Individuals with Disabilities


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The Federal Government is actively recruiting and hiring people with disabilities. We offer a variety of exciting jobs, competitive salaries, excellent benefits, and opportunities for career advancement.


Various authorities exist that permit exceptions from the normal competitive rules. These authorities are classified into several ‚Äúschedules.‚ÄĚ Schedule A consists of positions other than those of a confidential or policy-determining character for which it is impractical to examine. One of the authorities in Schedule A relates to the appointment of individuals with intellectual disabilities, severe physical disabilities, or psychiatric disabilities (5 CFR 213.3102(u)). This authority provides, to those candidates with disabilities who are eligible to use it, an additional mechanism for applying for a Federal position, beyond competing for a position by applying competitively. For more information, click Disability Employment

While the Schedule A hiring authority is a valuable tool to help the Federal government with recruitment, we always suggest applicants use as many options as are available to them. There are several other application options available to applicants with disabilities. For example:

  • Competitive Appointments: Many applicants with disabilities find employment through standard competitive procedures in the same manner as individuals without disabilities. For more information on applying competitively, click Competitive Examining

  • Veterans Appointments: There are a number of authorities available to assist veterans who are seeking, or wish to change, Federal employment including, Veterans Recruitment Appointment (VRA), 30% or More Disabled Veterans Program, and Veterans Employment Opportunity Act (VEOA) appointments. For more information, click USAJOBS Veterans Resource Center


Most Federal agencies have a Selective Placement Program Coordinator (SPPC) or equivalent who helps management recruit, hire and accommodate people with disabilities. SPPC's have many roles and responsibilities, including:

  • Advising managers about candidates available for placement in jobs under special hiring authorities, as well as providing managers with information on reasonable accommodation and needs assessments for applicants and employees.
  • Helping managers determine the essential duties of the position, identify architectural barriers and possible modifications that allow people with disabilities to perform essential duties.
  • Helping people with disabilities get information about current job opportunities, types of jobs in the agency and how these jobs are filled and reasonable accommodations.
  • Working with public and private organizations involved in the placement of applicants with disabilities to provide information about their agency program and job opportunities and to facilitate the placement of applicants with disabilities in their agency.
  • Monitoring and evaluating selective placement program efforts and activities for people with disabilities to determine their effectiveness, and making changes as needed to improve program effectiveness.

Click Selective Placement Program Coordinator (SPPC) Directory to find a Coordinator.


Federal agencies are required by law to provide reasonable accommodations to qualified employees and applicants with disabilities. The Federal Government may provide a reasonable accommodation based on appropriate requests (unless so doing will result in undue hardship to the agencies). Reasonable accommodations can apply to the duties of the position, and/or where and how position tasks are performed. The accommodation should make it easier for the employee to successfully perform the duties of the position. Examples of reasonable accommodations include providing interpreters, readers, or other personal assistance; modifying position duties; restructuring work sites; providing flexible work schedules or work sites; and providing accessible technology or other workplace adaptive equipment.

Individuals who need reasonable accommodations are responsible for making their needs known. An individual can request reasonable accommodations at any time during the recruitment, application or hiring process or at any time while on the job. Requests are considered on a case-by-case basis. To request a reasonable accommodation, an individual can:

  • Look at the vacancy announcement
  • Work directly with the person arranging the interviews
  • Contact the agency Selective Placement Program Coordinator
  • Contact the hiring manager and engage in an interactive process to clarify specific needs and identify
reasonable accommodations
  • Make an oral or written request; no special language is needed

For more information, click Disability Employment-Reasonable Accommodations.

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This page was last modified on 10 March 2015, at 12:23.

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