Workforce planning is the process of linking workforce strategies to desired business outcomes.

Workforce planning involves identifying key workforce:

A competency is a measureable set of skills, knowledge, abilities, behaviors, and other characteristics that an individual needs to perform a job. Competencies specify the "how" of performing job tasks, or what the person needs to do the job successfully. 

Comptencies are used to:

Many employers voice concerns that their persons with disabilities statistics do not fully reflect the representation of persons with disabilities in their workforce.

Possible reasons for under-reporting include:

Executive branch agencies with 50 or more employees must submit their affirmative action plans on a four-year cycle as set by OFM State Human Resources, with an update to the plan every two years in the cycle. Guidance on the submission process will be provided at the time of request.

Small agencies supported by the DES Small Agency Services Program

Small agencies with fewer than 50 employees will not be required to submit affirmative action plans or updates but must comply with rule and maintain a policy as noted in WAC 357-25-025 below. 

The outreach and diversity recruiters coordinate agency participation in events to make the best use of state resources. The team has established external outreach networks to support agency recruiters in reaching a diverse set of potential candidates, including career and job fairs.

Federal regulations and state laws requiring affirmative action and non-discrimination:

We are dedicated to achieve equal employment opportunity for persons with disabilities and to ensure that persons with disabilities are not discriminated against and are accommodated pursuant to applicable laws.

Why identify essential functions?

Identifying essential functions helps:

1. Source candidates from disabled job-seeker candidate pools available through state agencies that provide vocational and employment services (e.g., DVR, DSB, and WorkSource).
2. Source candidates from external support services and networks that support disabled job-seekers.
3. Use the state’s Supported Employment Program.
4. Provide instruction to recruiters on screening and interviewing job candidates with disabilities.
5. Provide instruction to hiring managers on interviewing job candidates with disabilities.

Creating an accessible work environment

1. Ensure that all employees understand how to request a reasonable accommodation, including modifications to work areas.
2. Ensure that all employees and supervisors are aware of reasonable accommodation/accessibility options for training courses (e.g., sign language interpreters and materials in alternate formats).
3. Evaluate all workplaces to ensure that they comply with universal design standards.
4. Designate staff knowledgeable about adaptive technology.