There are a variety of methods that companies use to communicate this obligation. As you are probably aware, you must use the language and manner prescribed by the Director and published on the OFCCP Web site, that is, the OFCCP solicitation form. It is appropriate to take the language from the form (copied below) to communicate to employees. There is no requirement in the laws and regulations enforced by the agency that it come from a particular person or position. "Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities. To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way. If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier." It is required that all covered contractors communicate tier obligation to engage in affirmative action efforts to employ and advance in employment qualified individuals with disabilities by including the policy in the contractor's policy manual or otherwise make the policy available to employees. Hope this helps.
You can use this OFCCP audit checklist to ensure you're doing what is required to maintain OFCCP's regulations including VEVRAA, Section 503, and EO 11246. Or request a demo to streamline your compliance and recruiting efforts.