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37 Cards in this Set
- Front
- Back
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What is the definition of supported employment? |
-competitive work in an integrated setting with ongoing support services for individuals with the most significant disabilities -for individuals whom competitive employment has not traditionally occurred or for whome competetive employment has been interrupted/intermittent as a result of significant disability -for individuals who, bc of the nature and severity of their DA need intensive supported employment services and extended services after transition in order to perform this work
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What pieces of legislature are key for supported employment? |
-Sections 503 and 504 of the Rehab Act of 1973 -Developmental Disabilities Assistance and Bill of Rights Act of 1984 (supported employment became part of federal law) -Rehabilitation Act Amendments of 1986 (received first public funding and became part of the fed-state voc rehab program) -ADA of 1990, IDEA of 1990, Workforce Investment Act of 1999, and Rehab Act Amendments of 1992 |
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4 core features of supported employment are: |
1. competitive employment 2. integrated setting 3. workers with severe disabilities 4. ongoing support |
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What is competitive employment? |
-refers to working in jobs found in local communities -jobs are considered competitive when employees compete with each other to fill any vacancies -wages paid that are commensurate with wages of others performing same type of work -associated benefits are received -employees are directly hired, supervised, and paid by the business in which they are employed |
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What does integrated setting mean? |
-occurs when workers with disabilities work alongside workers without disabilities, as mandated by the Rehab Act Amendments of 1986 -must include both physical and social integration |
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The RSA considers only this type of employment as being a favorable employment outcome, as of 2001: |
-employment in integrated settings |
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What does the third core feature, "workers with severe disabilities", mean in supported employment? |
-according to the 1998 Rehab Act Amendments, persons served in supported employment must be considered individuals with the most severe disabilities -examples include individals with the following: MR, deafness/hearing impairments, blindness/visual impairments, chronic mental illness, TBI, SCI, autism, and cerebral palsy -the actual DA is not important, what's essential is that workers appropriate for SE be people who are unable to obtain/maintain competitive employment without support services offerred in SE |
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What does the fourth core feature, "ongoing supports", mean in supported employment? |
-support that is not time-limited -support that is provided to the ind. and persons in the environments that support the individual's work (e.g. supervisor, coworkers) -support services that are intended to increase potential for job retention by assisting the ind. and coworkers, supervisors, or work env. to interact successfully, including both on and off the job supports -required for at least 18 months unless a longer time is agreed upon as part of the IPE, but other funding is necessary if beyond that time period (as per Rehab Act Amendments) |
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What is another condition, in addition to the four core conditions, that is important and necessary to supported employment? |
-consumer control -over selecting one's own job, the type of supports and services accessed, and the selection of the job coatch and service provider -starts with consumer-identified career goals and paths -requires that the consumer be provided with the info needed to make informed choices, opp. to select from a range of jobs and occupations, and choice in type and extent of supports |
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Two types of supported employment models are: |
-group and individual |
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Which type of supported employment model is most frequently used? |
-individual models of supported employment |
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What is a group model of supported employment? |
-one job coach/employment specialist supports a group of workers who work at the same job site -group must not exceed 8 individuals -typically used for workers for whom individual models are not appropriate due to low work productivity, low independence skills, and/or presence of interfering behaviors -reflect lower expectations for individuals served in regard to independence and integration -more restrictive and espouse limited integration -two examples of type of group models are enclave and mobile work crew -not considered a best practice for supported employment placement option |
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Of the enclave and mobile crew type of group supported employment model, which is the most restrictive? |
-mobile crew -offers the fewest chances for integration with nondisabled workers -ways to overcome this: include nondisabled workers on the crew or schedule work within normal work hours at the place of business |
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What is an individual model of supported employment? |
-the least restrictive and most prevalently used approach to supported employment -each supported employee is employed as a single employee and not part of a group -jobs they fill are existing positions or customized positions, which can include self-employment -job coach/employment specialists provide workplace and off-work supports to help the supported employee get and keep jobs
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Who typically provides ongoing support to a supported employee in an individual model of supported employment? |
-the job coach or employment specialist |
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Describe customized jobs for individual supported employment models? |
-customized jobs are developed for consumers who cannot fulfill all aspects of jobs currently open -can include resource ownership or supported employment type jobs |
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What is resource ownership? |
-a customized employment option -refers to an individual's owning the equipment and property necessary to complete a job while being paid wages from the employer for whom he/she works -if the individual changes jobs, the tools/equipment go with the individual |
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What is self-employment as part of the individual model of supported employment? |
-refers to small businesses owned by individuals with severe disabilities who also receive support services necessary to carry out the functions of their business -basics include a business plan, solid marketing plan, management skill, and capital -can be a stand-alone business or a business-within-a-business (e.g. selling shirts at a baseball stadium) -wages are not paid from "host" business |
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Describe workplace supports in an individual model of supported employment? |
-span on a continuum from exclusively job coach provided supports to exclusively natural supports -job coaches may provide direct instruction to supported employees or use only natural supports, providing no additional supports directly to the ind. supported employees -may manage coworker-provided supports (e.g. teaching co-workers how to provide instruction) and supplement coworker-provided instruction when needed |
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Job coaches/employment specialist in supported employment is responsible for: |
-all assessment, job development, placement, training, and ongoing supports -provide supports (directly to individual or as supplement to natural supports) -completes a thorough assessment of the client (inc. interests, goals, strengths, etc.), helps client in searching for and securing a job, identifies and secures adaptations and accommodations, and trains the supported employee and coworkers/supervisors at the job |
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What are natural supports? |
-those naturally available within the employee setting |
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The supported employment service delivery process includes the following 5 phases: |
1. assessment 2. job development & marketing 3. job acquisition (selection & placement) 4. training 5. ongoing support |
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Describe the assessment phase of service delivery in supported employment: |
-occurs throughout all stages and is ongoing -it should be ecological, in that it should include evaluation of the job, the individual, and the support systems available to the individual |
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Assessment of the job should include: |
-a detailed job analysis that is used to identify essential job functions and tasks, potential job support, job restructuring, and job accomodation needs -can be used for matching the individual if consumer has not narrowed the pool of potential jobs -job analysis is extended in SE to include the examination of social skills, job-related skills, and potential supports |
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What types of supports should be explored as part of a detailed job analysis? |
-environmental supports: signs, visual alarms, and automatic doors -procedural supports: those related to actions or events; i.e. variations in work schedule, training programs, coworker mentoring, supervision, orientation programs, and telecommuting -natural supports: supports all employees can access or develop; i.e. carpooling, informal mentoring, emotional support from personal connections -those designed specifically for the employee, i.e. permanent to-do list of job duties or reminders from coworkers |
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Supports in the work environment: |
-should be selected to enhance the physical and social integration of the employee with the DA -must be acceptable to employer and coworkers, be under the control of the supported employee, and blend into the workplace as much as possible -must not negatively impact wages, benefits, work performance, or independence of the suported |
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Assessment of the individual: |
-is not used to determine eligibility or readiness -should be person-centered and designed to uncover the ind. abilities and skills, past learning history, future goals and aspirations, interests, likes and dislikes -should identify existing and potential supports systems -should NOT focus on deficiencies |
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The goal of assessing the individual in supported employment is |
to form a functional description of the ind. skills, support needs, interests, and preferences |
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What is the job development & marketing stage of service delivery in supported employment? |
-includes processes that occur throughout all phases of SE that identify potential jobs, refine or customize available job options, and expand the number and types of jobs available to the supported employee -traditionally from a supported employee-focused model but moving more into the business-responsive model |
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Job development in SE is |
-the process of identifying potential jobs or variations of those jobs available to supported employees -a comprehensive employment specialist of job developer is in charge of it -a person-first approach (finding jobs with the consumer in mind) is typically used -consumers are encouraged to be actively involved |
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The goal of job selection and placement in SE is: |
-to obtain the optimal job position for a person that is consistent with his/her existing abilities, interests, personal goals, and career plans -it involves determining an appropriate match between the individual and the job |
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Training in supported employment: |
-refers to assisting the supported employee in learning to do the job by acquiring, maintaining, and generalizing the necessary skills -typically involves confirming the supported employee has achieved stable and consistent job performance -can be accomplished using the employer's existing resources or by having the ES train the new employee -is typically funded through VR but only for first 18 months before addt'l funding must be secured -is planned as an individualized service -should reflect long and short term needs of the employee |
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What types of training systems/methods are often employed in SE? |
-preplanned and systematic training methods -behavioral objectives -using individualized consequences (e.g. reinforcements, nat. conseq.) -using levels of assistance and error correction procedures -skill maintenance and generalization |
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The most typical processes used for training are: |
-coworkers and supervisors as primary source of training and support -employer-provided training opportunities |
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Ongoing supports |
-are provided to help the supported employee maintain overall employment and job-related skills, address changing skill needs, and enhance the flexibility of teh supported employee in relation to unexpected events or needs -reassess the appropriateness of the match between the job and employee on a continuous basis |
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The goal of ongoing support is to |
assist the worker in being successful in his/her job and in following his/her desired career path |
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Prior to ending VR funding for ongoing supports, federal law requires that: |
-a funding source for ongoing support be in place -usually secured from other service agencies but there are usually wait lists -other alternatives for funding include the PASS program and Ticket to Work programs run through the SSA |
