Innovative Practice for BLNs: Ticket to Work Models and Ideas Leslie Wilson, M.S., and Michael Yozzi, M.S.W. TTW Operations Support Manager USBLN Conference,

Innovative Practice for BLNs: Ticket to Work Models and Ideas

Leslie Wilson, M.S., and Michael Yozzi, M.S.W. TTW Operations Support Manager

USBLN Conference, October 1-4, 2012

Good Jobs, Good Careers and Better Self- Supporting Futures

The Ticket to Work and Self Sufficiency program was created in

1999 to provide Social Security disability beneficiaries the choices, opportunities and supports needed

to become and stay employed, increase their earnings and

eventually leave and remain off benefits by being fully self

supporting.Bob WilliamsAssociate Commissioner

Office of Employment Support Programs Social Security Administration

The Ticket to Work Program

What is the Ticket to Work Program?

The Ticket to Work Program is a voluntary employment program administered by the Social Security Administration (SSA). Individuals who are receiving benefits under the Social Security Disability Insurance (SSDI) program and/or the Supplemental Security Income (SSI) program based on disabilities are eligible to participate.

Ticket to Work Goals

The goals of the Ticket program are: • Eliminate reliance on disability benefits and provide

economic self-sufficiency

• Offer adults with disabilities expanded choices when seeking services and supports to enter, re-enter, and maintain employment

• Reduce the recidivism rate of adults with disabilities returning to active cash benefit status

How Does the Ticket Program Work?

• SSA enters into agreements with qualified organizations willing to provide for the provision of employment and employment-related services, vocational rehabilitation (VR) services, and/or other services and supports to adults with disabilities with Tickets (referred to as Ticket Holders). Approved organizations are called Employment Networks or ENs.

• The Ticket program is outcome-based. It provides payments to ENs for the services provided as the clients attain certain earnings milestones and outcomes as they move towards economic self-sufficiency.

How Does the Ticket Program Work?

Once a Ticket Holder decides to assign his/her Ticket to an EN, they agree to work together and develop an Individual Work Plan (IWP) that defines (at a minimum):

• The beneficiary’s employment goal(s)

• The services the EN has agreed to provide to the beneficiary

• The beneficiary’s expected monthly earnings

• As the ticket holder advances in their goals, the IWP is amended as needed to continue providing services to ensure economic self-sufficiency.

Benefits of BLNs Becoming ENs

Benefits of BLNs Becoming ENs

Existing Relationships

BLNs have existing relationships with a pool of employers, understand the business world and are trusted by employers.

The Ticket Program allows BLNs to build on these relationships to provide employment supports to working beneficiaries and achieve a sustainable, discretionary source of income.

Benefits of BLNs Becoming ENs

Extensive Support

SSA has contracted with MAXIMUS Federal Services to be the Operations Support Manager (OSM) for the Ticket program. The OSM handles all activities related to ENs, including recruitment, training and technical assistance, processing Ticket assignments and payments, and other administrative activities associated with the program.

Where Can I Get the EN RFQ?Download the EN Request for Quotation (RFQ):

http://ssa.gov/work/enrfq.html

Employer Considerations

Employer Considerations

• According to the 2010 Kessler Foundation/NOD Survey of 411 employers conducted by Harris Interactive, the majority of companies have hired people with disabilities over the past three years but, overall, people with disabilities make up a small percentage of most workforces.

• Employers mainly use referrals to find employees with disabilities and are not using service provider agencies to their full capacity.

Source: Kessler Foundation/NOD Survey, Conducted by Harris Interactive: 2010 Survey of Employment of Americans with Disabilities

Employer Considerations

• Nearly two-thirds (63%) of corporations name assistance finding qualified candidates with disabilities as one of the top two most helpful services offered by service agencies.

• Matching job descriptions to a specific set of skills was the second most helpful (53%).

• Just over one third (34%) of the 411 employers surveyed rated employment service providers effective.

Source: Kessler Foundation/NOD Survey, Conducted by Harris Interactive

Federal Contractor Section 503 Regulation

Enforced by the U.S. Department of Labor’s Officeof Federal Contract Compliance Programs (OFCCP)

Section 503 Rule It is estimated that 25 percent of Americans work for a Federal Contractor. Under Section 503 of the Rehabilitation Act of 1973, as amended, a Government contractor with $10,000 or more in federal contracts shall take affirmative action to employ and advance in employment qualified individuals with disabilities.

Enforced by the U.S. Department of Labor, Office of Federal Contract Compliance Programs (OFCCP). Current rules require covered federal contractors to “undertake appropriate outreach and positive recruitment activities such as those listed in paragraphs (f)(1) through (7) of this section that are reasonably designed to effectively recruit qualified individuals with disabilities.”

For more information on Section 503, go to: http://www.dol.gov/ofccp/regs/compliance/ca_503.htm

Section 503 Proposed Rule

• On December 9, 2011, OFCCP published in the Federal Register the proposed Section 503 rule, which would require federal contractors and subcontractors with $50,000 or more in federal contracts & 50 employees to set a hiring goal of having 7% of their workforces be people with disabilities across job groups.

• The deadline for comments was February 21, 2012. Final rule is expected in fall of 2012.

• Link to the notice of proposed rulemaking: http://www.regulations.gov/#!documentDetail;D=OFCCP-2010-0001-0130.  

Section 503 Proposed Rule

This is an opportunity for BLNs as ENs to offer their services, connect federal contractors to qualified Ticket Holders, and assist contractors to comply with the proposed Section 503 rule.

Under the proposed rules, federal contractors are required to enter into linkage agreements with private recruitment sources and several other listed organizations for purposes of recruitment. The proposed rule also outlines mandatory training on employment of people with disabilities.

BLNs as ENs can assist federal contractors to meet their Section 503 compliance requirements by establishing a relationship and a linkage agreement.

Section 503 Proposed Rule

Where to Locate Federal Contractors

• Banks that receive FDIC insurance

• Insurance companies that process Medicare

• Defense contractors like Lockheed Martin

• Companies like Walgreen’s, Lowe’s & OfficeMax

• Airlines like Southwest

• Trains and Trucking Companies like CSX

Section 503 Proposed Rule

Where to Locate Federal Contractors• Industry Liaison Groups – Federal Contractors’ Association

www.nationalilg.org, click on Regional ILGs• Your Regional OFCCP Office

http://www.dol.gov/ofccp/contacts/ofcpkeyp.htm, scroll

down to Regional Offices • USA Spending.gov:

http://www.usaspending.gov/advanced-search (Federal

contract search engine)

BLN ENs as Partners

Revenue Sharing with Employers: As an EN, you can share revenue with employers that hire Ticket Holders. Revenue shared can be determined when the Ticket Holder is employed. For example, if the Ticket Holder achieves Substantial Gainful Activity (SGA), you may agree to share Ticket revenue with his/her employer. SGA is gross earnings per month at or over $1,010 for those who are not blind; $1,690 for those who are blind.

Partnership Plus: When Vocational Rehabilitation (VR) successfully closes a case of a VR client who is a Ticket Holder, typically at 90 days, there may be funds available for your BLN EN if the Ticket Holder has achieved SGA. These funds can be used to provide ongoing support to the Ticket Holder to sustain employment.

Examples of BLN Partnerships

BLN Partnerships (cont.)

• Revenue Sharing with Service Providers: Your BLN EN has strong relationships with employers and can work closely with service providers that assist Ticket Holders to become employed. Your EN can share Ticket revenue with service providers when Ticket Holders are successfully employed.

• Partnering with Workforce and Service Provider ENs: Whether or not your BLN becomes an EN, you can partner with any EN. Your BLN has unique relationships with employers that many organizations do not have. Your employer relationships may open more jobs for Ticket Holders and be of value to other ENs.

BLN Partnerships (cont.)

• Partnering with School Systems: Propose a partnership with a local school system to identify transitioning students who are not Vocational Rehabilitation clients that your BLN EN can assist in transitioning to employment. For those that are VR clients, consider working with VR on Partnership Plus.

• Revenue Sharing with Retired Special Education Teachers: Many special education teachers are in the process of retiring and looking for ways to supplement their retirement incomes. They know transition and transitioning students. Your BLN EN can partner with them to assist transitioning Ticket Holders to become employed and share Ticket revenue.

• EN Directory: https://yourtickettowork.com/web/ttw/en-directory

Questions?

Innovative Practices Contact Information

Name Title States Phone Number EmailDonna DeJulius Initiative Lead (703) 336-8044 [email protected]

Dennis Born Senior Account Manager WIPA’s (765) 620-2272 [email protected]

Kim Cutler Account Specialist NY, NJ, DE, MD, PA, WV, VA, NC, TN, SC, GA, AL, MS, FL, DC

(703)336-8067 [email protected]

Kate Lancaster Account Specialist NE, KS, OK, TX, LA, AR, MO, IL, AI, WI, MI, IN, KY, OH (703)336-8071 [email protected]

David Jones Account Specialist CA, NV, AZ, UT, CO, WY, ID, OR, WA, ME, ND, SD, NM, MN, ME, NH, MA, VT, RI, CT

(703)336-8141 [email protected]

Derek Shields Subject Matter Expert (703) 446 6747

[email protected]

Leslie Wilson Subject Matter Expert Employers (941) 729 9673 [email protected]

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