Disability Employment EO (E.O. 13548)

Summary

Makes the federal government hire more people with disabilities and creates a better workplace for them by setting hiring goals and improving support.

What problem does this solve?

People with disabilities have a much lower employment rate and are not well represented in the federal workforce. This order requires federal agencies to create specific plans with hiring goals to fix this problem.

What does this order do?

Requires agency-specific hiring plans

Directs every federal agency to create a plan with specific performance targets and number goals for hiring individuals with disabilities.

Creates new training for hiring managers

Orders the Office of Personnel Management (OPM) to develop required training for human resources staff and hiring managers on how to employ people with disabilities.

Appoints senior officials for accountability

Mandates that each agency name a senior-level official who will be responsible for improving job opportunities for people with disabilities and meeting the order's goals.

Promotes use of special hiring authority

Encourages agencies to make greater use of the Schedule A hiring authority, a special process that makes it easier to hire people with disabilities.

Improves retention and return-to-work programs

Requires agencies to help keep workers with disabilities and improve programs for employees who get hurt on the job to return to work.

Tracks and reports progress publicly

Directs the OPM to create a system for reporting on each agency's progress and to post government-wide statistics on the hiring of individuals with disabilities on its website.

Who does this affect?

Individuals with disabilities
Federal government agencies
Federal hiring managers

What is the real world impact?

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Establishes the federal government as a model employer

Aims to set an example for other employers by actively hiring, training, and keeping employees with disabilities, showing a commitment to an inclusive workforce.

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Enforces a previous executive order

Recommits to the goals of a similar order from the year 2000 (Executive Order 13163) that was not fully put into action, adding new requirements to ensure progress is made.

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Introduces hiring goals that could be seen as quotas

Requires agencies to set numerical goals for hiring people with disabilities. Some might argue that this could lead to hiring based on numbers rather than qualifications, though the order is meant to expand opportunity.

When does this start?

This order became effective on July 26, 2010, and sets several deadlines for federal agencies to complete specific actions.

Model hiring strategies and training programs

Within 60 days (by September 24, 2010), the Office of Personnel Management must design model hiring strategies and mandatory training programs.

Agency-specific employment plans

Within 120 days after the OPM creates its strategies, each federal agency must develop its own plan for hiring more individuals with disabilities.

Review of 'targeted disability' definition

Within one year (by July 26, 2011), the Office of Personnel Management must review and, if needed, update the definition of 'targeted disability'.