Once you’ve identified potential partners for your disability inclusion program—it’s time to start interviewing them.

The following questionnaire can guide you through the process, but as always, you should tailor the questions to cover what’s important to you and your organization.

Background Information

  • Can you describe your agency’s mission and vision?
  • Can you describe how your agency is funded (e.g., private vs. public)?
  • Does your organization have a disability employment and inclusion expert on staff (e.g., business liaison, business relationship manager) who works directly with employers?

 

Work or Work Readiness Training

  • How is your agency responding to the new 503 Regulations to better serve employers?
  • How often does your agency meet with employers (e.g., weekly, monthly, quarterly)? Briefly describe the purpose and agenda of these meetings.
  • How many employers are you currently working with in your community?
  • Can you describe the types of services you offer employers (training, job coaching, program development, etc.)?
  • Can you describe the types of services you provide people with disabilities?
  • What’s the average wage, hourly rate or annual salary of individuals placed?

 

Placements

  • How many people do you place in jobs per year?
  • How many clients do you currently serve?
  • What’s the average tenure per placement?
  • How do you screen and assess candidates?
  • What’s the average timeline for filling a job request?
  • Can you describe how your agency works with other disability organizations in your community (e.g., competitor or collaborator).
  • Can you provide a list of business references?
  • Is your agency comfortable reaching out to other disability organizations if your agency isn’t able to provide an adequate pipeline? (For example, if we need 50 new employees and you only have 10 who are job ready, what do you do?)
  • Can you describe your agency’s relationship with VR, Developmental Disabilities agencies and the local one-stops?
  • Are you willing and able to assign a staff member to work directly with a local employer?

 
Get a printable version of this questionnaire to fill out:

Leave a Reply

avatar

Related Stories

Disability Employment Implementation: The Steps

From buy-in to a scaled rollout, implementing a disability employment and inclusion hiring program takes time. Here’s a sample timeline.

If there’s one thing all disability employment and inclusion hiring programs have in common, it’s this: Implementing them takes time. You’ll need patience and a view of the long game.…

Read More

Screening and Interviewing Candidates With Disabilities

Starting your efforts to hire people with disabilities? Consider these four things about the application, screening and interview process.

Depending on how you choose to use them, some or all of the pre-screening process for hiring people with disabilities may be handled by your agency. In general, your screening…

Read More

Working With Community Partners: 3 Red Flags

Not all service providers meet the goals of a competitive disability employment program. Here are three red flags to watch out for.

While many service providers offer a valuable service to people with disabilities, they don’t always meet the goals of a competitive disability employment and inclusion program: equal jobs, equal pay…

Read More