Employment of People with Disabilities and DHS

Alex BartolicOlmstead Committee

August 2, 2012

Why is Work Important?

Self-esteem and self-worth

Identity Sense of purpose Structure and routine Economic stability Opportunities to use

talents

Contributions to society

Physical health Mental health &

recovery Social network Impacts society’s view

about the abilities of individuals with disabilities

Themes: Expectations Preparation for employment during high school

years/transition Educate people about benefits to work, resources

and how to balance work and access to service Improve employment service system Transportation Data Support change in stakeholders Measure ROI

Minnesota Employment Policy Initiative Policy

Recommendations

Competitive Employment

Supported Employment

Employment Terminology

Quick Stats for Minnesota

Percent of working age people on DD waiver with monthly earnings

Percent of working age people on other disability waiver with monthly earnings

Year 2007 2008 2009 2010 2011Statewide

71.0% 71.2% 70.9% 70.3% 70.8%

Year 2006 2007 2008 2009 2010Statewide

24.0% 23.9% 24.2% 23.8% 24.1%

Quick Stats for Minnesota

Percent of working age people on DD waiver with monthly earnings of $250 or more

Percent of working age people on other disability waiver with monthly earnings of $250 or more

Year 2007 2008 2009 2010 2011Statewide

22.5% 22.3% 21.7% 22.0% 22.1%

Year 2006 2007 2008 2009 2010Statewide

10.1% 10.0% 10.4% 9.9% 9.7%

Career counseling Job evaluation and/or employment planning Job placement On-the-job training Job retention Independent living skills Purchase of equipment Transportation

Employment-related Services Available through MA

Medicaid Infrastructure Grant (2006-2011) Mission: to increase competitive employment of Minnesotans

with disabilities and meet Minnesota’s workforce needs. Some key outcomes:

Employment incorporated into CCA’s “key domains of life” MA-EPD grew (28% increase in enrollment) and became more

viable option (12% growth in enrollee earnings) Increased leadership capacity within partner agencies and

community groups; increased, continuing collaboration DB101 developed (web-based tool for planning around

disability and benefits

Pathways to Employment

MA-EPD

Medical Assistance for Employed Persons with Disabilities

Allows working people with disabilities to qualify for Medical Assistance with higher income and asset limits than standard MA

Disability Benefits 101

DB101 online tool for planning about work and benefits; also a platform to support on-going systems change

DB101 provides: Centralized, accurate, easy to understand content Estimators that tailor information to the user Experts who can help, including real-time chats and

problem-solving, as well as real-time access to benefits information

Supports people at all stages

Doesn’t know/believ

ework is an

option

Exploringwork as

an option

Limitswork

potential(TWP, SGA, …)

Wants towork to

potential(no limits)

Has aworkplan

Workingas

planned

Work/lifechanges

(raise, promotion, marriage, disability)

Day Training and Habilitation – Licensed supports to provide persons with help to develop and maintain life skills, participate in community life and engage in proactive and satisfying activities of their own choosing

DT&H

16,235 people access services (81% have DD diagnosis)

Percent of people receiving most widely used types of services Social skills training (59%) Community integration /utilization skills training

(56%) Leisure activities training (53%) Vulnerability self-preservation/maltreatment self-

protection skills training (52%)

Results from DT&H Survey Report, September 2011

Percentage of people in different types of employment and work experiences Facility-based employment: 61% Group community employment: 34% Individual job placement – community: 12% Self-employment: 1% Non-paid community work/volunteer: 8% Non-paid DT&H work: 3% Non-paid community and DT&H work: 5% Non-paid only (work/volunteering): 4%

Results from DT&H Survey Report, September 2011

Wages Facility-based: 85% have commensurate special or

sub-minimum wage; 13% minimum wage Community-based group: 61% commensurate

special or sub-minimum wage; 32% minimum wage Community-based independent: 9% commensurate

special or sub-minimum wage; 55% minimum wage Self-employment: 9% commensurate special or sub-

minimum wage; 50% minimum wage

Results from DT&H Survey Report, September 2011

Oregon lawsuit and Department of Justice Finding regarding segregated work/settings

Minimum wage debate

National Issues