Appendix B
Telephone Survey with HR Managers Survey
OMB Control No: 1230-0NEW
Expiration Date: XX/XX/20XX
DOL Employer survey
IF LARGE COMPANY, FIRST ASK:
SC1. Hello, my name is [INTERVIEWER NAME] and I’m calling from Westat, a survey research firm in Rockville, MD. We are conducting a survey on behalf of the U.S. Department of Labor that will collect information about the employment of people with disabilities. May I please have the name of the person responsible for hiring at the overall company level? This may be your Personnel Manager, Human Resources Manager, President, or Owner. [IF NEEDED: We need to send some information about a survey we are conducting for the U.S. Department of Labor.]
Name
SC2. And would we address a letter to him/her at [ADDRESS ON FILE}?
Yes
No (GO TO SC3)
Don’t know
SC3. May I please have the correct address?
Number Street
Suite/Office number
City State Zip code
Thank you very much.
Package will be mailed. When interviewer calls back, interview will start at SC4. |
According to the Paperwork Reduction Act of 1995, no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. Public reporting burden for this collection of information is estimated to average 20 minutes per response, including time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. The obligation to respond to this collection is voluntary. Send comments regarding the burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to the U.S. Department of Labor, Office of the Chief Information Officer, Attention: Departmental Clearance Officer, 200 Constitution Avenue, N.W., Room N-1301, Washington, DC 20210 or email [email protected] and reference the OMB Control Number 1230-0NEW. Note: Please do not return the completed survey to this address.
SC4. Hello. May I please speak with {NAME OF EXECUTIVE TO WHOM THE LETTER WAS MAILED}?
[My name is {INTERVIEWER’S NAME} and I am calling on behalf of the U.S. Department of Labor. {EXECUTIVE’S NAME} recently received a letter about a study of the employment of people with disabilities.]
Available/coming to the phone (GO TO SC6)
Not available
At another telephone number
No such person/no longer here/new respondent needed (GO TO SC5)
Telephone company recording
Answering machine/voice mail
Retry dialing
Go to result
SC5. I’d like to speak with someone else who makes decisions on hiring at the overall company level such as the [Personnel or Human Resources Manager/President of Owner]. Would you please connect me to such a person?
if small business use president or owner. otherwise use personnel or human resources manager
[Alternate titles:
President/owner
Vice-president, finance
Vice-president, human resources
Vice president
Director
Assistant director
Manager
Assistant manager
Supervisor]
Speaking/coming to the phone (GO TO SC6)
Collect name of best respondent
Don’t know best respondent; callback
Go to result
SC6. Hello, my name is [INTERVIEWER NAME], and I am calling from Westat, a research firm in Rockville, MD. We are conducting a survey for the U.S. Department of Labor. We recently sent a letter introducing the study. This is a brief survey of business executives in high growth industries to see what opportunities might be available in these industries for people with disabilities.
The survey will take about 20 minutes.
This survey is for research purposes only and is not part of an investigation or audit by the Department of Labor. Your cooperation is voluntary. Your responses will not be linked with your company or with your name. First, I would like to ask about your business.
[IF NEEDED: You can skip any question you do not want to answer, and you can stop at anytime.]
Company Characteristics |
1. I see that your business is mostly in the [INDUSTRY] group, is that correct? (2008 ODEP)
Yes (GO TO Q2)
No
Don’t know
Refused
1a. What type of business is it?
Construction
Manufacturing
Wholesale Trade
Retail Trade
Transportation and Warehousing
Information
Financial Activities
Professional and Business Services
Education
Health Services
Leisure and Hospitality
Other Services
Public Administration
Other (SPECIFY):
Don’t know
Refused
2. I also see that you have about [NUMBER OF EMPLOYEES]. Is that correct? (2008 ODEP)
Yes (GO TO Q4)
No
Don’t know
Refused
3. Including your corporate headquarters, subsidiaries, and all branches, how many employees does your business have? Would you say… (2008 ODEP)
Fewer than 5, (end survey)
5 to 14,
15 to 249,
250 to 999
Or 1000 or more?
Don’t know
Refused
4. Does your company have multiple locations?
Yes
No (GO TO Q6)
Don’t know
Refused
5. [IF Q4 = YES] How many employees do you have at your location? (2008 ODEP)
____ Employees
Don’t know
Refused
6. I see that your business headquarters is in [STATE]. Is that correct? (2008 ODEP)
Yes (GO TO Q7)
No
Don’t know
Refused
6a. In what state or US territory is your business headquartered?
Alabama
Alaska
American Samoa
Arkansas
Arizona
California
Colorado
Connecticut
Delaware
District of Columbia (Washington, DC)
Florida
Georgia
Guam
Hawaii
Idaho
Illinois
Indiana
Iowa
Kansas
Kentucky
Louisiana
Maine
Maryland
Massachusetts
Michigan
Minnesota
Mississippi
Missouri
Montana
Nebraska
Nevada
New Hampshire
New Jersey
New Mexico
New York
North Carolina
North Dakota
Northern Mariana Islands
Ohio
Oklahoma
Oregon
Pennsylvania
Puerto Rico
Rhode Island
South Carolina
South Dakota
Tennessee
Texas
U.S. Virgin Islands
Utah
Vermont
Virginia
Washington
West Virginia
Wisconsin
Wyoming
Don’t know
Refused
7. [If Q4 = YES] And I see that your location is in [STATE]. Is that correct? (2008 ODEP)
Yes (GO TO Q8)
No
Don’t know
Refused
In what state or US territory are you located?
Alabama
Alaska
American Samoa
Arkansas
Arizona
California
Colorado
Connecticut
Delaware
District of Columbia (Washington, DC)
Florida
Georgia
Guam
Hawaii
Idaho
Illinois
Indiana
Iowa
Kansas
Kentucky
Louisiana
Maine
Maryland
Massachusetts
Michigan
Minnesota
Mississippi
Missouri
Montana
Nebraska
Nevada
New Hampshire
New Jersey
New Mexico
New York
North Carolina
North Dakota
Northern Mariana Islands
Ohio
Oklahoma
Oregon
Pennsylvania
Puerto Rico
Rhode Island
South Carolina
South Dakota
Tennessee
Texas
U.S. Virgin Islands
Utah
Vermont
Virginia
Washington
West Virginia
Wisconsin
Wyoming
Don’t know
Refused
8. How many years has the company been in business?
_____ Years
Don’t know
Refused
9. Which of the following best describes your company’s plans for your workforce over the next 12 months? (Kessler Foundation)
We plan to increase the size of our workforce
We have no plans to increase or decrease the size of our workforce
We plan to reduce the size of our workforce
Don’t know
Refused
10. Is your business a Federal contractor? (IF NEEDED: Federal contractors are employers who enter into a contract with the United States (any department or agency) to perform a specific job, supply labor and materials, or for sales of products or services.)
Yes
No
Don’t know
Refused
11. About how many years have you been working for [COMPANY] in any position? (2008 ODEP)
_____ Years
Don’t know
Refused
12. What is your job title? (2008 ODEP)
President/owner
Vice-president, finance
Vice-president, human resources
Vice-president (SPECIFY):
Director
Assistant director
Manager
Assistant manager
Supervisor
Other (SPECIFY):
13. About how many years have you been working under your current role/position? (2008 ODEP)
_____ Years
Don’t know
Refused
14. Have you ever regularly interacted with someone with a disability inside the work environment, at either this company, or another company?
Yes
No
Don’t know
Refused
15. Have you ever regularly interacted with someone with a disability outside the work environment, for example with friends, family, or neighbors?
Yes
No
Don’t know
Refused
Disability Hiring, Retention, and Advancement |
16. Under the Americans with Disabilities Act, an individual with a disability is defined as a person who (1) has a physical or mental impairment that substantially limits one or more major life activities; (2) has a record of such an impairment; or (3) is regarded as having such an impairment.
To your knowledge, do any of your company’s current employees have a physical or mental disability? Would you say… (2008 ODEP)
Yes
I’m not sure
No, not to my knowledge
Don’t know
Refused
17. [DO NOT ASK IF Q16 = NO] To the best of your knowledge, about what percentage of your workforce has a disability? (Kessler)
10% or more
5% to 9%
3% to 4%
1% or 2%
Less than 1%
Don’t know
Refused
18. Does your company regularly track the number of people with disabilities that you employ? (Kessler)
Yes
No
Don’t know
Refused
19. In the past 12 months, has your company hired any people with disabilities? (2008 ODEP)
Yes
I’m not sure
No, not to my knowledge
Don’t know
Refused
20. Have any of your employees with disabilities been with the company for 2 years or longer? Would you say…
Yes,
I’m not sure
No, not to my knowledge
Or does your company not have any employees with disabilities?
Don’t know
Refused
21. Has your company promoted any employees with disabilities in the past 3 years? Would you say…
Yes,
I’m not sure,
No, not to my knowledge,
Or has your company not had any employees with disabilities in the past 3 years?
22. Does your company actively recruit job applicants who are people with disabilities? (2008 ODEP)
Yes
No (GO TO Q24)
Don’t know
Refused
23. We want to know how your company is proactive in recruiting job applicants with disabilities. Does your company…(Modified 2008 ODEP)
Create partnerships with disability-related advocacy organizations?
Yes
No
Don’t know
Refused
Work with career centers at colleges and universities when vacancies arise?
Yes
No
Don’t know
Refused
Post job announcements in disability-related publications or websites?
Yes
No
Don’t know
Refused
Does your company post job announcements and/or host a table at disability-related job fairs?
Yes
No
Don’t know
Refused
Establish summer internship and mentoring programs targeted at youth with disabilities?
Yes
No
Don’t know
Refused
Contact the state Vocational Rehabilitation agency?
Yes
No
Don’t know
Refused
Post jobs with the job service or workforce employment center (if needed: such as American Job Centers)?
Yes
No
Don’t know
Refused
Are there any other ways your company is proactive in trying to recruit job applicants with disabilities?
24. [IF Q22 = NO] What are the reasons your company does not actively recruit job applicants who are people with disabilities? Please say yes or no to each of the possible reasons. (Partially from Kessler Foundation)
There is an absence of job openings or a hiring freeze (we are not actively recruiting anyone, regardless of disability).
Yes
No
Don’t know
Refused
My company isn’t sure how to actively recruit people with disabilities.
Yes
No
Don’t know
Refused
There are architectural barriers or lack of special equipment for people with disabilities at the company.
Yes
No
Don’t know
Refused
Actively recruiting people with disabilities takes too much time.
Yes
No
Don’t know
Refused
It would cost too much money to hire people with disabilities.
Yes
No
Don’t know
Refused
Are there any other reasons you company does not actively recruit job applicants who are people with disabilities?
__________
Practices and Policies |
25. We’d like to know more about your company’s hiring and recruiting strategies. Does your company…
Post job announcements that display a policy of non-discrimination and equal opportunity?
Yes
No
Don’t know
Refused
Have an application process that is accessible to people with visual disabilities? (IF NEEDED: This can include Section 508 compliant job applications, or Section 508 compliant job announcements/vacancy descriptions that include information about how to apply to the job.)
Yes
No
Don’t know
Refused
Provide an opportunity for all job interview candidates to request an accommodation for the interview?
Yes
No
Don’t know
Refused
Have interview locations that are accessible to all people with disabilities?
Yes
No
Don’t know
Refused
Develop partnerships with organizations to recruit people with disabilities?
Yes
No
Don’t know
Refused
Have measureable goals for hiring people with disabilities?
Yes
No
Don’t know
Refused
Have a dedicated recruiter or other person specialized in the hiring of people with disabilities?
Yes
No
Don’t know
Refused
What other practices are in place for hiring and recruiting people with disabilities?
26. The next questions are about retaining employees with disabilities. The following strategies are thought to improve retention of people with disabilities. Does your company have or make available….
Have training for all employees that includes disability awareness or sensitivity? (IF NEEDED: This could include broader non-discrimination or etiquette training, but only if disabilities are specifically addressed).
Yes
No
Don’t know
Refused
A disability-focused employee resource group or affinity group?
Yes
No
Don’t know
Refused
Programs or policies to help employees who become ill, injured, or disabled stay at work or return to work?
Yes
No
Don’t know
Refused
Workplace flexibility programs such as flexible scheduling or telecommuting?
Yes
No
Don’t know
Refused
Does your company have or make available job reassignments for existing employees who develop a disability?
Yes
No
Don’t know
Refused
An opportunity for employees to voluntarily and confidentially self-disclose that they have a disability?
Yes
No
Don’t know
Refused
Measurable goals for retaining and advancing employees with disabilities?
Yes
No
Don’t know
Refused
Ways for employees to keep their existing position but reallocate specific tasks in the event that they cannot perform those tasks because of a disability? This is sometimes called task shifting.
Yes
No
Don’t know
Refused
What else, if anything, does your company do to retain people with disabilities?
Attitudes |
27. IF CONDITION 1: How much of a concern are the following factors to your company in hiring people with disabilities? I would like you to say whether it is not a concern, somewhat a concern, or a major concern.
IF CONDITION 2: Use condition 1 wording but reverse answer choice categories.
IF CONDITION 3: Many employers have concerns about hiring people with disabilities, such costs of accommodation or absenteeism.] How much of a concern are the following factors to your company in hiring people with disabilities? I would like you to say whether it is not a concern, somewhat a concern, or a major concern.
If CONDITION 4: Use condition 3 wording but reverse answer choice categories.
Knowing how to address the needs of workers with disability. Is that not a concern, somewhat a concern, or a major concern to your company in hiring people with disabilities?
Not a concern
Somewhat a concern
Major concern
Don’t know
Refused
Attitudes of co-workers
Not a concern
Somewhat a concern
Major concern
Don’t know
Refused
Attitudes of supervisors
Not a concern
Somewhat a concern
Major concern
Don’t know
Refused
Attitudes of top-level management
Not a concern
Somewhat a concern
Major concern
Don’t know
Refused
Attitudes of customers
Not a concern
Somewhat a concern
Major concern
Don’t know
Refused
Cost of accommodation. Is that not a concern, somewhat a concern, or a major concern to your company in hiring people with disabilities?
Not a concern
Somewhat a concern
Major concern
Don’t know
Refused
Cost of health care coverage
Not a concern
Somewhat a concern
Major concern
Don’t know
Refused
Cost of workers compensation premiums
Not a concern
Somewhat a concern
Major concern
Don’t know
Refused
Absenteeism
Not a concern
Somewhat a concern
Major concern
Don’t know
Refused
Turnover
Not a concern
Somewhat a concern
Major concern
Don’t know
Refused
Cannot discipline or fire a worker with a disability due to possible legal issues. Is that not a concern, somewhat a concern, or a major concern to your company in hiring people with disabilities?
Not a concern
Somewhat a concern
Major concern
Don’t know
Refused
Safety on the job for persons with disabilities and their coworkers
Not a concern
Somewhat a concern
Major concern
Don’t know
Refused
Productivity level compared to non-disabled workers
Not a concern
Somewhat a concern
Major concern
Don’t know
Refused
Ability of workers with disabilities to perform required job duties
Not a concern
Somewhat a concern
Major concern
Don’t know
Refused
Additional supervision
Not a concern
Somewhat a concern
Major concern
Don’t know
Refused
Does your company have any other concerns about hiring people with disabilities?
28. The next questions are about ways in which hiring people with disabilities might impact your company. Please just say yes or no to each. Would you say that hiring people with disabilities…
Increases morale at your company?
Yes
No
Don’t know
Refused
Increases productivity at your company?
Yes
No
Don’t know
Refused
Projects a positive image of your company with prospective employees?
Yes
No
Don’t know
Refused
Projects a positive image of your company with customers?
Yes
No
Don’t know
Refused
Increases the pool of qualified candidates?
Yes
No
Don’t know
Refused
Benefits your company because of the financial incentives such as tax breaks for accommodation?
Yes
No
Don’t know
Refused
Reduces liability for legal issues related to lack of diversity?
Yes
No
Don’t know
Refused
Are there any other benefits to hiring people with disabilities?
Veterans |
These next few questions are specifically about recruiting and hiring Veterans.
29. In the past 12 months, has your company hired a Veteran?
Yes
No
Don’t know
Refused
30. In the past 12 months, has your company hired a Veteran who disclosed a disability, either before or after they were hired?
Yes
No
Don’t know
Refused
31. Does your company make any special efforts to recruit Veterans?
Yes
No
Don’t know
Refused
32. Would any of the following be helpful to your company to recruit and hire Veterans?
Using a recruiting source to identify qualified Veteran candidates?
Yes
No
Don’t know
Refused
Programs to help Veterans translate military skills to the civilian workforce?
Yes
No
Don’t know
Refused
Programs to help Veterans transition from the military culture to the civilian workplace culture?
Yes
No
Don’t know
Refused
Information about how to address combat-related physical disabilities?
Yes
No
Don’t know
Refused
Information about how to address mental illness, including post-traumatic stress disorder (PTSD)?
Yes
No
Don’t know
Refused
Tax credits for hiring Veterans or disabled Veterans?
Yes
No
Don’t know
Refused
33. I just have a couple more questions about involvement in dealing with issues with people with disabilities at your company. Do you yourself work with hiring managers to resolve issues on a case-by-case basis regarding any of the following?
Hiring people with disabilities?
Yes
No
Don’t know
Refused
Disciplining or terminating employees with disabilities?
Yes
No
Don’t know
Refused
Promoting or retaining employees with disabilities?
Yes
No
Don’t know
Refused
34. If you could make one recommendation to improve the hiring of people with disabilities, what would it be?
__________________________________________
35. [IF NO, DON’T KNOW, OR REFUSED TO 33A-C] Can I have the name, email, and phone number of someone at your company who does work with hiring managers on those issues?
NAME: ________________________________________
E-MAIL ADDRESS: ______________________________
PHONE NUMBER: _______________________________
36. After reviewing the responses to this survey, we may want to follow-up with a small number of employers to learn more through a second telephone interview. This interview would probe on retention and advancement and ask about challenges and solutions, and experience with people with disabilities. May we contact [YOU/ NAME IN Q35] in [MONTH/YEAR]?
Yes
No
Don’t know
Refused
Those are all of the questions I have for you today. Thank you for participating. Goodbye!
| File Type | application/vnd.openxmlformats-officedocument.wordprocessingml.document |
| File Title | 7420.01: OMB Package. Section A. Introduction |
| Author | MARKOVICH_L |
| File Modified | 0000-00-00 |
| File Created | 2021-01-21 |