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Disability Nondiscrimination and Best Practices in:

Performance Management and Opportunities for Promotion and Training


Performance Management

  1. Employees with disabilities are provided the benefit of periodic performance evaluations and feedback similar to other employees, as a part of the organization's performance management process
  2. The performance management system has flexibility to deal with the needs of employees with disabilities
  3. Employee performance is evaluated with necessary reasonable accommodations in place
  4. The organization has taken action to identify and address any supervisor attitudes towards employees with disabilities which might impede effective performance management or promotional opportunities
  5. The organization periodically reviews job requirements (e.g. job descriptions, job analyses, tests, or other selection criteria) to verify that they are consistent with business necessity, actual job demands, and do not disparately impact people with disabilities
  6. The organization has ensured that employees with disabilities have equal pay and benefits, commensurate with job function and performance merit
  7. Accommodations are reviewed periodically to ensure that they continue to work well
  8. New options in assistive technology appropriate to address an individual accommodation are reviewed and considered as they become available

Promotional Opportunities

  1. Promotional opportunities are posted or announced in a manner/medium that is accessible to employees with disabilities
  2. Employees with disabilities receive the same consideration for promotional opportunities and training as that afforded other employees
  3. Employees are considered for promotion on the basis of ability to do essential functions of the new job, without regard for new accommodations that might be needed
  4. The organization periodically reviews tests screening for promotional opportunities to be sure that they are consistent with business necessity and do not unnecessarily screen out employees with disabilities
  5. Testing for promotional advancement is conducted in an environment which is wheelchair accessible
  6. Employees are offered time flexibility or rest breaks in test taking for promotional opportunities, if required as a reasonable accommodation
  7. Employees with visual impairments are afforded alternate formats (large print, Braille, audiocassette) in test taking for promotional opportunities, if required as a reasonable accommodation
  8. Employees who are deaf or have hearing impairments are afforded written rather than oral instructions or a sign language interpreter if needed in test taking for promotional opportunities, if required as a reasonable accommodation
  9. Employees who have limited language skills as a result of a disability are afforded simplified language in test taking for promotional opportunities, if required as a reasonable accommodation

Training Opportunities

  1. Training sessions, whether on site or off-site, are conducted in locations that are wheelchair accessible and have accessible parking
  2. Sign language interpreters are available for trainings, if needed
  3. Training materials are available in Braille, large print, audiocassette, or disk, if needed
  4. All videos used in trainings are captioned or a transcript is available in advance
  5. Training materials disseminated via Internet or Intranet are accessible to people with disabilities
  6. Web-based/online/Internet self-paced employee training modules are accessible to people with disabilities
  7. Web-based/online/Internet training using email or real-time chat functions are accessible to people with disabilities
  8. Mentoring or job coaching is considered as a possible training accommodation, if appropriate for an employee with a disability

© 2002 S. Bruyère, Cornell University, Program on Employment and Disability, School of Industrial and Labor Relations - Extension Division, USDE-NIDRR Grant #H133A70005

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