New York City Council members questioned the Mayor’s Office for People with Disabilities about the city’s At Work employment program for New Yorkers with disabilities, focusing on eligibility criteria, program capacity, and delays tied to the state’s 55‑a civil service approvals.

MOPD staff described At Work as a career-services program for "job ready" candidates with documented disabilities who are New York City residents and authorized to work in the United States. "We primarily focus on working with individuals who are job ready," a program representative said, adding that candidates should have an editable resume and be able to perform an independent job search with or without assistance. MOPD said candidates are referred by employers, nonprofit partners, Workforce1 centers, or state vocational rehabilitation agencies and that some applicants seeking general services may be placed on a wait list because of staff capacity.

Council members pressed officials on how long applicants typically wait. "Generally, 6 to 8 weeks. We work really hard not to have it extend past 8 weeks," a MOPD staff member said. Committee members asked how the office plans to reduce waits, expand outreach to employers, and measure outcomes.

Why it matters: At Work is intended to connect New Yorkers with disabilities to competitive employment across city agencies and private-sector partners. Council members said staffing and budget shortfalls limit the program’s reach and urged clearer data on placements, retention and salary outcomes.

MOPD officials said the program currently has a small team. "Right now, there are 3 individuals who [provide direct services out of Workforce1 in Downtown Brooklyn]," a MOPD representative said later in the hearing, and earlier suggested adding "at least another 5 to 7 people" to expand services; in follow-up remarks the office said a broader expansion could require 10 to 15 additional staff and more business development capacity so that career services match available job opportunities.

On hiring outcomes and data, the office said the At Work pilot transitioned this year into the WorkSource1 database managed by the Department of Small Business Services and is still adjusting how to analyze long-term metrics. MOPD told the committee that since 2023 the program has connected about 120 people to employment and that roughly 80 percent of those placements were full time. A median starting salary for full‑time placements was described as "probably around $50,000." The office said it will follow up with more precise Workforce1 metrics on request.

Council members and staff discussed the state 55‑a hiring path, which the MOPD described as "a part of New York State civil service law that allows qualified New Yorkers with disabilities to be onboarded for competitive positions without taking a civil service exam." MOPD staff said 55‑a admissions require interagency approvals and that, "sometimes there is a mismatch" in timing between a candidate’s 55‑a approval and agency onboarding clearance, which can delay start dates.

Program services and employer outreach: MOPD said At Work operates inside Workforce1 job centers and on an online job board; it accepts email referrals and walk‑in meetings. Career advisors support job seekers with application materials, interview preparation, onboarding, retention (the office said it provides retention support for about one year after hire), reasonable‑accommodation guidance and, when appropriate, 55‑a applications. The office also conducts disability etiquette and awareness trainings of about an hour to 90 minutes for employers and agencies, and tailors sessions for hiring events.

Partnerships and hiring hubs: MOPD listed about 30 to 60 nonprofit partners across the city, plus state partners including Access VR (state vocational rehabilitation), the New York State Commission for the Blind and the New York State Workers’ Compensation Board. MOPD said the City of New York is a lead employer partner and that sectors with openings include arts, health and human services, technology and municipal roles. The office said early efforts included pilot hiring events that placed a small number of hires during city hiring‑freeze exemptions; for example, MOPD cited collaborating with the Department of Health and Mental Hygiene to hire between 10 and 15 people at a special recruitment.

Barriers and open questions: Council members highlighted barriers including limited staff capacity, incomplete citywide requirements for accessibility training and the impact of hiring freezes. MOPD acknowledged a need for more business development to generate employer opportunities and for clearer cross‑agency coordination to shorten 55‑a approval timelines. On immigrant participants, the office said it cannot directly place individuals who are not authorized to work in the U.S. and that it does not collect immigration status data.

What the council asked for next: Several members asked MOPD to return with detailed budget requests, Workforce1 metrics and a staffing plan. MOPD agreed to follow up with more precise data on the WorkSource1 metrics and on the staffing levels it would require to eliminate the wait list and expand borough hub coverage.

Ending note: Council members praised the program’s mission but said its impact is limited by staff size and interagency processes. They urged more resources and faster coordination on state 55‑a approvals so candidates approved for civil service consideration can start work without administrative delay.