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Implementation of Initiatives Based on the Plan to Promote Dynamic Engagement of Persons with Disabilities (FY 2024)

Assessment Year

  • Fiscal 2024 * As of January 2026

Degree of achievement of targets

1. Recruitment Goals

  • Actual employment rate as of June 1, 2025:2.91%
    • (Reference) Statutory employment rate as of June 1, 2025:2.8%

2. Retention Goals

  • As of June 1, 2025, no employees hired in the previous fiscal year have left the company.

3. Satisfaction Goals

  • Satisfaction as of December 2025:83.3% (Percentage of respondents who answered "satisfied" or "somewhat satisfied")

4. Career Development Goals

  • Through regular interviews, etc., check whether the person is appropriately matched with the job, and make revisions as necessary.

Status of implementation of measures

1. Development of a system to promote the active participation of persons with disabilities

1-1. Organization

  • In order to further develop the efforts of the "Team for the Promotion of Employment of Persons with Disabilities", a team specialized in the promotion of employment of persons with disabilities was newly established in the personnel department, which has made it possible to operate more effectively. In addition, since cross-organizational cooperation centered on the team has progressed, it has been possible to grasp problems related to the employment of persons with disabilities at an early stage and take appropriate measures. At the same time, the implementation status of the Activity Promotion Plan has been inspected as needed.
  • A cooperative system was established with related organizations outside the organization (Division of Measures for Employment of Persons with Disabilities in Ministry of Health, Labor and Welfare, Labour Bureaus, Public Employment Security Offices, Career Transition Support Office, etc.), and the development of a more effective support system was advanced while sharing information and receiving advice on employment and retention support.
  • The NPA carefully explained the support system after entering the Immigration Bureau to the applicants so that there would be no mismatch depending on the disability characteristics after entering the Immigration Bureau, and provided necessary information to them so that they can work as a member of the organization with peace of mind. In addition, the NPA held a briefing session on the preparation for acceptance to the place of assignment, and shared the disability characteristics, necessary matters to be considered, and key points in employment management, etc., with the aim of building a smooth acceptance system.

1-2. Human Resources

  • Persons appointed as vocational life consultant for persons with disabilities (including those scheduled to be appointed) are required to attend vocational life consultant for persons with disabilities certification courses held by the Labour Bureau as needed and engage in their work as vocational life consultant for persons with disabilities.
  • Employees who work with persons with disabilities as well as their supervisors, colleagues, and general staff in charge of the department were encouraged to actively participate in training courses related to the employment of persons with disabilities such as training courses for key persons for the employment of persons with disabilities and training courses for supporters of persons with mental and developmental disabilities in order to promote their understanding of disabilities.

2. Selection and creation of jobs that are fundamental to the active participation of persons with disabilities

  • For the selection and creation of jobs, a format for considering the employment of persons with disabilities was created and utilized while showing actual examples of their activities.
  • The matching status between employees with disabilities and their work was examined as appropriate through interviews with the employees themselves and their supervisors. If any imbalance or mismatch in the burden was found, appropriate improvement measures were taken, such as reviewing the work content and strengthening the support system.

3. Development of environment and personnel management to promote the active participation of persons with disabilities

3-1. Work Environment

  • In response to requests from persons with disabilities, environmental improvements were made to facilities and employment support equipment was purchased.
    • Voice reading software
    • HEADPHONE
    • Seats are located close to the entrance in order to secure the flow of traffic.
  • The NPA grasps the requests based on the information from the employees themselves or their colleagues, etc., and develops an environment based on necessary consideration.

3-2. Recruitment and Employment

  • The positive adoption was carried out without relating to type and degree of the failure.
  • The following matters were not handled in recruitment and employment.
    • Eliminate or limit specific failures.
    • Set conditions such as the ability to commute on your own.
    • The condition that the business performance is possible without the helper is set.
    • Conditions such as "belonging to or registered with an employment support organization and being able to receive support during the employment period" are set.
    • Accept only from specific employment support agencies.

3-3. Working styles

  • Based on the disability characteristics, the number of working days, work hours, etc. were dealt with flexibly by promoting the use of teleworking and flextime systems, extension of break time, etc. within the current laws and regulations.
  • The NPA prepared an environment in which the outline of various leave systems at the time of employment and after employment can be checked at any time.

3-4. Career Development

  • The NPA is considering the implementation of an in-house public call to transfer to a full-time government position for employees with disabilities who work for a certain period of time as part-time employees by utilizing the Step-up System.
  • As a result of the questionnaire survey, there was a request to hold training that would contribute to the improvement of skills other than those related to current work. Arrangements are being made to hold the training.

3-5. Other Personnel Management

  • Based on the wishes of persons with disabilities, efforts were made to grasp the situation, take care of their physical condition, and collect information if necessary through the establishment of a system to set up regular interviews and implement interviews as needed, as well as through daily communication with staff working around persons with disabilities.
  • In response to requests from the victims, measures such as workplace assistance in consideration of the disability characteristics and consideration for commuting were taken to the extent deemed necessary.

4. Other

  • In the procurement of Digital Agency, as much as possible, procurement was carried out from disabled people's work facilities, etc. In FY 2024, there was service (cleaning) procurement in addition to goods procurement, and the number increased by three from FY 2023.

References