Job Development and Placement

1
Job Development and Placement

• Lecture 6
• September 14, 1998

2
What have we learned to date?
3
Overview

• The Profession of Rehabilitation Counseling
• Standards of Practice
• Which codes are important?
• Qualified Providers of Rehabilitation Counseling
• Public and Private Sector Rehabilitation

4
Research in Rehab I

• Yolanda oriented you to the Internet
• On 9/28 we will go over to the Information Arcade
  to learn more about the library system and data
  searches
• Youll benefit from having your topic ready to
  start your lit review for the paper

5
Coming up....

• Two lectures on Data Collection in Rehabilitation
• Intake interview, Medical Evaluation,
  Psychological Evaluation
• Vocational Evaluation, Vocational Analysis,
  Planning the Program

6
Today...

• Job Placement
• Some of you are in the class currently, so this
  will be somewhat of a review
• Roessler Rubin, Chapter 9
• Maki Riggar, Chapter 13

7
Professional Organizations

• National Rehabilitation Association (NRA)
• Subdivision of NRA, the Job Placement Division
  (JPD)
• Recognized job placement as a specialized
  profession
• Louis Ortale, worked for the VR agency in
  DesMoines, first president of JPD
• Journal of Job Placement

8
The Rehabilitation Process

• Pre-Placement Process
• Evaluation
• Planning
• Treatment
• Job Development, Placement, and Follow-up

9
Policy and Placement

• Rehabilitation Act Amendments of 1992
• Amends the Rehabilitation Act of 1973
• See the handout supplement for the context of
  this legislation
• Americans with Disabilities Act (ADA), 1990

10
History

• Early public sector legislation focused on
  return-to-work
• The role of counselor in the VR process was
  highlighted in 54 legislation
• 92 Amendments have re-emphasized the role of
  placement outcomes in the rehabilitation process

11
Current Policy Debates

• States Rights (Devolution)
• Historically, the States have assumed more
  control, Feds were putting in more cash (80)
• Block grants have been instituted to give power
  back to the feds
• Market Forces (Vouchers)
• Places the control in the consumers hands to
  choose their own services
• Increase market competition for consumers
  business (Public Private in competition!)

12
cont.

• Workforce Development Areas (Service Integration)
• Encouraging out-dated rehabilitation counselors
  to become more aware of the labor market forces
  when developing plans
• Integrating other government agencies addressing
  similar concerns (e.g. in Iowa, Workforce
  Development and IDVRS)

13
Models of Placement(Little Research....)

• Traditional
• A. Counselor-provided placement
• B. Placement-Specialist
• C. Contracted Services
• D. Supported Employment
• New Models
• E. Marketing
• F. Team networking/mentoring
• G. Demandside placement

14
A. Counselor-provided

• Most appropriate for
• Smaller or special case loads, need for client
  formal training, rural or few employment
  opportunities
• Again, little research to support any one
  approach, except supported employment

15
Two conflicting paradigms

• Increased counselor involvement with employer and
  client in the placement process to facilitate
  success
• Minimize dependency of the client on the
  counselor by minimizing counselor involvement in
  the placement process
• Counselors report spending between 10 and 30 of
  the time in placement-related activities

16
Hands-on Placement

• Necessary when someone has a more severe
  disability
• Accessing natural supports can facilitate this
  process
• Asking family and friends for ideas
• Employers appreciate the intermediary or broker
  function of the RC between clients and employers

17
The World of Work

• RCs are experts in this knowledge area
• Resources
• Dictionary of Occupational Titles
• Occupational Outlook Handbook
• Local labor market knowledge through
• Job Analyses
• Industry Analyses
• Labor Market Analyses

18
Direct Observation of Jobs

• What does the worker do?
• How is it done?
• Why is it done?
• What skills are required?
• Are there alternative methods of doing the job?
• Accommodations in the environment, modification
  of equipment, modification of procedures

19
Psychosocial Factors

• The psychological environment
• amount of interaction with others, type of
  supervision, stress and pressure, routine
• The social environment
• types of worker characteristics/personalities,
  off-job social activities/support

20
B. Job Placement Specialists

• Housed within a VR agency
• Arguments suggest that the counselor working with
  the client will do a much better job of placement
  because he or she will know the client best
• Most appropriate when
• Large centralized office, varied employment
  options, quality training of specialist, and
  geographically clustered clients

21
C. Contracting for Services

• Most appropriate when
• Case loads are too large to perform placement
  well, good resources with whom you contract,
  specialized services available for a given
  disability group

22
Types of Contracting Agencies

• Projects with Industry (1968)
• Contracts with agencies administered by employer
  councils
• Nonprofit agencies
• For-profit companies
• Self-employed individuals

23
D. Supported Employment

• 1987 program, included in the 92 Amendments
• Place and train vs. train and place
• More severely disabled clients
• Job coaches, ongoing support
• John Nietupski will tell us more about supported
  employment in Job Development, Placement, and
  Follow-up class

24
E. Marketing Model

• Efforts of JPD within NRA
• Creating lasting relationships between job
  placement professionals and employers
• Notes two customers client and employer
• Important to address the needs and expectations
  of both customers

25
Marketing most appropriate when

• Employers unaware of VR services
• Agency commits time to placement activity
• Varied business options in the area

26
F. Team networking/mentoring

• Using communication, parties are linked through
  video or audio conferencing for ongoing support
• Use of the Internet for networking
• Distance learning formats for continuing
  education
• Taps natural supports within the employment
  system

27
....most appropriate when

• People in the area with disabilities who are
  employed and willing to volunteer time
• Employers are inexperienced and will benefit from
  disabled peer involvement
• Computer technology available
• Few formal agencies with which to compete

28
G. Demand-side Placement

• Consulting relationship with the most influential
  person in placement efforts, the employer
• Using competent placement practices to build a
  relationship that promotes continued business
  partnerships

29
Demand-side appropriate when...

• Policy forces act on employers to comply with
  employing persons with disabilities (ADA)
• Inadequate labor pool in a geographic region
  (Iowa!!)
• Placement specialists are trained as business
  consultants

30
Employer concerns

• Hiring pwds increases workers comp insurance
  premiums
• The data refute this
• Secondary injury funds buffer the impact
• Productivity is adversely affected
• Production rate, turnover, and absenteeism were
  all worse for non-disabled employees in a study
  review conducted in 1986
• Harris survey (1987) as well or better

31
Acute employer concerns

• Mental disabilities
• Emotional disabilities
• Communication disabilities

32
Making recommendations for reasonable
accommodations

• Note functional limitations
• Muellers 15 categories (1990) page 145
• Note impact on essential functions
• Note reasonable accommodations that will allow
  the performance of the essential functions (ADA,
  Title 1)
• Table 9.1, page 146
• Most of these are not very expensive (i.e.,
  undue hardship)

33
Policy Support

• Sections 501 and 504 or the Rehab Act of 1973
• ADA
• Expands the coverage of the Rehab Act (p. 148
  out of sequence)
• Title I Anti-discrimination
• Title II Public Services
• Title III Public Accommodations
• Title IV Telecommunications, Misc.

34
Keeping Up-to-Date

• Professional organization memberships and
  journals help to keep you apprised
• Keep employers informed
• Tax legislation changes frequently
• Incentives for employers who hire pwds
• e.g., tax deduction for barrier removal
• Work Opportunity Tax Credit
• up to 2,100 for each individual hired
• Sub-minimum wage standard

35
Equal Employment Opportunity Commission (EEOC)

• Rules for interviewing pwds (1995)
• Become very familiar with table 9.2, p. 150, for
  future employer training opportunities
• You can also help employers meet ADA-specific
  guidelines....you are an information resource!
• Trial questions....

36
Outcomes of Job Placement Efforts

• 1986 report indicated that 75 of the clients
  were dissatisfied
• What can you do to help?
• Help create realistic expectations based upon
  your knowledge of the world of work, and the job
  application process
• Train in interviewing skills, application
  completion
• Practice through role-play

37
Suggestions in the text

• ...for the above activities are very helpful
• Start developing folders to store information
  that you come across, which may later be helpful
  in meeting the demands of your future vocational
  activities
• A great interview technique, an innovative
  role-play, a great summary for clients/employers,
  how-to lists, etc.

38
Attitude

• Job placement has been considered by some to be
  the low-prestige task of the profession
• Hershenson (1988) called for a more sophisticated
  treatment of this activity in program curricula
• We now embrace the idea of counselor-employer as
  well as counselor-employee relationship in our
  practice

39
End of Maki Riggar Chapter

• Paints a bleak picture of preparation for
  placement activities
• Such a statement could be made about any of the
  knowledge areas
• Experience comes with doing, which is why we
  encourage you to engage in placement activities
  at some level within your practica and/or
  internship
• Youll have a good foundation in this program!

40
(No Transcript)