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

It’s important to have an understanding ahead of these interviews of what the performance expectations are for the roles you are hiring for, the expected prior experience, what your current interview process is, and the scope of hires you’re looking for within a specific timeframe. Not all agencies will be set up to assist with the entire scope of roles you might hire for, so it’s important to ensure you’re working with the appropriate providers to diversify your talent pool.

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

  1. Can you describe your agency’s mission and vision?
  2. Can you describe how your agency is funded (e.g., private vs. public)?
  3. 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

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


  1. How many people do you place in jobs per year?
  2. How many clients do you currently serve?
  3. What’s the average tenure per placement?
  4. How do you screen and assess candidates?
  5. What’s the average timeline for filling a job request?
  6. Can you describe how your agency works with other disability organizations in your community (e.g., competitor or collaborator).
  7. Can you provide a list of business references?
  8. 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?)
  9. Can you describe your agency’s relationship with VR, Developmental Disabilities agencies and the local one-stops?
  10. Are you willing and able to assign a staff member to work directly with a local employer?

It’s understandable that the scope of this relationship might initially seem daunting, so taking your time in making sure your roles in this partnership are clearly defined is vital for your disability inclusion initiative.

The next page will show you one template on how to break down the working relationship with potential service providers.

Get a printable version of this questionnaire to fill out:

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