1 NCWD/A Customized Employment Teleconference Series Discovery: An Approach for Assessing Applicants for Customized Employment Ellen Condon, University of MT Rural Institute Employment for All, and MG&A

2 Customized Employment In Customized employment we begin with the premise that everyone can work. The customized approach considers both the needs of the individual with a disability AND the employer.

3 Customized… Job Descriptions are based on employee contributions that mesh with employer need. Disclose information about disability and need for accommodations for the purpose of negotiation.

4 Customized job responsibilities Job responsibilities are based upon individual’s strengths, needs and interests and is designed to meet the specific needs of an employer.

5 Traditional Assessments Measured readiness in unfamiliar and often times artificial environments, Compared production and performance of people with disabilities to others, or to standardized norms, Typically highlight deficits of people with significant disabilities.

6 Customized Employment May include employment developed through job carving, self-employment, or other job restructuring activities that result in job responsibilities being customized and individually negotiated to fit the needs of an individual.

7 If we are going to market an individual’s contributions and design jobs which emphasize skills and abilities, or create self- employment which maximizes a person’s participation, then the questions we need answered in assessment are:

8 Assessment necessary for Customized Employment Individual’s strengths, interests and contributions, Impact of disability to identify conditions of employment, plan for supports and negotiate on their behalf with the employer, And explain how they get things done, Strategies, supports or environments where they are at their best.

9 Carley graduated from Polson High school in Her contributions include: Outgoing and friendly Takes pride in her work Able to memorize the layout of large stores Meticulous about returning items Strives to be independent Quite capable of asking for assistance

10 Discovery The process of gathering information about a person for the purpose of job development

Discovery “who is the person?” Vocational Profile: A tool to capture information Representational Portfolio Negotiate a job or design a business Develop a training /support plan Customized Planning Meeting “what will they Do for work?”

12 Information gathered in Discovery Already existing information, From people who know the person best, In environments that make sense for the person: – Home, school, community, familiar places, unfamiliar activities that are relevant or of interest to the person.

13 The information learned in Discovery is used to create the parameters of, or template for customization: the conditions, tasks, supports for the individual on the job… the information is never used to “weed people out” of employment.

14 Describing Information gathered You need to observe and capture information about the impact of an individual’s disability for future negotiations with employers about supports, accommodations, tasks an individual can do, And to plan for comprehensive ongoing supports.

15 Ask Questions….

16 Discovery Uncovering existing information Not measuring or comparing Not testing or evaluating Does not predict performance Ecologically valid information Empowers students and families

17 Through Discovery we learn about: Connections to people and the community Interests and preferences Support needs Strategies or adaptations that currently are used by the person or their supports The individual’s contributions

18 Why do Discovery? Understand how the person’s disability impacts their life Identify what is needed for supports in the work environment To develop a training/support plan To identify the individual’s contributions and tasks that they can do.

19 Methods to offer Discovery or Exploration Facilitated Shared Self Directed

20 Tools/Skills for Discovery Tools Listening Reflecting Sharing Seeing Describing Negotiating Skills Conversation Interview Observation Time together Review Information Collection Disclosure Plan Recognizing the “best” of a job seeker

21 Places/People Places Person’s home Neighborhood Routine places Community Professional contexts People Job Seeker Close family members Trusted friends Support staff Professionals who care Business community contacts

22 Information Routines; weekend, weekdays, seasons Social activities, transportation Previous work, chores, volunteer activities Education background Home/community supports received How the job seeker communicates, socializes, does academics, gets around the community Vocational skills

23 Next Step… planning for job development Consolidate the discovered information into conditions (a template for customization) Translate contributions into employer language, Identify job tasks, Assemble your team for a planning meeting.