Comments by "nuqwestr" (@nuqwestr) on "Megyn Kelly" channel.

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  182. The Federal Aviation Administration (FAA) utilizes non-competitive hiring practices to meet certain goals related to inclusion and diversity. Here's how this works: Schedule A Hiring Authority: The FAA employs this authority to hire individuals with disabilities without the need for competitive procedures. This is part of a broader federal effort to increase the representation of people with disabilities in the workforce. The FAA specifically targets individuals with "severe" or "targeted" disabilities, which include conditions like hearing, vision impairments, missing extremities, various forms of paralysis, epilepsy, severe intellectual disability, psychiatric disability, and dwarfism. Veterans' Preference: The FAA also uses non-competitive hiring for certain veterans, particularly those with service-connected disabilities of 30% or more. This helps in fulfilling goals to support military veterans and increase diversity within the agency. Direct Hire Authority: While not exclusively for inclusion, this authority allows the FAA to hire quickly for certain positions where there is a critical need or shortage, which can indirectly support diversity by opening up opportunities that might not be as accessible through traditional hiring routes. On-the-Spot Hiring: For both veterans and individuals with disabilities, some positions allow for immediate hiring if the candidate meets all qualifications, which is part of the FAA's strategy to meet diversity and inclusion goals. The rationale behind these practices includes: Meeting Federal Mandates: The FAA, like other federal agencies, is subject to laws like the Rehabilitation Act of 1973, which mandates affirmative action for the hiring of individuals with disabilities. Fostering a Diverse Workforce: By employing non-competitive hiring, the FAA aims to create a workforce that reflects the diversity of the nation, which is seen as beneficial for innovation, problem-solving, and serving a diverse public. Addressing Underrepresentation: Certain groups, including those with disabilities, have historically been underrepresented in federal employment. Non-competitive hiring helps address these disparities. However, these practices are managed with an eye toward maintaining the rigorous safety and qualification standards necessary for aviation. Here's how inclusion and safety are balanced: Qualification Standards: Even under non-competitive hiring, candidates must meet all relevant qualifications for the job. For safety-critical positions, this might mean extensive training, medical evaluations, and other rigorous standards. Reasonable Accommodations: The FAA provides accommodations where possible to ensure that employees with disabilities can perform their duties, but these accommodations do not compromise safety. The use of non-competitive hiring practices for inclusion goals has been a point of contention, particularly following incidents like the 2025 crash near Washington D.C., where critics questioned if these practices might affect safety.
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