Implementation of Initiatives Based on the Plan for the Advancement of Persons with Disabilities in Fiscal 2022 (Fiscal 2022)
Year of assessment
- Fiscal 2022 (Fiscal 2022)
*As of December 2023
Degree of achievement against the target
1. Recruitment Goals
- Actual employment rate of 2.52% as of June 1, 2023 (2023)
(Reference) The statutory employment rate as of June 1, 2023 (2023) was 2.6%.
* Although the figure is below, the statutory number of disabled persons employed has been achieved
2. Targets for Establishment
- As of June 1, 2023 (2023), no employees who were hired in the previous fiscal year left their jobs.
3. Satisfaction Goals
- As of December 2023 (2023), 63.6% of respondents were satisfied (percentage of respondents who were satisfied or somewhat satisfied)
4. Career Development Goals
- Through periodic interviews, etc., ascertain whether the person and the job are appropriately matched, and make revisions as necessary.
State of implementation of initiatives
1. Establishment of a system to promote the active participation of persons with disabilities
1-1. Organizational Aspects
- A "Team for the Promotion of the Employment of Persons with Disabilities" was established, consisting mainly of persons promoting the employment of persons with disabilities. Meetings were held by the Team for the Promotion of the Employment of Persons with Disabilities as necessary to share issues and awareness regarding the employment of persons with disabilities, and to grasp and inspect the implementation of the plan as needed.
- An in-house human support system (a person promoting the employment of persons with disabilities, a team promoting the employment of persons with disabilities, a vocational life consultant for persons with disabilities, etc.) was developed, and a cooperation system was established with related organizations outside the organization (the Ministry of Health, Labor and Welfare Employment Measures Division for Persons with Disabilities, the Labor Bureau, and the Public Employment Security Offices), and the division of roles and various consultation points were arranged and shared among the related parties.
- A new system was established in accordance with changes such as personnel changes.
1-2. Human Resources
- Persons who have been appointed as vocational life consultant for persons with disabilities (including those who are scheduled to be appointed) are required to attend a training course for vocational life consultant for persons with disabilities held by the Labor Bureau, and are scheduled to be appointed as vocational life consultant for persons with disabilities as soon as preparations are completed.
- Efforts were made to promote the understanding of persons with disabilities by having them actively participate in key person training courses for employing persons with disabilities and training courses for mental and Persons with Development Disabilities work supporters, etc., mainly by employees working with persons with disabilities, supervisors, and employees in charge of recruitment.
- In the future, in order to facilitate the adaptation of employees with disabilities to the workplace, the agency plans to hold training sessions for employees.
2. Selection and creation of jobs that are fundamental to the active participation of persons with disabilities
- All employees with disabilities were inspected through interviews, etc. to see if they were properly matched for work, and work assignments were reviewed based on the wishes of employees.
3. Improving the Environment and Personnel Management to Promote Active Participation of Persons with Disabilities
3-1. Work Environment
- Based on requests from persons with disabilities, the environment of facilities was improved and employment support equipment was purchased.
- Reading software
- Introduction of headphones
- From the viewpoint of securing the traffic line, the seats are arranged close to the entrance.
- Requests are grasped based on information from the person concerned or surrounding employees, etc., and the environment is developed based on necessary considerations.
3-2. Recruitment and Employment
- The positive adoption was carried out regardless of the type and degree of the failure.
- The following procedures were not followed during recruitment and employment.
- Eliminate or limit specific obstacles.
- They set conditions such as being able to commute by themselves.
- Set conditions such as being able to perform work without a helper.
- Conditions such as "being affiliated with and registered with an employment support organization and being able to receive support during the employment period" will be set.
- Implement acceptance only from specific employment support agencies.
- Making use of the "step-up" framework, the Ministry is currently conducting internal public recruitment for the transfer of officials with disabilities to full-time positions who work as part-time officials for a certain period of time.
3-3. Working style
- In light of the disability characteristics and within the scope of the current laws and ordinances, flexible responses were made to working days, working hours, etc., such as promoting the use of telework, flextime systems, and early / late attendance.
- With regard to various leave systems, an outline of the various leave systems at the time of employment and after employment has been posted, and an environment in which the system can always be confirmed has been developed.
3-4. Career Development
- Opportunities for appointment to full-time government positions utilizing the step-up framework were established within the limits of the quota.
- As a result of the questionnaire survey, requests were received for the holding of training that contributes to the improvement of skills in areas other than the current job, and adjustments are being made for the implementation of training.
3-5. Other Personnel Management
- Based on the wishes of persons with disabilities, efforts were made to grasp the situation and take their physical condition into consideration through the establishment of regular interviews and the establishment of a system for holding interviews as needed, as well as through daily communication with employees working in the vicinity of persons with disabilities.
- Based on requests from individuals, measures such as workplace assistance in consideration of disability characteristics and consideration for commuting were taken to the extent deemed necessary.
- There are no requests for the creation of a "work passport," but in the future, efforts will be made to support the establishment of the workplace by inviting persons in charge of employment support organizations to visit the workplace.
4. Other
As far as possible, procurement in Digital Agency was carried out from facilities where persons with disabilities work. In fiscal 2022 (2022), in addition to procurement of goods, there was procurement of services (printing, cleaning), and the number of cases increased by two from fiscal 2021 (2021).