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

What did “we” expect not so long ago? Institutionalization Segregation Isolation No School Not Employable Treatment Dependency No Choice

Where are we today? InstitutionCommunity SegregationIntegration IntegrationInclusion IsolationFamily/Friends No SchoolFAPE Not EmployableUnemployment TreatmentServices/Supports DependencyInterdependence No ChoiceChoice ChoiceSelf-Determination

Transition & Employment First Practices Prohibit use of facility-based experiences for training purposes Facility-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

Transition & Employment First Practices Transition and employment services – not “programs” Presumption that all students can work No more asking “Do you want to work?” but instead “Where do you want to work?” Job shadowing, internships, volunteering, community involvement After school/weekend & summer employment Integrate students into school-to- work opportunities & vocational courses

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

Successful Employment Under Employment First Employer paid Fully integrated within the general workforce working side-by-side with co-workers without disabilities Minimum wage or higher with a goal of a living wage Employment based on an individual’s talent, skills, interests and preferences

20+ years in the making… “Thousands 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)

Draw a picture of the person sitting next to you…

What Prevents Us from Moving Forward? Fear

Employment First Values Presumption of Employment Integrated Employment Commensurate Wages and Benefits Control and Power of Supports Focus on Capacity and Capabilities Importance of Relationships Importance of Community Systems Change (internal and external)

EMPLOYMENT STRATEGIES & TECHNIQUES Full scale discovery Job creation Job carving Customized strategies Short-term job trials Comprehensive person-centered planning Professional job development Job coaching More complex accommodations Job skill training Assistance with job search plan Job search guidance & counseling Guidance on disability issues/disclosure Simple accommodations Standard job search practices Resume assistance Help with job leads Brush up interview skills More time & resources Less time & resources More intensive interventionLess intensive intervention David Hoff, 2012

What will be the best route to employment success? Community Exploration PASS Job Development Plan Job Search Job Creation Person- Centered Planning Situational Assessment Benefits Planning Develop Resume Pursue Job Leads Employment Success Find a Job David Hoff, 2012

~ Woody Guthrie “Any 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 disabilities Many do not know where to go to recruit candidates with disabilities Many don’t value or are even aware of ‘service providers’ or school “programs” Employers who have worked with service providers or school “programs” have “mixed” feelings about their experience

Business 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 candidates Expertise and assistance on job accommodations and assistive technology Post-hire support, including job coaching Matching job descriptions with skills of candidates

Top 10 Job Development Mistakes… 10. Focusing on a narrow portion of the job market, particularly “disability friendly” jobs 9. Marketing “disability” or “programs” instead of individuals and services 8. Not knowing the job seeker – and job seekers not knowing themselves 7. Job development that has no relation to planning process 6. Not using a strength-based approach

Top 10 Job Development Mistakes… 5. Not understanding and responding to employer and business needs 4. Not using personal and professional networks 3. Reliance on employer-demand techniques 2. Lack of knowledge and creativity regarding how to enhance match between job seeker and employer 1. “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 Not… Completing job applications Searching the Internet

“Never mistake activity for achievement.” ~ John Wooden

More Networking Less Cold Calling Use current employers as a referral source Find employers with personal connection to disability Build social capital through community involvement Job development is everyone’s job…

Labor Market Information shouldn’t drive the employment process… But it should be part of the process. Consider the full labor market when planning and conducting a job search Look at public and private employers, including federal contractors

You can teach a turkey to climb a tree, but it’s easier to hire a squirrel.

Employment Readiness Myth Employers are expecting perfect employees

Have you ever worked with anyone who… Couldn’t get along with others? Acted inappropriately? Had behavioral outbursts? Was chronically late? Complained about everything? Didn’t communicate well? Didn't work very fast? Got distracted easily? Didn’t take directions well…or at all? Acted impulsively without thinking? Refused to take public transportation? Had a messy office? Wasn’t organized? Wasn’t always professional? Was rude? Couldn’t take criticism? Was lazy? Wasn’t very good at their job – but managed to still keep it?

Job Preferences Are Important

Reality of the Employment World

Readiness for Employment Means: Motivated to work People understand themselves: strengths, skills, interests People understanding their support needs Availability of supports THE CHALLENGE: Actual work experience has a large impact on these factors

Enough 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 Job” We are not looking for a dream job, just a job that will lead to the next job…

Killer Concepts Readiness (pre) Realistic (No reality police!) Never Tip: When a person voices perceived “unrealistic” choices, focus on self- determination… So, 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?

Ten characteristics or “best practices” for transition: 1.Early planning 2.Interagency collaboration 3.Individual transition-planning 4.Focus on integration 5.Community-relevant curriculum 6.Community-based instruction 7.Business linkages 8.Paid employment 9.Ongoing staff development 10.Service monitoring and evaluation

Transition and Employment First All 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 requirements Funding and service contracting Service system infrastructure, including support services Transition Person centered planning and self determination Data collection and analysis

“If you think you’re too small to make a difference, you haven’t spent a night with a mosquito.”

Thank You! Laura Owens, Ph.D., CESP