Transition and Employment First: What it is and What it Means Texas Transition Conference February 19, 2015.

Transition and Employment First: What it is and What it Means

Transition and Employment First: What it is and What it MeansTexas Transition ConferenceFebruary 19, 2015

What did we expect not so long ago?InstitutionalizationSegregationIsolationNo SchoolNot EmployableTreatmentDependencyNo ChoiceWhere are we today?InstitutionCommunitySegregationIntegrationIntegrationInclusionIsolationFamily/FriendsNo SchoolFAPENot EmployableUnemploymentTreatmentServices/SupportsDependencyInterdependenceNo ChoiceChoiceChoiceSelf-DeterminationWhat is the right thing to do?

How do we do it better?4Transition & Employment First Practices Prohibit use of facility-based experiences for training purposesFacility-based services as outcome is the exception; in some states prohibited

Employment addressed as a core component of IEP starting no later than age 16 (in some states, age 14)Effective outcome measurement and monitoring

5Transition & Employment First PracticesTransition and employment services not programsPresumption that all students can workNo more asking Do you want to work? but instead Where do you want to work?Job shadowing, internships, volunteering, community involvementAfter school/weekend & summer employmentIntegrate students into school-to-work opportunities & vocational courses

All students with disabilities are viewed as capable of being successfully employed and earning a competitive wageChoosing not to work is no longer acceptableNo more maintain government benefits at all costsServices versus programs: not caretaking, but investment in people, empowerment and education for full community inclusion.Young adults with disabilities working is the norm, not the exception.

6Experiences Make a Difference!The most consistent predictor of post-school employment is employment during high school

Successful Employment Under Employment FirstEmployer paidFully integrated within the general workforce working side-by-side with co-workers without disabilitiesMinimum wage or higher with a goal of a living wageEmployment based on an individuals talent, skills, interests and preferences20+ years in the makingThousands of adults labeled severely handicapped are currently enrolled in sheltered workshops, work activity centers, or adult day care programs. Their placement is not a result of their inability to learn the skills necessary to obtain and maintain employment in integrated environments. Rather it is the function of our inability to design service systems responsive to their learning needs. Our central thesis is that sheltered environments should be phased out in favor of employment opportunities in integrated settings. (McLoughlin, Garner, & Callahan, 1987)9Draw a picture of the person sitting next to you

What did you think or say?Im not creativeI cant drawIm so sorry

I cant show a crazy side researchers show we lose 90% of our creativity by the time we are 7 years oldCreativity and problem solving go hand in hand10What Prevents Us from Moving Forward? Fear

11Employment First ValuesPresumption of EmploymentIntegrated EmploymentCommensurate Wages and BenefitsControl and Power of SupportsFocus on Capacity and CapabilitiesImportance of RelationshipsImportance of CommunitySystems Change (internal and external)

EMPLOYMENT STRATEGIES & TECHNIQUESFull scale discoveryJob creationJob carvingCustomized strategiesShort-term job trialsComprehensive person-centered planningProfessional job developmentJob coachingMore complex accommodationsJob skill trainingAssistance with job search planJob search guidance & counselingGuidance on disability issues/disclosureSimple accommodationsStandard job search practicesResume assistanceHelp with job leadsBrush up interview skillsMore time & resourcesLess time & resourcesMore intensive interventionLess intensive interventionDavid Hoff, 201213What will be the best route to employment success?Community ExplorationPASSJob DevelopmentPlan Job SearchJob CreationPerson-Centered PlanningSituational AssessmentBenefits PlanningDevelop ResumePursue Job Leads

Employment Success

Find a Job

David Hoff, 201214

~ Woody GuthrieAny darn fool can make something complicated; it takes a genius to achieve simplicity.What Employers Say

They value hiring employers with disabilities but they have trouble finding qualified candidates with disabilitiesMany do not know where to go to recruit candidates with disabilitiesMany dont value or are even aware of service providers or school programsEmployers who have worked with service providers or school programs have mixed feelings about their experienceBusiness View of Service Providers(Kessler Foundation/National Organization on Disability/2010)If you have used a service provider, how effective have they been in recruiting, hiring, and retaining people with disabilities?

Extremely Effective4%Very Effective14%Effective16%Somewhat Effective51%Not Effective11%Unsure4%What Employers Say They Want Help With.Finding qualified candidatesExpertise and assistance on job accommodations and assistive technologyPost-hire support, including job coachingMatching job descriptions with skills of candidates

Top 10 Job Development Mistakes10. Focusing on a narrow portion of the job market, particularly disability friendly jobs9. Marketing disability or programs instead of individuals and services8. Not knowing the job seeker and job seekers not knowing themselves7. Job development that has no relation to planning process6. Not using a strength-based approach

Top 10 Job Development Mistakes5. Not understanding and responding to employer and business needs4. Not using personal and professional networks3. Reliance on employer-demand techniques2. Lack of knowledge and creativity regarding how to enhance match between job seeker and employer1. Leaving it to the professionals lack of involvement by job seeker in job search

Why do we forget everything we know about a good job search for people without disabilities when it comes to job seekers with disabilities?

What Job Development Is NotCompleting job applications

Searching the Internet

Never mistake activity for achievement.

~ John WoodenMore NetworkingLess Cold Calling

Use current employers as a referral sourceFind employers with personal connection to disabilityBuild social capital through community involvementJob development is everyones jobLabor Market Information shouldnt drive the employment processBut it should be part of the process.

Consider the full labor market when planning and conducting a job searchLook at public and private employers, including federal contractorshttp://www.workforce.az.gov/http://azstats.gov/employment-forecasts.aspx

You can teach a turkey to climb a tree, but its easier to hire a squirrel.

Employment ReadinessMythEmployers are expecting perfect employees

Have you ever worked with anyone whoCouldnt get along with others?Acted inappropriately?Had behavioral outbursts?Was chronically late?Complained about everything?Didnt communicate well?Didn't work very fast?Got distracted easily?Didnt take directions wellor at all?

Acted impulsively without thinking?Refused to take public transportation?Had a messy office?Wasnt organized?Wasnt always professional?Was rude?Couldnt take criticism?Was lazy?Wasnt very good at their job but managed to still keep it?

Job Preferences Are Important29Reality of the Employment World

Readiness for Employment Means:Motivated to work People understand themselves: strengths, skills, interestsPeople understanding their support needsAvailability of supports

THE CHALLENGE:Actual work experience has a large impact on these factorsEnough With The Endless Planning for Employment!! We need to get young adults with disabilities working in real jobs in the community as early as possible in their teenage years The Trap of the Dream JobWe are not looking for a dream job, just a job that will lead to the next job

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http://www.youtube.com/watch?v=2LCggmsCXk4

34Killer ConceptsReadiness (pre)Realistic (No reality police!)Never

Tip: When a person voices perceived unrealistic choices, focus on self-determinationSo, you want to be a Rap Star? What do you need to do to be a carpenter? What skills do you need? What skills do you have? What can you work on now? What supports do you need? 35When making unrealistic choices, focus on self-determination

So, you want to be a carpenter? What do you need to do to be a carpenter? What skills do you need? What skills do you have? What can you work on now? What supports do you need? Who can provide those supports?

35Ten characteristics or best practices for transition:Early planningInteragency collaborationIndividual transition-planningFocus on integrationCommunity-relevant curriculumCommunity-based instructionBusiness linkagesPaid employment Ongoing staff developmentService monitoring and evaluation36Transition and Employment FirstAll students with disabilities viewed as capable of successful employment.No more asking Do you want to work? but instead Where do you want to work?.Choosing not to work is no longer considered okay.No more preserve benefits at all costs mentality.Services: not caretaking, but investment in people.People with disabilities working is the norm, not the exception.

Employment First will only be successful if the vision of Employment First is integrated within the wide ranges of POLICIES, PRACTICES, and PROCESSES that impact the employment of individuals with disabilities.Business leaders, human resources, etc.: training, development, competency requirementsFunding and service contractingService system infrastructure, including support servicesTransitionPerson centered planning and self determinationData collection and analysisIf you think youre too small to make a difference,you havent spent a night with a mosquito.

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Thank You!Laura Owens, Ph.D., [email protected] www.transcen.org