Executive Order 13078, issued on March 13, 1998, established the National Task Force on Employment of Adults with Disabilities to reduce employment barriers for persons with disabilities. Executive Order 13164 of July 26, 2000, promotes a model Federal workplace that provides reasonable accommodation for people with disabilities and those who are applying for Federal employment. Executive Order 13187 of January 10, 2001, established the President's Disability Employment Partnership Board.

People with disabilities can be hired through the traditional competitive hiring process or, if they qualify, noncompetitively through the use of excepted service appointing authorities. Excepted service appointing authorities for hiring people with disabilities were developed to provide an opportunity for people with disabilities to show that they can do the job and to circumvent the attitudinal barriers of managers and supervisors.

The Worldwide Disability Emphasis Program Manager (WW-DEPM) is committed to ensuring all with special needs are provided the opportunity of employment as well as advancement. Educating others not only on the business need, but also on the benefit of employing a mostly untapped resource of people willing, wanting and able to work.

The WW-DEPM will endeavor to recognize individuals who have excelled in their responsibilities and have reached desired performance goals. AAFES annually selects an individual as the Worldwide Outstanding Associate with a Disability. This is done to honor that person’s abilities and achievements in overcoming obstacles not only in their work environment and daily lives, but also in how they give encouragement to their coworkers and other staff members. 2006 Outstanding Associate with a Disability

DEP Strategies are as follows:

1.  Identify areas that can be modified to accommodate individuals with disabilities to ensure newly constructed facilities and renovated facilities meet the standards needed for the disabled and eliminate potential barriers in employment (i.e. a cash register area accessible to run from a wheelchair or sitting position).

2.  Review current accessibility standards for dressing rooms, bathrooms, etc.

3.  Work with HR to increase the recruiting pool of individuals with targeted disabilities for non-traditional jobs and assist in the development of a quality internship program designed to create a path towards permanent employment with the organization.

Direct Links to Web Sites:

Workforce Recruitment Program for College Students with Disabilities

DoD Honors 16 Employees With Disabilities

hotbraille.com

opm.gov

paralysis.org

disability.gov

halftheplanet.com

CONTACT: Diversity@aafes.com