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These frequently asked questions (FAQs) address issues such
as how to find out about Federal job openings, how to apply for a job, how to
talk about a disability during an interview and how to request a reasonable
accommodation if one is needed.
Q1. If I am interested in Federal employment, how do
I find out about job openings?
A1. An electronic listing of Federal job opportunities
may be obtained from the Office of Personnel Management’s
website.
Many Federal agencies also display electronic employment information and job
listings on their websites. You can access this information by visiting the
specific Federal agency websites at .
Having a disability will not be a disadvantage
to you if you want to be considered for employment with the Federal Government
or if you wish to pursue career opportunities once you become an employee.
Q2. How do I look for a job in the Federal Government?
A2. The process of finding a Federal job is not
as complex as you may have heard.
provides a listing of all of the latest Federal job opportunities
and complete vacancy announcements. It is convenient, user friendly, accessible
through the computer or telephone and available 24 hours a day, seven days
a week. In addition to their website, you may also access USAJOBS through
an interactive voice response telephone system at (478) 757-3000 (voice) or
(478) 744-2299 (TTY). Most Federal agencies also have job listings on agency
websites and phone lines as well.
Q3. Once I have located a job, how do I get hired?
A3. In addition to competing for a position by
applying through a vacancy announcement, the Federal Government’s Selective
Placement programs include special hiring authorities for hiring people with
disabilities. You may apply for employment directly to agencies, which may
use these authorities to streamline the appointment of people with disabilities.
If you are interested in being considered under these special authorities,
you should contact a State vocational rehabilitation agency or, if you are
a veteran, a Department of Veteran’s Affairs vocational rehabilitation
counselor and request his/her assistance. You should ask the counselor to
provide you with a "certification" statement that identifies you as a person
with a disability and that describes your ability to perform the essential
duties of the position in which you are interested. Then, once you have obtained
this certification statement, you should contact the Federal agency where
you wish to work. Ask for the Selective Placement or Disability Employment
coordinator or their equivalent.
Certain veterans may also be considered under special
hiring programs for disabled veterans with disability ratings of 30% or more.
Your Department of Veterans Affairs vocational rehabilitation counselor should
be able to provide you with additional information about this process.
Q4. Can I be hired in the Federal Government if I need
a reasonable accommodation?
A4. Yes. The Rehabilitation Act of 1973, as amended,
requires Federal agencies to provide reasonable accommodations to qualified
employees or applicants with disabilities, unless doing so would cause an
undue hardship to the agency. (An undue hardship means that a specific accommodation
would require significant difficulty or expense.) A reasonable accommodation
is any change to a job, the work environment, or the way things are usually
done that allows an individual with a disability to apply for a job, perform
the essential job functions, or enjoy equal access to benefits available to
other individuals in the workplace.
Federal agencies are required by Executive Order 13164
to develop written procedures for providing reasonable accommodation. You
may gain greater understanding of your specific situation and alternatives
available to you by reading the agency's reasonable accommodation procedures.
Different agencies place responsibility for reasonable accommodation in different
offices. Contact the agency's personnel office, reasonable accommodation coordinator,
civil rights office, or EEO office to request a copy of the agency's written
procedures.
For more information on reasonable accommodation, refer
to the reasonable accommodation policy for the specific agency and Executive
Order 13164.
Q5. How do I talk about my disability during an interview?
A5. You are not required to talk about your disability
during an interview. An interviewer should ask you questions about your job
qualifications and about how you can perform the essential functions of the
job. An interviewer is prohibited from asking you questions about your disability
that are not relevant to your functioning on the job. During a job interview,
you should present your qualifications in a positive manner, emphasizing your
abilities and assets. However, if you have a disability, it might be to your
advantage to anticipate some of the questions that an interviewer may be reluctant
to ask.
For more information on interviewing for jobs, refer to
a website developed by Click on "Tools You Can Use"
and then click on "Especially for Job Seekers with Disabilities."
Q6. Where do I obtain an assessment of my reasonable
accommodation needs?
A6. Your supervisor (or selecting official, if
you are in the process of being hired) will normally arrange for an assessment
of your request for reasonable accommodation. An assessment includes a review
of the job duties, how they are normally accomplished, the work environment,
and the specific nature of your disability. The purpose of an assessment is
to determine what accommodations would allow you to perform the essential
job functions successfully. For those Federal agencies without "in-house"
capability, employers can obtain an assessment of the need for reasonable
accommodation from several sources. Some are:
- State vocational rehabilitation agencies,
- The
in the Department of Defense,
- The
of the Department of Veterans
Affairs (for veterans), or
- The
Q7. Who should pay for my reasonable accommodation?
A7. Generally the agency (employer) must bear
the costs of providing reasonable accommodation. See the ,
as amended.
In addition, Federal agencies may have several resources
to draw upon when seeking support for reasonable accommodation. Sometimes
other agencies have a role in funding the cost of an accommodation. For example,
the Vocational Rehabilitation and Employment Service of the Department of
Veterans Affairs may have funds to assist employers in providing reasonable
accommodations for disabled veterans. The Computer/Electronic Accommodations
Program (CAP) in the Department of Defense provides assistive technology for
reasonable accommodation in the Department of Defense and to client Federal
agencies.
Applicants and employees are not expected or required
to bear the costs of reasonable accommodations. Check with the agency personnel
office, disability coordinator, or EEO office to see how
requests for accommodation are handled in a particular
agency.
Q8. If I need an interpreter, reader, or personal assistant,
how do I obtain one?
A8. There are many potential sources for interpreters,
readers, and personal assistants. You should consult with your supervisor
and/or your Personnel Office about the assistance you need. They will work
with you to identify a candidate to meet your needs by using contractual staff
to meet a temporary need such as a job interview or by hiring such an employee
for a permanent need. In appropriate instances, agencies can hire interpreters,
readers, or personal assistants directly without the formal job announcement
and recruitment process used for many jobs in the Government.
Q9. How can I ask for reasonable accommodations related
to my travel for work-related assignments?
A9. If you are required to travel as an essential function of your
job, you are entitled to reasonable accommodation to travel if you need such
accommodation. You should start by discussing your need for reasonable accommodations
frankly with your supervisor. Accommodations may be made in a wide variety
of ways. If you are unable to travel standard coach because of space requirements
or mobility limitations, travel
regulations provide authority to allow airline travel by first-class. For
an employee who uses the services of an interpreter, reader or personal assistant,
it may be a matter of ensuring that the personal assistant, reader or interpreter
will accompany the individual on a trip or be available once the individual
reaches the destination. If travel is not an essential function of the job
but only an occasional requirement, you might ask your supervisor if some
of the work in your office might be redistributed, allowing you to take on
other assignments rather than travel. If you need additional information on
how you might be accommodated during travel, you might want to talk to your
human resources specialist.
For helpful information for travelers with disabilities,
see the
website.
Q10. How do I address a situation in which my
supervisor appears to be underutilizing me because of my disability?
A10. You should discuss this matter with your
supervisor and attempt to resolve the situation (including any misunderstanding)
informally. In addition, be ready, willing, and able to volunteer for assignments
as opportunities arise. By taking the initiative to volunteer, you speak volumes
about your attitude and approach to the work in the office.
Q11. What can I do if I believe my supervisor
unfairly evaluated my performance in my annual performance review because
of my disability?
A11. If you believe your performance has been
unfairly evaluated because of your disability, you should talk with your supervisor
about his/her appraisal of your performance to resolve the matter. You may
also obtain advice on how to seek redress from the employee relations office,
a union official, or Office of Equal Employment Opportunity.
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