Discovery& Assessment

Job Development

Placement & Training

FollowAlong

Career Development

Institutions

People withDisabilities

ShelteredWorkshops

People withDisabilities

WorkshopSupervisors

Work Crews &Enclaves

People withDisabilities

Work CrewSupervisor

SupportedEmployment

SupportedEmployee

Job Coach

Co-Workers

SupportedEmploymentwith Natural

Supports

SupportedEmployee andCo-Workers

EmploymentConsultant

CompetitiveEmployment

Co-Workers

• Separated andisolated fromcommunity.• Segregated groupsbased on disability• Work is to maintaininstitution.• No individualidentity

• Workshops incommunity but peopleare not a part of thecommunity• Segregated groupsbased on disability• Little individualidentity• Sub-minimum wage

• Working in thecommunity but notpart of the community• Segregated groupbased on disability• Little individualidentity• Sub-minimum orcompetitive wage

• Working in thecommunity but maynot be part of thecommunity• Individual identitymay be linked to jobcoach or agency• Competitive wage

• Working in thecommunity andbecoming part of thecommunity (withassistance)• Identity as anemployee• Competitive wage

• Working andbelonging in thecommunity• Competitive wage• Identity as anemployee andcoworker• Little, if any, agencysupport

What is Supported Employment?

• Paid employment, at minimum wage or better.• Customers are people with severe disabilities.• Support is provided (by community agency or

business) to obtain and maintain jobs.• Promotes career development and workplace

diversity.

Peter: Paul:(In Institution) (In Red Lobster)

• “Because of (Peter’s) long psychiatric history, his excessive water drinking, and overall poor judgment and insight, prognosis for transition into the community is poor. Therefore transfer to a facility which specializes in long-term psychiatric treatment is recommended.”

• “Community placement is impossible due to his need for monitoring of fluid technique.”

• It was recommended that Peter stay in the sheltered workshop to work on his attendance and to “learn the skills and work behaviors necessary to function in a work setting.”

• Long-term vocational goals were to increase his schedule and responsibilities in the sheltered workshop.

• “Paul’s doing really well. He moves right along and is always in a good mood.”

• “Paul’s good. Things run smoothly when he is working. We could use more workers like him.”

• “He’s doing a really good job. Better than a lot of other workers we’ve had, believe me.”

Peter: Paul:(In Institution) (In Red Lobster)

Evaluation at rehabilitation unit’s food service unit:

• Poor evaluation stating that he was:• A) Often Late or Absent, • B) Slow, • C) Needs Constant Supervision• D) Talked About Religion

Constantly.• Pay is $10.00/week

Evaluation at Red Lobster restaurant:• Overall rating of 3 on a scale of 1-4.

Received perfect scores for:• A) Takes Pride, • B) Accepts Responsibility, • C) Conscientious, • D) Attendance.

• “Your people skills are good. Make sure your cloth is wrung out and tables are clean and dry when you leave them. You work well with everyone.”

• “Your work beliefs are good. Try to quicken your pace which will give you more time for hokeying and stocking. Thanks for coming in when we call you.”

• Paul received a .15/hour pay raise for his good evaluation.

• Pay is $100.00/week

Measures of Work:Quantitative/Qualitative

SkillsProductivityHours WorkedAttendancePunctualitySpeedQuality

Feeling ValuedSocializing

Recognition Friends

CommunityRespectIdentity

APSE Supported Employment Values

• Individuality– Unique individuals– Varying interests & aptitudes– Not grouped together on the basis of label,

functioning level or convenience of support.

APSE Supported Employment Values

• Choice– Sufficient options related to interests & desires– Control and autonomy over the direction of their lives

• Respect– Dignified services– Age appropriate– Enhancing

• Participation– People have the opportunity to actively participate in

all pursuits of life

CHOICE WHEN YOU WIN!

Vocational Preference Test:which one of these four jobs appeals to you most?

1) Digging a hole

2) Digging a grave

3) Digging a garden

4) Digging a ditch

APSE Supported Employment Values• Competence

– Opportunities to develop skills– Opportunities to use and share gifts & capacities

• Social Connectedness– Access to diverse social contexts– Opportunity to build relationships– Network of shared interests

• Community Settings with Minimal Intrusion– Quality of life– Natural settings– Minimize artificiality or restrictiveness

Being Present-A person is physically in the community

Having Presence-A person is recognized within their community

Actively Participating-A person is a contributing member of their community

Steps to Community Inclusion

Pancsofar, E. (1993).Community Connections Resource Guide,

Communitas, Inc., Manchester, CT

Americans with Disabilities Act (ADA)

• TITLE IEmployment Provisions

• TITLE II Public Service Provisions

• TITLE III Public Accommodations

• TITLE IV Telecommunications Provisions

• TITLE V Miscellaneous Provisions

• Employers cannot discriminate against qualified individuals with disabilities because of the disability with regard to job application procedures, hiring, advancement, discharge of employees, employee compensation, job training, and other terms, conditions and privileges of employment. An employer is required to provide a reasonable accommodation to a qualified applicant or employee unless the employer can show undue hardship.

HIPAA & Supported Employment(Health Insurance Portability and

Accountability Act)• This policy contains

provisions to protect the confidentiality and security of personally identifiable information that arises in the course of providing healthcare. If conducted in health-care settings, or if using information generated in the course of providing healthcare services, research is also affected by this policy.

WORK OPPORTUNITY TAX CREDIT

• The Work Opportunity Tax Credit (WOTC), authorized by the Small Business Job Protection Act of 1996 (P. L. 104-188), is a federal tax credit that encourages employers to hire eight targeted groups of job seekers by reducing employers’ federal income tax liability by as much as $2,400 per qualified new worker; $750, if working 120 hours or $1,200, if working 400 hours or more, per qualified summer youth.

Fair Labor Standards Act Guidelines

Where ALL of the following criteria are met, the US Department of Labor will NOT assert an employment relationship for purposes of the Fair Labor Standards Act.

Participants must have a severe disability which makes it difficult to obtain employment and who will need intensive ongoing support.

Participation is for vocational exploration, assessment or training in a job under the general supervision of supported employment staff.

Job placements must be defined in the individuals rehab plan and IWRP. Documentation of the placement will be made available to the

Department of Labor. The individual and, when appropriate, parent or guardian must be fully informed and have indicated voluntary participation with the understanding that participation does not entitle the participant to wages.

Fair Labor Standards Act Guidelines The activities on the job do not result in immediate advantage to business:1) No displacement of employees, vacant positions have not been filled, not performing

services that clearly benefit the business.2) Continued and direct supervision of the rehab facility or employees of the business.3) Placements are made according to the IWRP, not to meet the needs of the business.4) Time periods are established in the IWRP. Time periods, as a general rule, are as follows:Vocational explorations 5 hours per job experiencedVocational assessment 90 hours per job experiencedVocational training 120 hours per job experienced.

At the end of the IWRP, the business does not have to hire the person. But, if the person is employed it has to be in a clearly distinguishable occupation.

An employment relationship will exist unless ALL OF THE CRITERIA described in the policy is met. If an employment relationship is found to exist, the business will be held responsible for full compliance with the applicable sections of the Fair Labor Standards Act, including those related to child labor.

Discovery & Assessment

Oreo Personality Test1. The whole thing at once2. One bite at a time3. Slow and methodical nibbles examining the results of each

bite afterwards4. In little feverous nibbles5. Dunked in some liquid (milk, coffee…)6. Twisted apart, then inside, then the cookie7. Twisted apart, the inside, toss the cookie8. Just the cookie, not the inside9. I just like to lick them, not eat them10. I don’t have a favorite way because I don’t like Oreo

1. The act of uncovering, or factof becoming uncovered.

2. The finding out or bringing tolight of that which was previ-ously unknown.

1. To settle, or determine theamount of taxation to be paid.

2. To estimate or assign a valueto property.

• Process• Focus on preferences, talents, dreams, etc.• Don’t focus on limitations• Unrestricted vision• ID supports/resources needed• Formal & Informal supports• Actions individual & others can take• Community steps• Agency steps• Follow-up

Listen up!This is Who I am, my

History, my Hopes & Dreams,my Fears, and my Needs…..

This is MY meeting.

Maps: McGill Action Planning System

(or Making Action Plans)

History Who Is?

Dreams Fears

Needs

…and Action Plan!

J ob vs. Career

JO B: a regular activity performed in exchange f orpayment, especially as one's trade, occupation, orprofession. (A Step)

CAREER: a chosen pursuit of consecutiveprogressive achievement especially in public,professional, or business life. (A J ourney)

A journey of a thousand miles begins with a single step.~ Chinese Proverb

Great Job! Even Better Job Better Job First Job

Observing Workplace Culture

What is Workplace Culture?

• “Commonly held characteristics such as attitudes, beliefs, values, customs and patterns of behavior possessed by a group of people, which have been learned and reinforced through a socialization process.” W. Bryan, 1999

Workplace Culture?

Workplace Culture

SurfaceCulture

Deep Culture

Be a “Culture Vulture”

• Observations• Take a tour• “Gut” reaction• Ask informal

questions of co-workers

• Tenure of coworkers

What is “Job Development?”(not like this…)

More like this…

• No one wants to be sold, only helped to solve problems. Denise Bissonnette, Beyond Traditional Job Development

• Through strong business partnerships, service providers can open new doors for individuals with significant disabilities. Partnership development requires new perspectives and a commitment to helping employers find ways to meet their business needs. Project EMPLOY

• We provide labor solutions for business, and employment opportunities for people with disabilities. Cammie Cloman

Who should do job development?

Job Developer

Use Entire Organization

Management Office &Support Staff

Board ofDirectors

EmploymentSpecialists

Use Career Planning Process

Job seeker Family Friends Associates

Building Effective Partnerships:The LEAST We Can Do…Specialized Training ProgramUniversity of Oregon, Summer 1993

• Listen-to the ideas and concerns of company managers, supervisors, co-workers, human resources personnel and training personnel. Stop anticipating their questions and issues and let them surprise us with their expertise and ideas.

• Expect-the best from the employee with disabilities and the company. Believe in their skills, knowledge, resourcefulness, eagerness.

• Ask-questions of ourselves and employers: Are the actions we take really necessary? Could it be handled by the employer? Is there a company procedure that can be adapted to accommodate a specific disability?

• Support-the employer directly, relinquishing our control over people with disabilities. The nature of support must be determined by the company.

• Trust-develop relationships with companies that are built on trust.

Successful Partnerships between Business & Supported Employment Providers by Richard Lueking

SE Professional’s Point of View Employer’s Point of View

• Honest

• Flexible

• Open or Receptive

• Creative & willing to take risks

• More job openings

• More time & more staff

• More educated & enlightened employers

• Looking for understanding & awareness

• Professionals who get to know the company

• Who understand job requirements

• Know the applicant’s ability• Knowledgeable about business

needs• Make frequent contact &

follow up• Respond quickly• Educate the employer• Looking for competence and

quality

Hidden Job Market(jobstar.org)

• There are two ways to look for a job– The employer looks for you.– You look for the employer.

• 80% of all positions are filled without employer advertising

• Successful Hidden Job Market candidates are able to connect with the employer's network:

Hidden Job Market(jobstar.org)

• Calling employers without a referral, or a connection, no matter how slight, is known as a "cold" call. Cold calls may result in an interview--but you will have to be prepared for lots of rejections along the way. Networking, using referrals as an introduction, is less stressful and more productive.

• Networking is simply "talking to people." When people say you should network, they mean you should talk to people. People are happy to help others if they can. You need to be clear about HOW you'd like their help and clear about what you're looking for.

Making the call…

What would you say?

People with significant barriers to employment can’t take a job

“off the rack”.

We must tailor the process

Rule 3

No “Job Stuffing”

Job Carving/Creating

"a lack of learning in any particular situation should first be interpreted as a result of inappropriate or insufficient use of teaching strategy

[support], rather than an inability on the part of the learner." Marc Gold

What are the possible training options?

• Natural Cues

• Coworker supports

• Naturally occurring reinforcements or prompts

• Added reinforcement, cues, and prompts

• Self-management, self-instruction

• Compensatory strategies

Learning Styles

Circle of Courage

Creating A Task Analysis

• Do the task• Write down steps• Have someone else perform it• Watch others & do research

• Watch student perform task

• Adjust task analysis to include missing steps

Task Analysis of Making a Peanut Butter & Jelly Sandwich

Challenging Behaviors:Which would you choose?

• Love Me • Hate Me

Challenging Behaviors?

Functional Behavior AnalysisA-B-C

• Antecedent-what specific activity or event happened before the behavior?

• Behavior-what specifically did the person do or say?

• Consequence-what happened after or as a result of the behavior?

Challenging Behaviors

• Behavior is the highest quality information available

• Behavior is communication

• There is no such thing as failure, only feedback

Questions?

• Thanks for coming.

• Drive safely.

Conflict & Communication

• Between Rocks and Hard Places

• Behavior Is Communication

• Teachers and Learners

1. Assess Danger

• Immediate

• Non-threatening

or

1.Calm and Move

2.Space and Time

3.Explore Self-management

4.Future Options

5.Evaluate and Observe

1.Observe Physical and Emotional

2.Acknowledge

3.Discuss Options

4.Choose and Act

5.Evaluate and Observe

AssessDanger

Listen and Observe

Deadly Words in the Workplace

• “Hi there! Good to see you! Ready to have a good day, today?”

• “She had a rough morning before work. Just thought you should know…”

• “He just doesn’t want to work.”

• “You came in with a bad attitude today…”

“Attitude Shades”

Deadly Words in the Workplace…

• “Why are you doing this to me?”

• “Just do this for me, and we can go…”

• “Here, let me do that. You go do the rest of your work.”

“Whose job IS this???”

Deadly Words in the Workplace…

• “If you keep acting out, we’ll need to go home, and you won’t get paid.”

• “You’ve done this right a thousand times. Get with it and just get it done!”

• “Now, don’t get upset. You know you’ll get fired!”

• “If you don’t do your work, I’ll have to tell your DH!”

“the THREAT!”

Deadly Words in the Workplace…

• “If you do this right, when we get done, we can get a soda…”

• “If you hurry up, we’ll have time to go to the store and get…”

“bribery WORKS”

Paradigm Shift:From: Service To: Support

Coach Consultant

Trainer Facilitator

Helper Resource

Expert Coordinator

Problem Solver Role Model

Buffer BridgeBuilder

Tourist or native?Student or teacher?Invisible or obvious?