REAL WORK FOR REAL PAY: Inclusive Employment

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REAL WORK FOR REAL PAY Inclusive Employment

• Vancouver, British Columbia
• June 11, 2007

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WHY WORK?

• MAXIMIZING HUMAN POTENTIAL!

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The Goals

• Good Pay
• Health care benefits
• Control over job selection/work conditions
• Upward mobility
• Improving social and community connections and
  integration
• Therapeutic benefits

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• WORK IS THE GREAT EQUALIZER

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• WHICH WOULD YOU
• WANTTHIS

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• OR THIS

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• SO. How Are We Doing?

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According to a 2004 Louis Harris Poll

• Only 35 of people with disabilities reported
  being employed full time or part time, compared
  with 78 of those who do not have disabilities.
• Three times as many people with disabilities live
  in poverty, with annual household incomes below
  15,000 (26 versus 9)

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Louis Harris Poll (Contd)

• People with disabilities remain twice as likely
  to drop out of high school (21 versus 10)

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• In Canada, persons with disabilities participate
  in employment at a significantly lower rate than
  for persons without disabilities.
• B.C. Participation and Limitation Survey,
  2001

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• Nationally, 42 of persons with disabilities are
  employed, compared to 74 of persons without
  disabilities, a 32 difference.
• B.C. Participation and Limitation Survey,
  2001

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• In BC, 44 of persons with disabilities are
  employed, compared to 72 of persons without
  disabilities, a 28 difference.
• B.C. Participation and Limitation Survey,
  2001

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• SEGREGATION IS STILL PREVALENT

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• What do sheltered Workshop Participants think?

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• 78 of persons with Intellectual Disabilities
  said they would prefer employment OUTSIDE
  workshops
• (N 203)
• (Migliore, et al., 2007)

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• What Does the Community Think About People with
  Disabilities Who Work?

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According to a 2004 Gallup Poll

• Most of the 800 respondents in the Gallup Poll
  indicated they had direct experience with people
  with disabilities in a work environment.
• About 75 of the participants have at some point
  worked directly with someone with a disability
  and/or received services as a customer by a
  person with a disability.

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Gallup Poll (Contd)

• Overall 92 of the participants were more
  favorable toward giving their business to
  companies that hire people with disabilities.
• Siperstein, et al., 2006 (JVR)

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• In Canada 680 nondisabled people were
  surveyed87 favored integrated employment.
• (Burge, et al., 2007)

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• WHAT DOES THE U.S. CONGRESS THINK OF SEGREGATED
  EMPLOYMENT?

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ACCORDING TO SENATOR EDWARD KENNEDY

• Disabled Americans want to work and contribute to
  their communities in the same way as their
  non-disabled friends and families. They have
  dreams just like everyone else. For far too
  long, they have been denied the talents and
  contributions of thousands of our fellow
  citizens, just because they are disabled.
• October 20, 2005

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• SUPPORTED EMPLOYMENT THERE IS ANOTHER WAY

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SUPPORTED EMPLOYMENT

• Paid work in integrated settings
• Employees are hired, supervised and paid by the
  business
• Employment specialist or coworkers provide
  ongoing or intermittent support

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MEET KIT
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FUNCTIONAL POSITIVES

• Walks and stands
• Hand use
• Uses body language to communicate
• Polite
• Performs task in sequence
• No financial obstacles
• Supportive family

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MAJOR PERCEIVED BARRIERS

• Severe mental retardation
• Autism
• Limited communication skills
• Limited strength and endurance
• Unusual behaviors (rocks body, sucks fingers,
  flaps hands)
• Needs frequent prompting to stay on task
• Cannot distinguish between work supplies
• No functional reading
• Limited transportation options

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• JOB FINDING TECHNIQUES USED

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• Used Situational Assessments to identify
  interests and abilities
• Job Coach spent time to develop rapport with Kit
• Job Coach sought a team oriented work environment
• Kit visited jobsite several times to help
  determine if she liked it

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EMPLOYER

• Spaghetti Warehouse

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• CHALLENGING WORK ISSUES

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• Transportation
• Taking off and putting on coat
• Clocking in and out
• Putting on gloves
• Setting up work station
• Replenishing supplies
• Learning job tasks
• Needing constant prompts to perform work

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• WORK ACCOMMODATIONS SUPPORTS

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• Transportation provided by school on weekdays and
  family on weekends
• Magnetic scanning device
• Manager/co-worker assistance
• Job coach/systematic instruction
• Audio prompting reinforcement system

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• MEET RONNIE

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Ronnie

• Self Employment
• Keep It Kleen
• Sterilizes Towels
• Individual Training Account Purchases
• High-tech washer and dryer
• Magnetic advertising panels for Jeep
• Business License
• Jeep Repair
• Total Individual Training Account expenditures
  4,200

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• MEET KELLY

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FUNCTIONAL POSITIVIES

• Walks and stands
• Hand use
• Friendly and outgoing
• Works well with reinforcement
• Good problem solving skills
• Experience in assisting in school cafeteria
• No financial obstacles
• Supportive family

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• CHALLENGING WORK ISSUES

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MAJOR PERCEIVED BARRIERS

• Severe mental retardation
• Tactile defensive
• Needs to be given one direction at a time
• Easily distracted
• Limited communication skills responds using
  yes/no
• Second grade reading level
• No math skills
• Needs structured environment
• Limited transportation options

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• JOB FINDING TECHNIQUES USED

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• Interviewed family, Kelly, and school personnel
  on likes and dislikes
• Observed Kelly in classroom and in community
  setting
• Appealed to business sense of community
  involvement
• Carved job to help food prep worker during busy
  times
• Coached employer on best way to interview Kelly
• Sought employer willing to assign mentors to Kelly

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EMPLOYER

• CRACKER BARREL

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POSITION

• FOOD PREP ASSISTANT

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Meet Ryan

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Nursery Worker

• Duties
• Outdoor Assist Nursery Staff with watering
  plants, loading unloading plant stock, clean
  nursery area
• Hours 12 per wk
• Pay 6.50 per hour

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promotion

• Ryan was performing his job tasks so well, the
  manager created indoor tasks for Ryan to do
  during off seasons when hours are usually cut

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Indoor Assistant

• Duties
• Indoor Clean employee/office areas and restrooms

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Ryan at Work

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Ryans Workplace Supports

• Supports on the Job
• Team atmosphere
• Supportive management
• Managements willingness to create job tasks

• Supported Employment
• Training of specific tasks
• Memory strategies
• Continued support throughout employment

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• Supported Employment Implementation. Where Is It
  Working? How Well?

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Participation Supported Employment - 2002

• 483,000 in Day/Work programs
• 24 in supported employment
• 76 in predominantly segregated settings
• Parallel growth rates in supported and day
  programs

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Connecticut
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Vermont
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VERMONT

• Division of Developmental Services funds cannot
  be used at all to fund the following
  services/settings
• Congregate (defined as 3 or more individuals)
  residential settings for children under 18 years
  old5
• Institutional settings (e.g., nursing facilities,
  etc.) for providing community supports other
  than for people living, working or volunteering
  in the setting.
• Effective July 1, 2004
• 5 Existing group home for children with
  emotional, behavioral and/or developmental
  disabilities in Chittenden County is
  grandfathered in.

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Washington State
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• How Do We Change the System?

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Systems Change Methods

• Support Self Determination
• Focus on Job Outcomes
• Expand Relations with Business
• Mission Driven Systems
• Align Dollars with Mission

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Community Participation

• Community Participation. When people with
  disabilities are segregated from community life,
  all Vermonters are diminished. Effective
  services and supports foster full community
  participation and personal relationships with
  other members of the community. Community
  participation is increased when people with
  disabilities meet their everyday needs through
  resources available to all members of the
  community.

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(Continued)

• Employment. The goal of job support is to obtain
  and maintain paid employment in regular
  employment settings.

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(Continued)

• Accessibility. Services must be geographically
  available so that people with developmental
  disabilities and their families are not required
  to move to gain access to needed services,
  thereby forfeiting natural community support
  systems.

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Support Self Determination

• Self Determination
• Informed Choice
• Report Cards
• Career Options

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Focus on Integrated Job Outcomes

• Defined Services Support Outcomes
• Services Consistent w/ Best Practices
• Truly Individualized Support Plans
• Measure Progress

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Expand Relations with Business

• Business Leadership Networks
• Workforce Investment Boards
• Business as an Informed Partner

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Mission Driven Systems

• Legislation
• State Level Initiatives
• Consistency Across Agencies

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Align Dollars with Mission

• Rates Consistent with Market
• Performance Based Funding
• Flexible Funding Accounts
• Support Customized Employment Outcomes

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Quality Indicator 1 Meaningful Competitive
Employment

• Is it an integrated work setting?
• Are employees hired, supervised and paid by the
  business?
• Are employment benefits commensurate with
  non-disabled coworkers?

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Quality Indicator 2 Informed Choice, Control
Satisfaction

• Who selects the job coach?
• Who selects the job?
• Does the new employee like the job?
• Is the new employee satisfied with the service
  and worksupports?
• Is the new employee able and willing to retain
  the job?

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Quality Indicator 3 Level and Nature of Support

• Do customers assist in selecting the support
  options?
• Does the program advocate moving from the least
  intrusive level of support to a more intrusive
  support option based upon customer need?
• Does the program have staff skilled in
  identifying, matching and fading possible
  workplace supports options?

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Quality Indicator 4 Amount of Hours Worked
Weekly

• What percentage of program participants work in
  competitive employment over 30 hr/wk or under 20
  hr/wk?
• For those working under 30 hr/wk how many hours
  of alternative programming are provided.
• What is the satisfaction level of participants
  with their hr/wk?

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Quality Indicator 5 Well Coordinated Job
Retention System

• What percentage of individuals placed in
  competitive employment retain their jobs for less
  than 90 days / 90 days / 180 days over 180 days?
• What is the replacement rate?
• What are the reasons for job separation?
• Record and schedule for monitoring job stability?
• Is there identifiable extended services funding
  for planning and unplanned responses to retention
  issues?

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Quality Indicator 6 Maximizing Integration
Community Participation

• Does the company offer opportunities for physical
  and social integration such as common break areas
  / company socials?
• Does the employees work area facilitate physical
  and/or social interactions?
• In what activities does the customer engage in
  the community (friends, clubs, groups)?
• Is the employee satisfied with the job and level
  of community integration?

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Quality Indicator 7Employer Satisfaction

• Does the program develop business profiles
  complete with business culture notations and
  language specific to the business?
• Is there staff development program that stresses
  the use of business friendly language?
• Does the program engage in community outreach
  with disability awareness training?
• Does the program serve as a liaison for the
  business and people with disabilities?

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• What Does Supported Employment Cost?

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Vocational Rehabilitation Cost in Wisconsin

• Mental Retardation - 8,225
• (N503)
• Mental Illness - 5814
• (N 244)
• Autism - 6,705
• (N46

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Marketing, Networking and Job Development
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Marketing - Networking

• Organizational Marketing
• Understanding the Needs (business us)
• Business Partnerships
• Business Presentations

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Old Way of Doing Business

• One Person One Job!
• Charity or it is the nice/right thing to do!
• Low Expectations of people with disabilities!
• Exclude employers from policy making!

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New Way of Doing Business

• Value the Employer as a customer!
• Understand the Business needs and culture!
• Meeting the Needs of the Business!
• Implement a Marketing Strategy

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Marketing

• An activity that satisfies the needs and wants of
  customers through an exchange process!
• Basic to process Each Party receives a valued
  good or service!

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Key to Marketing Success

• Better services for employers equals better
  services for people with disabilities!
• It is all about
• RELATIONSHIPS, RELATIONSHIPS, RELATIONSHIPS,
  RELATIONSHIPS MORE RELATIONSHIPS!!!!!!!

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Marketing Things to Know

• Something about the business.
• What do they offer/produce/sell.
• Significant factors affecting the business.
• Growth or change over past year.
• Future directions for the business.
• Greatest demands and pressures.
• Changes in technology.

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Remember

• Your goal is to find out information in order to
  help the business with their bottom lines----
  (there are more than one bottom line)

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WHO ARE YOU???

• To market your organization, yourself, your
  customers you need a clear sense of purpose
  identity!!
• Why should I do business with you instead of
  your competitor???
• Tell us about you and your organization!

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Understanding Business

• Myths Fears
• Government Jargon
• Lack of Urgency
• Dont understand the business culture
• Need a diverse workforce
• Future labor shortage

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Understanding Us!

• Touch economic times!
• Our folks face more difficult barriers which
  makes it difficult to compete with others!
• Not all of the people we work with want to go to
  work!
• Job developers and managers have little, if any
  training on how to work with business!
• Attitudes of job developers and managers!
• VCU-RRTC, 2003

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New Approach

• Move from a social work salesperson to a
  visionary leader, effective manager, supportive
  supervisor!
• We go from an apply for an opening approach to
  creating new opportunities

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Business Partnerships- why do they value
partnerships?

• Mutual benefits!
• Opportunities to hire talented people!
• More choices in hiring!
• Knowledge leveraging additional resources!

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How can the Public Sector make services more
appealing?

• Organize a single point of contact!
• Attend participate in employer organizations!
• Educate business on disability issues
  accommodations!
• Advertise success stories!
• Careful pre-screening to match applicants
• Use Business to Business marketing use business
  language!

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What other HR needs beyond referral of job
candidates could be provided to Business?

• Service after the placement!- job retention
  services
• Joint training ventures to up grade candidates
  skills!
• On demand training consultation on Disability
  issues
• Office work environment assessment!

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What incentives would attract more employers to
enter partnerships?

• Single point of contact!
• Marketing that links partnerships to bottom line
  diversity issues!
• Positive exposure for company!
• Simplified process!
• Tax incentives if simple and easy to use!
• Any activity that shows concern for bottom line!

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What would businesses be willing to contribute to
a partnership?

• Time to meet with representatives!
• Share experiences with other businesses!
• Co-host training events!
• Welcome rehabilitation to meetings of business
  organizations!

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Supported EmploymentFunding Overview
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THE FUNDING FRAMEWORK

• Fund Process / Fund Outcomes
• Fund Programs / Fund People
• Fund Status Quo / Fund Change

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SERVICE/SUPPORT COMPONENTS

• Assess Work Interest
• Establish Job and Career Goals
• Complete an Effective Job Match
• Support Work Performance
• Insure Job Stability
• Provide Ongoing Supports
• Assist with Community Supports
• Respond to Career Interests

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SERVICE PITFALLS

• Failure to Plan
• Poor Job Match
• Prolonged Training Period at Workplace
• Dependence on Job Coach/Difficulty Fading
• Lack of Co-worker Involvement
• Funding Breakdowns Across Agencies
• Ignoring Career Interests

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FUNDING and RESOURCE OPTIONS

• Vocational Rehabilitation
• Fees/contracts from MH/MR/DD agencies, including
  Home Community Based Waiver
• Other Public Funds
• S.S.A. Work Incentives (PASS/IRWE/TICKET)
• Private Funding (e.g.United Way)
• One Stop Career Centers

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BALANCING FUNDING INTERESTS

• Consumers
• Funding Agencies
• Supported Employment Service Agencies

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CONSUMERS FUNDING

• Services are available.
• Services are individualized and customized as
  needed.
• Incentives are in place to encourage progress to
  valued outcomes.

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AGENCIES FUNDING

• Cost Effective An appropriate supported
  employment outcome is achieved and maintained
• Cost Efficient An appropriate return is
  achieved for the dollars expended

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S.E. Service Programs Funding

• Hire, appropriately pay, and maintain quality
  staff
• Accept referrals made by community
• Provide effective staff development
• Offer quality services

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FUNDING PITFALLS

• Consumers needing services cannot access
  Supported Employment
• Services non-responsive to individual job match
  and ongoing support needs
• Inequities in rates/funding create inequities in
  service availability
• Limited career oriented career and job
  replacement activities

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Funding Options

• Grants and Contracts
• Fee for Service
• Performance Based Funding
• Other