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• Discovery• Capturing discovery through profiles• Customized, person-centered planning• Portfolio/visual resume development• Job development and negotiationHere, CE dovetails with Supported Employment
• Job site analysis, accommodations, support
4101 Gautier-Vancleave Rd. Ste. 102
Gautier, MS 39553 (228) 497-6999 marcgold.com
Discovery
“Discovery consists of looking at the same thing as everyone else and thinking something different”
Albert Szent-Gyorgyi (Nobel Prize winner who discovered Vitamin C)
Discovery provides, in a non-traditional, common-sense form, the information needed to determine the strengths, needs, and interests* of any person with complex life issues.
This is accomplished by simply addressing the question, “Who is this person?”
* From DOL/ODEP definition
4101 Gautier-Vancleave Rd. Ste. 102
Gautier, MS 39553 (228) 497-6999 marcgold.com
The focus of discovery
• Conditions for Success• Interests toward an aspect of the
Labor Market• Potential Contributions to Employers
4101 Gautier-Vancleave Rd. Ste. 102
Gautier, MS 39553 (228) 497-6999 marcgold.com
Marc Gold & Associates 8
Characteristics of an Ideal Job
Conditions are characteristics of any job developed for the individual. Conditions refer to issues such as days of work, pay, benefits, location of the job, inside/outside work, time of day, hours per week, etc. While it is possible to have too many conditions, these are extremely important considerations in customizing a job. Target go/no go conditions for priority consideration.
4101 Gautier-Vancleave Rd. Ste. 102
Gautier, MS 39553 (228) 497-6999 marcgold.com
Marc Gold & Associates 9
Characteristics of an Ideal Job
Interests are characteristics of an ideal job that gives direction toward a certain area of work interest. These should be stated in the broadest possible manner, allowable by the applicant. Interests might include: working around boats, office work or working in a retail setting. Do not confuse work preferences with preferentially-stated conditions. Avoid using job titles.
4101 Gautier-Vancleave Rd. Ste. 102
Gautier, MS 39553 (228) 497-6999 marcgold.com
Marc Gold & Associates 10
Characteristics of an Ideal Job
Contributions refer to the individual’s characteristics that will be offered to employers. These might include:
Discovery as an alternative to traditional assessment
• Discovery seeks to identify already-existing information rather than developing information solely for the purposes of evaluation or diagnosis.
• Identifying a direction for employment is based on a translation of typical activities of the person’s life rather than on a comparison of the individual with others or with standards.
• The discovery process focuses more on ecological validity than predictive validity. It is more important that the direction to employment makes sense in relation to a person's life than to attempt to predict success based on test performance.
• The information of discovery is used only as a guide for matching and customization and may not used to systematically exclude a person from employment.
• By implementing discovery, we try to identify the real complexities faced by the individual and attempt to negotiate and match employment that fits, rather than putting the burden of resolving complexities solely on the individual.
• The profile strategy seeks to empower and involve applicants, their families and friends rather than to exclude them. Natural, common sense approaches to employment are given priority over strategies which rely solely on professional judgment and service.
4101 Gautier-Vancleave Rd. Ste. 102
Gautier, MS 39553 (228) 497-6999 marcgold.com
Translation vs. Comparison
The finesse of discovery is to identify typical aspects of life and to translate those activities into Conditions for success, Interests toward employment and potential Contributions to be offered to employers.
Comparative assessment pits job seekers against the performance of others and predicts the likelihood of success.
4101 Gautier-Vancleave Rd. Ste. 102
Gautier, MS 39553 (228) 497-6999 marcgold.com
The regulations of the current Rehab Act of 1998
Source of information:Federal Register: January 17, 2001 (Volume 66,
Number 11)] [Rules and Regulations] [Page 4379-4435]
From the Federal Register Online via GPO Access [wais.access.gpo.gov] [Page 4379]
Part VI Department of Education, 34 CFR Part 361 State Vocational Rehabilitation Services Program; Final Rule
The Current Regs in the VR Act: Presumption of Benefit
The designated State unit must presume that an applicant who meets the eligibility requirements … can benefit in terms of an employment outcome unless it demonstrates, based on clear and convincing evidence, that the applicant is incapable of benefiting in terms of an employment outcome from vocational rehabilitation services due to the severity of the applicant's disability.
The Current Regs in the VR Act: Clear and Convincing Evidence
“Prior to any determination that an individual with a disability is incapable of benefiting from vocational rehabilitation services in terms of an employment outcome because of the severity of that individual's disability, the designated State unit must conduct an exploration of the individual's abilities, capabilities, and capacity to perform in realistic work situations to determine whether or not there is clear and convincing evidence to support such a determination.”
“The designated State unit must develop a written plan to assess periodically the individual's abilities, capabilities, and capacity to perform in work situations through the use of trial work experiences, which must be provided in the most integrated setting possible, consistent with the informed choice and rehabilitation needs of the individual.”
The Current Regs in the VR Act: Trial Work Experiences
Trial work experiences include supported employment, on-the-job training, and other experiences using realistic work settings. (iii) Trial work experiences must be of sufficient variety and over a sufficient period of time for the designated State unit to determine that-- (A) There is sufficient evidence to conclude that the individual can benefit from the provision of vocational rehabilitation services in terms of an employment outcome; or (B) There is clear and convincing evidence that the individual is incapable of benefiting from vocational rehabilitation services in terms of an employment outcome due to the severity of the individual's disability.
In other words, comparative assessments should not be used to determine “presumption of benefit” by VR.
Similarly, the use of the Discovery strategy proceeds from an expectation of presumption of benefit for the individual, regardless of the severity of disability.
The designated State unit must conduct an assessment for determining vocational rehabilitation needs, if appropriate, for each eligible individual...
The purpose of this assessment is to determine the employment outcome, and the nature and scope of vocational rehabilitation services to be included in the IPE.
In other words, comparative assessments are not required for the development of an Individualized Plan for Employment by the regulations of the Rehab Act.
This opens the door for the use of Discovery as an alternative to the traditional assessment procedures used by many states.
Wisconsin’s Department of Vocational Rehabilitation participated in a Customized Employment pilot project that resulted in the inclusion of Discovery as an alternative for traditional “supported employment assessments” for individual wanting customized, supported employment.
• Work skills, money management, learning modality, transportation, mobility, work tolerance, social skills, employment disincentives, strengths, supports, self-care, self-direction, interpersonal skills as it relates to the consumer's ability to maintain employment in the community.
• At a minimum, 80% must occur in the community. The assessment should not exceed 60 days. This Assessment does NOT include observations or evaluations conducted in simulated or congregate work environments. Examples of community observations include going to lunch, shopping or visiting community work sites with the consumer.
• Interviews with the consumer and significant others.
• Short-term job tryouts - these are paid (subsidized by DVR as needed) brief periods of direct observation and coaching. A minimum of 8 hours direct observation at one or more job sites is required during the assessment.
• Job coaching required for the short-term job tryouts is included in the Supported Employment Assessment.