Business Leadership Network A Business-led Program of the President's Committee on Employment of People with Disabilities in support of Workforce Initiatives that Target Qualified Workers with Disabilities A Planning Guide September 30, 1996 Table of Contents SECTION I * The Executive Summary SECTION II * Introduction and Background Current Status Action and Future Plans Business Leadership Statewide Activities Local Activities Recognition Communications Using the Guide SECTION III * Statement of Purpose Needs-Based Employer Model Summary of Actions Five-year Goals SECTION IV * Staff Support Budget Considerations SECTION V Sample Forms * Biannual Progress Report * State Profile SECTION VI * Action Plan EXECUTIVE SUMMARY The Business Leadership Network (BLN) is a national service venture of the President's Committee on Employment of People with Disabilities (the President's Committee), in cooperation with state and local partners. This program offers employers * access to pertinent disability hiring information, * a network of employers who share information on common disability employment issues, * exposure to qualified job applicants with disabilities, * opportunities to provide training and work experience for job seekers with disabilities, * acknowledgment for best disability employment practices, and * improved access to customers with disabilities. This is the first time a business-led venture of this nature has been undertaken nationwide. It is unique because businesses that participate are called on by other businesses to take internal and external company action that fosters hiring practices that include qualified people with disabilities. This initiative occurs at a time when employers are recognizing that corporate success depends on the combined skills and talents of a diverse workforce that includes workers who happen to be disabled. In the past, companies often viewed "the handicapped" as a liability. Today, partially due to legislation such as the Rehabilitation Act of 1973 and the Americans with Disabilities Act (ADA), qualified workers with disabilities are considered an asset. The business community needs qualified workers to fill its changing job requirements. Fortune 5000 companies completing a survey for the President's Committee stated that they were unable to find qualified job applicants through their normal channels of recruitment (Global Strategy Group, Inc., 10/95). Employers participating in BLN activities are responding to this need by exploring methods to more effectively recruit and market the talents of job applicants with disabilities to small, medium, and large employers. The BLN is designed to put employers at the local level in touch with qualified job candidates with disabilities. Employers have the opportunity to become actively engaged in certain aspects of the job-preparation process. Participating companies possess employment expertise that can guide community service providers in preparing applicants with disabilities to meet the hiring standards of a rapidly changing market. Involvement at the community level enables employers to gain an understanding of the unique needs of candidates with disabilities. The BLN Plan targets small, medium, and large employers nationwide that are seeking qualified workers. Participating employers benefit by * gaining knowledge of best disability employment practices, * engaging in human resource training issues at the local level, * accessing a pool of qualified applicants with disabilities to enrich and diversify their workforce, * being recognized for leadership in developing disability employment practices that create opportunities for qualified applicants with disabilities, and * gaining access to an untapped market for their goods and/or services. A nationally prominent CEO will head the BLN. The Head CEO and three regional executives form the BLN Business Steering Group. Each executive will institute at least one new policy or practice that will enable their company to more effectively include and advance workers who have disabilities. The Steering Group will * assist in selecting a company to lead the BLN in each state, * review progress, establish annual priorities, and * review annual listings of companies selected for exemplary disability employment practices. The lead company and the state partner in each state will * kick off BLN activities with the governor, * form a state advisory group of key business and state representatives, * adopt a statewide BLN plan, and * appoint business leaders to chair local employer groups. Each local employer group will * hold a series of business forums to address specific disability employment issues, * recruit and enroll companies that seek the benefits of participation, * conduct an annual survey of employer hiring needs, and * develop a plan to address local employment needs. This business-led employment model stimulates best disability employment policies and engages the leadership and participation of employers in the hiring process to enable qualified individuals with disabilities to enter and succeed in the workplace. The success of this venture is based on inclusive hiring practices of participating employers and the ability of individuals with disabilities and supporting community resources to meet the changing human resources needs of industry and to commit to lifelong training. Conceived in 1994, the BLN has completed a two-year pilot phase. The employer perspective defines the BLN Plan, with activities and events driven by employer hiring demands. The Planning Guide * sets the mission of the BLN, * suggests ways to engage employers in full leadership roles, * increases communications at all operating levels, * provides guidance to achieve goals and objectives, * promotes a clear identity for the program, and * suggests methods for marketing results. The President's Committee on Employment of People with Disabilities is a nonpartisan federal agency, located in Washington, D.C. For over fifty years, the President's Committee has been a leading, national resource on disability employment issues. INTRODUCTION The President's Committee on Employment of People with Disabilities (the President's Committee) was established to enhance employment opportunities for individuals with disabilities. It has developed a national reputation as a facilitator and an educator on disability employment issues. Historically, people with disabilities in America have found themselves excluded from the mainstream of society--often institutionalized and denied public services. Significant legislative efforts such as the Rehabilitation Act of 1973 and the Americans with Disabilities Act (1990) have enlightened society on the rights and needs of citizens with disabilities. The employment needs of people with disabilities and how to effectively market this untapped resource to small, medium and large employers are the primary concerns of the President's Committee. Most employers with 15 or more employees are aware of the Americans with Disabilities Act (ADA). However, many employers are uncertain where to seek specific information when it is needed. Recent surveys indicate that employers recognize that the ADA is good for business and that corporate profits are tied to contributions made by a diverse workforce that includes workers with disabilities. This is consistent with recent data from the U. S. Census Bureau that shows an increase in hiring of people who are disabled. In spite of this positive trend, the greatest challenge still faced by most recruiters is finding qualified applicants with disabilities through their regular recruitment efforts. The Business Leadership Network (BLN) is a program designed to engage employers in a leadership role to communicate their human resources needs and to actively participate in the community to ensure that providers serving individuals with disabilities are able to meet those needs. BACKGROUND The Business Leadership Network (BLN) was conceived in 1994 by the President's Committee's Employer Subcommittee as a means to engage employers in a focused effort to market the benefits of hiring qualified individuals with disabilities to other employers. State Governors' Committees (State Committees) played a pivotal role in establishing pilot BLN efforts in Florida, Indiana, Massachusetts, Michigan, Oregon, Texas, and Wisconsin. State Committees work in concert with the President's Committee to fulfill their shared mission to enable qualified people with disabilities to obtain jobs and succeed in the workplace. State Committees are in an enviable position, at the Governor's level, to bring key, state and local resources, together to provide the educational/training services needed for individuals with disabilities to acquire competitive work skills to meet the hiring requirements of participating BLN companies. CURRENT STATUS Since 1994, efforts to launch BLN activities have been undertaken in eight states including Colorado. Start-up activities at most sites commenced with a preset agenda and one or more teleconferences with designated state representatives including employers. Numerous documents have been created including brochures, fact sheets, information packets, and certificates for membership. Program Enhancements An informal program review with President's Committee staff and representatives from the pilot sites suggests nine areas for further program enhancement * clearer program mission, * stronger business leadership, * clearly defined employer hiring needs, * stronger program identity at state and local sites, * clearer guidance from the President's Committee, * more frequent communications and marketing, * at least one full-time staff person at the President's Committee assigned to BLN program development, * increased financial resources to fund the program, and * enhanced outreach to small employers. Specific recommendations to ensure success include * active participation of employers whose hiring practices include job applicants with disabilities and who are committed to improving their communities, * identify outcomes that are achievable and beneficial to all participants, * employers should engage in meaningful activities that help them gain useful information and lead to results, * community organizations serving people with disabilities should view employers as a primary customer group whose hiring needs and disability employment concerns are met or exceeded with timely, quality services, and * an assessment of employer hiring requirements will dictate product and nature of services provided. ACTION The BLN Planning Guide was adopted by the President's Committee on September 30, 1996. This guide addresses the mission of the President's Committee and seeks to measurably increase opportunities for qualified individuals with disabilities to enter the job market. Under this plan, the President's Committee will work with State Governors' Committees and the Employer Subcommittee to develop an extensive network of small, medium, and large companies. This employer network will be headed by a nationally prominent CEO. A Business Steering Group will review progress annually and will establish national priorities to enhance the mission of the BLN. The Employer Subcommittee will provide ongoing support to the program. Annually, the President of the United States will announce companies participating in BLN activities and selected by the President's Committee's Employer Subcommittee for exceptional disability employment practices that result in new opportunities for qualified individuals with disabilities. A report of best disability employment practices will be prepared and distributed following the President's announcement. FUTURE PLANS Plans for the next five years include appointment of a prominent CEO to head the Business Leadership Network, formation of a Business Steering Group, designation of lead companies for each state, annual acknowledgment of BLN participating companies that showcase exemplary disability employment practices, an annual BLN Report of effective disability employment practices, and a series of bulletins (Business Leadership Trends) highlighting state BLN activities. Employer surveys show that company attitudes on hiring people with disabilities are changing. Corporations that are succeeding in America are benefiting from a diverse workforce that includes the skills and talents of workers with disabilities. These same employers, however, indicate that their greatest difficulty is recruiting talented people with disabilities whose skill sets match their job requirements. Recognizing employers' need to access qualified applicants, the President's Committee will work with state partners to facilitate a series of employer-led BLN activities and events that aim to help employers gain access to qualified job applicants with disabilities. BLNs at all locations will be led by employers. Employers at each site will track local job requirements and will work to ensure that appropriate community service providers are informed of the changing hiring needs and that they receive the necessary guidance to meet those needs. This approach is consistent with the dramatic shift in corporate responsibility from monetary contributions to offering intellectual capacities and technology to affect society. BUSINESS LEADERSHIP Appointment of CEO The Chairman of the President's Committee (The Chairman) will appoint a high profile President and CEO of a prominent American corporation to head the national network. The BLN Head will see the need for and the challenge of leading corporate America in fulfilling its obligation to hire citizens who are qualified and who also have disabilities. The Chairman and the Head CEO will discuss their vision for the BLN. The Head CEO will publicly declare that it is time for businesses in America to step forward to initiate company policies that will facilitate employment opportunities for people who are talented yet happen to be disabled. The Head CEO will lead by doing--by instituting at least one corporate policy to expand employment opportunities for people with disabilities. For example, the Head CEO may choose to support the President's Committee's High School/ High Tech program that fosters secondary students with disabilities to pursue high tech careers, or the Head CEO may establish a company-wide policy to employ qualified applicants with disabilities at all levels of management in the company. Other possible company actions might include a more focused recruitment of postsecondary students with disabilities that require recruiters to contact Disabled Student Service (DSS) offices prior to campus visits or allocating a certain number of paid summer internships for high school and postsecondary students with disabilities. Internships afford students with disabilities the opportunity to try out their skills and to demonstrate their worth as potential employees. Companies seeking interns can tap into the President's Committee's Workforce Recruitment Program (the WRP) that enables private sector employers to gain access to a large pool of pre-screened, postsecondary students with disabilities who are seeking summer and/or full-time job opportunities. Also, as more and more companies establish their own contingency labor pools, integrating individuals with disabilities into the temporary workforce represents a "win-win" opportunity for applicants with disabilities to gain valuable work experience and for employers to assess their performance as potential employees (i.e., temp-to-perm job opportunities). Apprenticeship training, for individuals with disabilities possessing certain aptitudes, creates an opportunity for employers to gain workers who meet company hiring requirements and provides training for applicants with disabilities who may be lesser skilled. Business representatives can also play a significant role in assisting job seekers with disabilities to conduct an effective job search. Community agencies welcome employer involvement in conducting informational or mock job interviews and critiquing resumes. Company representatives who make regular visits to middle and secondary schools can inform students with disabilities of changing job trends and employer expectations. Employer representatives who serve as mentors can support postsecondary students who are job searching and can provide guidance to entrepreneurs with disabilities as they launch their own businesses. Formation of Business Steering Group Designation of State Lead Companies As national leader for the BLN, the Head CEO will appoint three prominent company executives to support lead companies in states that fall within three U.S. regions: West Coast, Central States, and East Coast. A special effort will be made to seek prominent business executives who represent small and medium-sized companies. Each executive will follow the path of the Head CEO by instituting at least Formation of Business Steering Group one new policy to facilitate employment opportunities for individuals with disabilities. The Head CEO and the three regional corporate executives will form the Business Steering Group (the Steering Group). This group will work with the Chairman and state Governors' Committees to identify a review of progress, the Steering Group may establish annual priorities to help meet the overall objectives of the BLN. For example, the Steering Group may determine that small employers are not well represented among area participating companies. The Business Steering Group may request that state lead companies place statewide emphasis on finding effective ways to reach and involve small employers. This group will also review the final list of companies selected by the Employer Subcommittee for exceptional disability hiring practices, and can recommend changes in the BLN Planning Guide. The President's Committee's Employer Subcommittee will provide general advice to the Steering Group and program support at the state level. BLN STRUCTURE The Business Steering Group CORPORATE HEAD (Prominent CEO) THREE REGIONAL COMPANY EXECUTIVES West Coast - Central - East Coast Lead Companies Designated state lead companies Network Companies participating in state and local activities STATEWIDE ACTIVITIES Many State Governors' Committees are committed to assisting employers meet their hiring needs with qualified applicants with disabilities. These same committees have a longstanding relationship with the President's Committee as well as staff and resources to fulfill the requirements to support this initiative on the state and local level. In those cases where Committee resources are not available, then other organizations, companies, business groups or a consortium of organizations may form to fill this need. Companies serving on the President's Committee's Employer Subcommittee will play a key role in developing BLN activities in their respective states. The President's Committee's staff will work with state Governors' Committees to support each state lead company in kicking off state BLN activities and in developing a state plan. State BLN plans will reflect the unique concerns and needs of each state. Active Governors' Committees that assume the primary BLN coordinating role will reach early success by gaining the support of and involving existing business groups. Governors' Committees will arrange for a preliminary planning meeting with key state representatives whose organizations are targeted to provide services in support of proposed BLN activities. Representatives may include senior staff from federal, state, public, private, and not-for-profit organizations that provide education, training, and job placement services for state residents with disabilities. This meeting will provide an opportunity to review the BLN Planning Guide and to strategize ways to work together to provide quality services that are consistent and meet the needs of participating employers. The strategy that results from this meeting and the willingness of the various organizations to work together is fundamental to success with BLN activities. All too often, employers complain that no consistent support is available to help them on disability issues--either no organization offers to work with them and support their efforts, or too many organizations request the same information or offer the same services. The state lead company, with support from the State Governors' Committee, will arrange for a photo opportunity with the Governor, the Chair, and a representative from the State Governor's Committee to officially kick off state BLN activities. During this press opportunity, the lead company will set the stage for statewide activities by announcing company policies put in place to facilitate employment opportunities for qualified job applicants with disabilities. The Governor's Office will issue a press release jointly with the lead company and the President's Committee. The lead company will meet with key employers and state representatives to review and modify the plan in accordance with state needs, form local business groups to conduct activities consistent with the plan and in concert with local needs, and identify state and local support to coordinate the activities and communications of state and local sites and to report progress to the President's Committee. The lead company will meet annually with key state representatives, local business group chairs, and support staff to review progress and to discuss the priorities established by the Business Steering Group. STATE/LOCAL BLN ACTIVITIES Local business group chairs will invite small, medium, and large companies to attend one or more breakfast awareness meetings (7-8:30 a.m.) to introduce the BLN concept, to review the state plan, and to gain local participation. If possible, the state lead company will attend the first awareness meeting at each local site. During the meeting, both the lead company and the local business group chair will describe the corporate policies put in place in their companies to facilitate employment of qualified individuals with disabilities. Following the meeting, each attendee will indicate a willingness to participate and to what degree by completing an enrollment card. Participating companies will receive a binder of disability employment information prepared by the President's Committee--the Disability Employment Practices Guide. This information is offered by the Chairman and can be updated with annual, education kit materials that are prepared and disseminated by the President's Committee. Each local group will send thank you letters to company representatives attending the awareness meetings. These letters will be sent from the local chair (using chair letterhead) and will include a brief, employer survey (the prototype of which will be prepared by the President's Committee's BLN Manager) designed to assess company hiring needs and to determine specific disability employment information that would be helpful to each company. Local support staff will compile and present a summary of the survey results at a meeting of the local group. Each group will prepare a plan to meet the hiring needs identified in the survey. The local plan will address the priorities set by the Business Steering Group and the goals of the state BLN plan. Activities and events planned by each group should meet specified needs, actively involve employers, and should enhance employment for qualified applicants with disabilities. All meetings should conform to standard business meeting practices. The content and format of each activity is limited only by the creativity of those who plan each event. Several examples of activities follow. RECOGNITION Understanding Americans with Disabilities Persons representing a range of disability types will serve on a panel to speak candidly about their disabilities and the challenges they faced in their job search. Panelists should be prepared to answer questions from the audience. Mental Illness (MI) in the Workplace A panel of experts will describe the various types of MI, early warning signs of employees who may need help, local resources, accommodations, and personal testimonies from employees with MI and their supervisors. Recruiting Qualified Applicants with Disabilities A panel of local service provider representatives, including postsecondary schools, will briefly describe their organizations and how employers can use them for recruitment. Representatives will distribute Exceptional Candidate Listings of job-ready applicants with disabilities. Presenters should be prepared to discuss candidate qualifications and explain the employer support services offered by their organizations. Business representatives attending this meeting will be invited to visit these programs and to participate in job seeking skills preparation activities with job seekers with disabilities (e.g., employer expertise on how to create resumes that gets attention and tips on interviewing significantly enhance the effectiveness of candidate job searches). Employer responses during this presentation may reveal discrepancies between the available talent pool and the skill sets needed by local employers. This discussion may support findings from the employer survey and may inspire the local business chair to appoint an employer/agency task force. This task force will review the discrepancies and make recommendations to ensure that job applicants with disabilities are well-prepared to meet the current and future needs of business and to compete in an evolving economy. Top BLN Companies Named for Best Disability Employment Policies The Business Steering Group will work with state lead companies to annually recognize participating BLN companies for exemplary disability employment practices. Company designated lists are used by firms to gauge corporate culture and by skilled job applicants to assess prospective employers who offer specific workplace qualities. Such listings act as a yardstick of trends and an incentive for corporate change. The White House will issue a listing of company names of small, medium and large employers, selected by the President's Committee's Employer Subcommittee, for disability employment practices that are creative and enhance employment opportunities for workers with disabilities. Such practices might include work experience opportunities, targeted recruitment efforts, accommodation procedures, training initiatives, and advancement processes. The President's Committee's Employer Subcommittee will draft criteria for selecting companies who have developed disability employment policies and procedures that are effective and result in enhanced job opportunities for qualified applicants with disabilities. All participating BLN companies will be invited to apply for this distinction. Applications will be reviewed by Governor's Committee staff in each state before being submitted to the President's Committee for selection. BLN Report Companies distinguished for exemplary disability practices will be featured in a Special BLN Report prepared by the President's Committee. This report will feature best disability employment procedures and will serve as a guide for employers seeking to emulate employment practices that help them build an inclusive and empowering work culture. COMMUNICATIONS Business Leadership Trends Based on business trends and information shared in state progress reports, the President's Committee will prepare BLN bulletins that highlight successful disability business initiatives at the state and local level. Camera-ready bulletins will be prepared and sent to the lead company or designated state representative for replication and statewide distribution. Participating companies may volunteer to print and disseminate this publication. State support staff will maintain up-to-date mailing lists of participating companies and others to receive the bulletin and will provide companies with addresses on labels or diskettes. Databases The President's Committee will maintain a listing of the BLN Business Steering Group and each state lead company. Local listings of participating employers will be maintained by each state. It is not practical or necessary for the President's Committee to maintain a more extensive listing. Such listings change regularly and local sites prefer to maintain such information. Public Relations The President's Committee will prepare press releases, camera-ready copies of Business Leadership Trend bulletins, binders of the Disability Employment Practices Guide, and the Special BLN Report. Companies named for exemplary disability practices will be listed on the President Committee's website ( http://www.pcepd.gov ). USING THE PLANNING GUIDE Over the next five years, the President's Committee will be working to facilitate BLN activity in each state, the District of Columbia, Puerto Rico, and the Territories. Employers and state partners who meet to discuss forming a Business Leadership Network are encouraged to utilize this guide in accomplishing the objectives of the BLN. States that initiated BLN activities under the pilot phase of this venture are asked to coordinate their activities with this guide. STATEMENT OF PURPOSE The Business Leadership Network (BLN) is a program established in 1994 by the President's Committee on Employment of People with Disabilities to engage the active participation of the business community to enable qualified individuals with disabilities to obtain work and succeed in the workforce. BLN STRUCTURE Appointed Corporate Head of BLN Business Steering Group State Lead Companies State Partners Local Business Groups Participating Companies NEEDS-BASED EMPLOYER MODEL A Planning Guide Based on the Hiring Needs of Employers EMPLOYERS NEED Qualified Employees Better Understanding of Workers with Disabilities To Share Information with Other Employers Pertinent Disability Employment Information Recognition For Best Disability Employment Practices ACTION Company Commitment to Workforce Diversity Inclusive of Workers with Disabilities Completion of Survey of Hiring Needs Willingness To Participate in Activities To Gain Pertinent Information and To Contribute Expertise Willingness To Interview and Hire Qualified Applicants with Disabilities BENEFITS Knowledge of Best Disability Hiring Practices Access To Qualified Applicants with Disabilities Opportunity to Contribute Expertise on Manpower Training Issues Receive Pertinent Disability Employment Information A Diverse Workforce Inclusive of Workers with Disabilities Recognition For Exemplary Disability Employment Practices Improved Access To an Untapped Market for Goods and Services A SUMMARY OF ACTIONS HEAD CEO Establishes disability employment practices Endorses the BLN Planning Guide With the Chairman, appoints members of the Business Steering Group Meets annually to review progress and set priorities Reviews listings of companies named for best practices BUSINESS STEERING GROUP Members establish disability employment practices Endorse the BLN Mission Assist in selection of state lead companies Meets annually to review progress and set priorities Review listings of companies named for best practices STATE LEAD COMPANIES Establish disability employment practices Kick off state activities with the Governor's Office Form state business advisory group to develop state plan Assist in determining staff support Appoint chairs of area business groups Meet annually with the business advisory group to review progress and set new priorities LOCAL BUSINESS GROUPS Hold a series of business forums to welcome new companies Survey the hiring needs of participating companies Adapt the State BLN Plan to meet local hiring needs of employers Determine area support staff Local activities reported to designated state support staff STATE AND LOCAL PARTNERS Support activities defined under the state and local plans Assist in conducting annual survey of employer hiring needs Prepare and disseminate meeting minutes Maintain database of participating companies Coordinate mailings Send biannual progress reports to the President's Committee THE PRESIDENT'S COMMITTEE Appoints Head CEO Forms Business Steering Group with Head CEO Prepares and distributes periodic issues of Business Leadership Trends Prepares and disseminates the Disability Employment Practices Guide Prepares and disseminates Special BLN Reports of Best Practices EMPLOYER SUBCOMMITTEE Provides support and advice to the BLN Develops standards for best practices recognition Selects companies for best disability employment practices Provides support for BLN development in respective member states FIVE-YEAR GOALS Year I | DEVELOPMENT OF BLN PLANNING GUIDE APPOINTMENT OF HEAD CEO FORMATION OF BUSINESS STEERING GROUP 3 ISSUES OF Business Leadership Trends bulletin Year II | CRITERIA FOR EMPLOYER BEST DISABILITY EMPLOYMENT PRACTICES ESTABLISHED 5 governors kick off BLN activities with lead company 3 ISSUES OF Business Leadership Trends bulletin Year III | 10 COMPANIES NAMED FOR BEST DISABILITY EMPLOYMENT PRACTICES YEAR IV PRIORITIES ANNOUNCED FIRST SPECIAL REPORT OF BEST DISABILITY EMPLOYMENT PRACTICES 10 governors kick off BLN activities with lead company 3 ISSUES OF Business Leadership Trends bulletin Year IV | 25 COMPANIES NAMED FOR BEST DISABILITY EMPLOYMENT PRACTICES YEAR V PRIORITIES ANNOUNCED SECOND SPECIAL REPORT OF BEST DISABILITY EMPLOYMENT PRACTICES 10 governors kick off BLN activities with lead company 3 ISSUES OF Business Leadership Trends bulletin Year V | 35 COMPANIES NAMED FOR BEST DISABILITY EMPLOYMENT PRACTICES PRIORITIES FOR YEAR VI ANNOUNCED THIRD SPECIAL REPORT OF BEST PRACTICES 10 governors kick off BLN activities with lead company 3 ISSUES OF Business Leadership Trends bulletin STAFF SUPPORT PRESIDENT'S COMMITTEE STAFF The Secretary Will * Provide clerical support to the BLN Manager. * Receive, log, and submit state biannual reports to the BLN Manager for review. * Prepare preliminary content for the Business Leadership Trends. * Manage the distribution of the Business Leadership Trends. * Prepare press releases for final review and approval. * Respond to general BLN inquiries. The BLN Manager Will * Communicate with state governor's committees regarding BLN matters. * Prepare and revise the BLN Planning Guide as needed. * Prepare progress reports. * Provide staff support to the Business Steering Group. * Travel to facilitate state BLN start-up activities. * Work with the Chairman and the Head CEO to plan the annual meeting of the Business Steering Group. * Work with BLN representatives and Employer Subcommittee members to select companies for best disability employment practices. * Prepare annual Special BLN Reports. * Prepare and disseminate the Disability Employment Practices Guide to companies participating in BLN activities. * Perform other duties as required by the President's Committee. State and Local Support Representatives Will * Support the lead company as needed (e.g., assist in scheduling meetings, send out meeting notices, prepare minutes of meetings, etc.). * Assist in preparing state and local BLN plans. * Maintain mailing lists of companies participating in BLN activities. * Assist in disseminating pertinent information. * Assist in identifying BLN companies for best disability employment practices. * Prepare and submit biannual update reports to the President's Committee. * Assist in referring BLN companies to needed services in their communities. * Respond to state and local BLN inquiries. * Perform other duties as needed. BUDGET CONSIDERATIONS The President's Committee will fund one full-time manager to facilitate BLN startup activities in each state. This position will be supported by one part-time clerical staff. The President's Committee will also cover certain expenses related to publicity (e.g., press releases) and communications (i.e., Business Leadership Trends, the Disability Employment Practices Guide and Special BLN Reports). During the two-year pilot phase of the BLN program, state and local expenses ranging from $30,000 and up were absorbed by companies and agencies participating in the program. Expenses include staff time--both professional and clerical, meeting expenses of space and refreshments. Other costs included printing, various mailings, travel, and telephone. BIANNUAL PROGRESS REPORT All information reported should be approved for publication purposes. Information will be reviewed to assess progress towards stated goals and will be presented to other BLN sites and the public at various times. Biannual reports are due no later than the 15th of April and September for publication consideration. State Reporting: ______________ | Month: ______________ Year: ______________ | Person Completing: ______________ Phone Number: ______________ Attachments: Please attach regional progress reports, meeting minutes, news articles and other progress materials. Outline of Information Requested * I. Lead Company Actions. II. State and Local Business Group Activities (attach related materials such as agendas, press releases, announcements, etc.). III. Employer activities/events held or planned since the last report. IV. Public Relations (e.g., participating companies should be encouraged to publicize participation in BLN activities in their in-house publications). V. Status of computer network services (e.g., web page for employers including local success stories, employer profiles for job seekers with disabilities, mailing list, etc.). VI. Current challenges and support needed. VII. Other. The purpose of this form is to promote your achievements and to assist you in areas where you may need support. Thank you for completing this form and for meeting our deadline for submittal. STATE PROFILE STATE: DATE OPERATIONAL: BACKGROUND/HISTORY: LEAD COMPANY: Name: Title: Address: Phone Number: | Fax: E-Mail: Key State Partner(s): State Business Advisory Group Representatives: Regional Locations: Chronology of major achievements: Long Range Goals: Number of participating companies: -ACTION PLAN- * The Chairman meets with the selected Head CEO to discuss his vision for the BLN. * The Head CEO recognizes the need for corporate involvement nationwide to achieve workforce diversity that includes workers with disabilities. The Head CEO describes disability policies instituted company-wide to enhance employment opportunities for qualified job applicants with disabilities. The Head CEO will give recommendations to the Chairman of potential company executives to serve on the Business Steering Group. * The Chairman thanks the Head CEO for heading this important business initiative and faxes a draft letter for joint signature to invite three executives to serve on the Business Steering Group. Each executive will receive a copy of the BLN Planning Guide and the Disability Employment Practices Guide. * The President's Committee sends a press release to all media sources informing them of this initiative and the appointment of a Head CEO. A photo opportunity with the Chairman at the Head CEO's company may be considered. * Three regional executives confirm their willingness to serve with the Head CEO and the Chairman in support this national initiative. Each executive describes disability employment practices initiated at their companies to facilitate employment opportunities for qualified job applicants with disabilities. * The Head CEO notifies the Chairman of the Steering Group member confirmations. * The President's Committee sends a press release to all media sources announcing the formation of the BLN Steering Group. * The Chairman calls each member of the Steering Group to thank them for serving. * Letters are sent from the White House to the Head CEO and each member of the Business Steering Group congratulating them for leading the nation in this effort. * The Head CEO and the Chairman will share names of potential lead companies for each state and will request recommendations from each member of the Business Steering Group. The Chairman's suggestions will include recommendations from the Employer Subcommittee and State Governors' Committees. The Head CEO and the Chairman will make the final selection of state lead companies based on the continued growth and prominence of each company. * The Head CEO will send letters jointly with each regional executive to each company executive requesting that they serve as lead company in their state. The BLN Planning Guide and the Disability Employment Practices Guide will be included in the mailing. * Each state lead company will confirm their leadership role with the regional CEO and will discuss the specific personnel policies put in place to promote awareness of people with disabilities and to facilitate employment of skilled individuals with disabilities. * A letter will be sent by the Chairman to each state lead company thanking them for taking the lead in their state. * Letters will be sent from the White House to each state lead company. * The President's Committee will send out press releases to all media sources announcing the leadership of each state company. * The BLN Manager will work with the Employer Subcommittee to develop standards for the best practices nominations. * The BLN Manager will serve as primary contact for staff supporting each state lead company. * Governors' Committees will arrange for a preliminary planning meeting with key state representatives to review the BLN Planning Guide and to strategize ways to work together to prepare and to refer job applicants with disabilities who are qualified to meet the hiring requirements of participating employers. * Each lead company will schedule a photo opportunity with the governor, who will announce the BLN initiative to the press. The lead company will describe the disability employment practices instituted to enhance opportunities for qualified candidates with disabilities. Note: The Chairman, the Head CEO, and the appropriate regional executive will be invited to this briefing. * Each lead company will meet with key employers and state representatives to * create a statewide BLN plan that addresses the concerns unique to each state, * identify company representatives to chair local BLN activities, and * designate state and local support for the program and define necessary lines of communication. * The lead company will send letters to the local business representatives asking them to serve as chairs of local BLN business groups (enclosed with this letter will be a copy of the state BLN plan and a Disability Employment Practices Guide.). * Local chairs respond to the state lead company regarding their willingness to serve. Press releases will be issued from the governor's office. Thank you letters will be sent to each chair by the state lead company, the governor, and the Chair. * Each local chair will meet with support staff to review the state BLN plan and to plan awareness meetings for area business executives. * Each local chair will host one or more BLN Awareness Meetings for small, medium and large companies in their region. A brief continental breakfast meeting (held from 7:00-8:30 a.m.) works well for drawing busy business leaders together to market the program, disseminate pertinent information, and to request their participation. The state lead company will be invited to attend. * Each company attending will complete a participation enrollment card before leaving the meeting. The State BLN Plan will be distributed. * The local chair will form a business group to designate one or more support staff to support the activities of the local program, modify the State BLN Plan to reflect the needs at the community, assess the awareness meeting enrollment forms and review and adapt the prototype Employer Survey Form developed by the BLN Manager. * The local chair will send thank you letters to each company attending the awareness meeting. An employer survey of human resources needs will be enclosed with this letter. * Completed employer surveys will be compiled by the designated staff support representative. * The local BLN business group will meet to review survey outcomes and to plan activities based on employer needs. * Local support staff will submit biannual progress reports to the state support representative. The state support staff will submit a state report to the President's Committee. * The BLN Manager will review state progress reports and prepare BLN Bulletins for dissemination. * Local business groups will nominate participating companies for best disability employment practices recognition. Companies will be selected by the President's Committee's Employer Subcommittee. * Annually the President of the United States will announce companies selected for exceptional disability employment practices. * A Special BLN Report of best disability employment practices will be prepared and disseminated by the President's Committee. * The Business Steering Group will meet annually to review progress and to establish new priorities. ---------- End of Document