our outreach and recruitment efforts towards individuals with disabilities, we have reviewed progress towards our placement goals, the number of job seekers that have self-identified as individuals with disabilities, and the quantity and quality of outreach sources.

Our hiring rate for individuals with disabilities for the preceding AAP year was ##%. The overall percentage of job seekers that self-identified as individuals with disabilities was ##%. A total of ## job seekers self-identified as individuals with disabilities.

Additionally we have identified a number of outreach sources that are targeted towards individuals with disabilities. These include: [list of outreach sources]

Based on these factors, we determine that the totality of our outreach efforts towards individuals with disabilities is/is not effective in identifying and recruiting qualified individuals with disabilities.

[if totality of efforts is found to be not effective, include the following:] Since we have determined the totality of efforts to not be effective, we will implement the following alternative efforts: [include list]

Review of Personnel Processes

On <date of review> we reviewed our personnel processes to determine whether our programs provide careful, thorough and systematic consideration of individuals with disabilities. Based upon this review, <company> will modify the personnel processes when necessary, and will include the development of new procedures in this affirmative action program to ensure equal employment opportunity. To date, no modifications have been necessary.

Review of Job Descriptions

Physical and mental job qualifications of all jobs were reviewed on <date of review> to ensure they do not tend to screen out qualified individuals with disabilities. No qualification requirements were identified and all job qualification requirements were found to be job-related and consistent with business necessity and safety.


Annual EvaluationEvaluate the effectiveness of outreach & recruitment efforts for :IWDs and Veterans

- Document the evaluation (3 years)

- Make conclusion as to whether the outreach effort was effective


Evaluation Elements

• Quantitative:• Date of evaluation• Number and % of applicants and hires• Number of outreach sources & activities

• Qualitative:• List of outreach sources• Judgement on totality of efforts


Case Study 1 ABC Company


Case Study 1 ABC Company

• 10% IWD hiring rate• 10% of job seekers self-ID’d as IWDs• Outreach sources included:

• State Vocation Rehabilitation• Easter Seals• Disabilities Board

• Totality of efforts IS effective


Case Study 2 “NOONEID”

• 0% veterans hiring rate• 0% of job seekers self-ID’d as veterans• Outreach sources included:

• Veteran’s Association

• Totality of efforts IS NOT effective…


Case Study 2 “NOONEID”• Alternative Outreach Activities:

• Outreach to Transition Program on Military Base• Increase Frequency of Contact to Veteran’s Association• Wounded Veteran Program• Local Veteran’s Groups• Implement Program within Company for Inside Referrals• Evaluate Job Postings for “Vet Friendly” Terms• Check to make sure Self ID forms are offered


Case Study 3 “Muddy Waters, Inc”

• 1% IWD hiring rate• 15% of job seekers self-ID’d as IWDs• Outreach sources included:

• State Vocation Rehabilitation• Commission for the Blind• ARC Programs

• Totality of efforts IS/IS NOT effective???


Case Study 3 “Muddy Waters, Inc”

• Is there a barrier to employment? (personnel processes)

• Is there a culture that prevents applicants from identifying?

•Are there irrelevant or unrealistic job requirements? (job descriptions)


Maximizing Outreach EffectivenessSource Analysis


Does recruiting department know where we have goals for:• Women• Minorities• Veterans• Individuals with Disabilities?

Maximizing Outreach Effectiveness


Do we have 2-3 ongoing recruiting efforts for veterans and IWDs?

Are they documented? How?

Maximizing Outreach Effectiveness


PUSH/PULL


Documenting Outreach

• Outreach in local areas where you recruit• Specific to the jobs you have• Engage OFCCP as needed• http://www.dol-esa.gov/errd/index.html#search• Monitor and document results



Documented and Measured our Results

Evaluated our Outreach

Review of Personnel Processes / Job Descriptions







Next Steps…



Who has it “right” in your area- “Steal Shamelessly”

Company Culture

Community Organizations

Department of Vocational Rehabilitation

OFCCP Disability and Veteran Community Resources Directory

Outreach Opportunities


CultureThe NOGWOG Disability Initiative (NDI) is designed to answer that question and work with employers and providers to make their disability hiring initiatives more successful than they dare to dream. Based on the results we and others like us have achieved through specific and intentional disability hiring initiatives, it has been a worthwhile investment. We have secured a high performing workforce that works safer, has less absenteeism and has less turnover. Plus it has increased our teamwork, improved our work culture and made us more effective managers.” - Randy Lewis

Used with permission of nogwog.org.

Documents

Outreach Effectiveness - HudsonMann · As part of our evaluation of our outreach and recruitment efforts towards individuals with disabilities, we have reviewed progress towards our