1. Models of Integrated Employment AFP Summit November, 2011
Debra Martin Luecking, Moderator, TransCen, Inc., Rockville, MD
Bob Sexton, Director, Cerebral Palsy Center, Knoxville, TN
Anthony Hills , Housekeeper , Service Solutions

2. Integrated Employment Issues
Low employment rate among job seekers with significant disabilities
Low employment rate overall for people with disabilities
Limited belief in “Everyone Can Work”

3. Issues Lack of unified vision at federal, state, and local level
Employment is based on “readiness”
Scarce quality employment resources
Focus is on funding framework vs. customer needs
“Silo” approach to delivering services

4. Effective Integrated Employment Practices
Implementing policies that focus on integrated, community-based employment
earning at or above the minimum wage
as the first option for individuals with intellectual and other developmental disabilities

5. Effective Practices Tapping the skills and strengths of job seekers
to match employer demand for a reliable, productive workforce
through customized employment opportunities
Going beyond sub-minimum wages and non-work day activities

6. A Holistic Approach to managing change encompasses:
Establishing a vision of the desired outcome
Strong leadership keyed to that vision
An Action-bias dedicated to change
Development of a supportive learning culture
Continued realignment of administrative and programmatic systems consistent with the new vision
Magis-Agosta, 1994: “From Facilities to Inclusive Employment”, Creating Individual Supports for People with Developmental Disabilities

7. Model of Integrated Employment
Cerebral Palsy Center of Knoxville:
An Employment 1st Agency

8. Who Do We Serve? Persons with Multiple Disabilities
Intellectual Disabilities
Physical Disabilities
Living in Natural Home
Living in Agency Residential Sites
Previously Institutionalized

9. What Did We Look Like Before Changeover?
100% Facility-based services
Work activities
Recreation
Group homes

10. Why We Changed? Customer desires/dissatisfaction
Intense change in the disability field
Funders’ changing what and/or how much they pay for outcomes
Society of greater inclusion
Intrinsic knowledge of right vs. wrong (values)

11. Changes in What Funders Pay
No pay for sheltered employment
Higher pay for individual placement vs. group placement (mobile work crew/enclave)
Higher pay for employment-based day vs. community-based vs. facility based day
TN became an Employment 1st state (2002)

12. What Changed? From: only a few in individualized employment
“selling disability” employment approach
what funding sources wanted
WE do it all ourselves

13. What Changed? To: 50% of those served in individualized employment
“customized” employment approach
two customers: employers and job seekers
community collaboration

14. Structure: Work Teams
Cross functional group of employees (usually 8 to 15 members) responsible for direct supports for a designated group of individuals.
Cross functional includes employment, day, residential support staff.
Management delegated to the team authority to plan, do, check, and improve all work processes.

15. Change to “Person-centered ” Values
Are unique human beings
Have talents, capabilities
Need individualized supports
Most enhancing
Interdependence
Community
Communication/Build on Strengths
Natural Support
Holistic Participation
Values, Outcomes, Satisfaction

16. Mission Sets organization purpose Sets principles
Sets long-range goals

17. Leadership Style Leadership vs. Management—director is visionary
Customer-Oriented—redefining quality
Organizational Design—leading from the bottom
Organizational Realignment—teams, flattened structure
Job Seeker Empowerment—coach or mentor the decision making process

18. Staff Roles: Team Member
May be direct support professional, case manager, driver, therapist, etc.
Provide comprehensive services and supports to customers
Every staff is on a team
Receives team training

19. Customer Services One person at a time Understanding employer needs
Focus on job seeker’s interests vs. program/resource needs
Focus on employment and valued non-work activities……..”Quality Day”

20. What Support did we get? Read Visited other agencies
Joined workgroups in local community (support groups)
Participated in network groups
Sought technical assistance

21. Change is a door that can only be opened from the inside!21

22. What’s In It For Those We Support?
Personal growth
Increased self-esteem
Increased wages
Status and connections
More appropriate behavior
More friends and relationships
Increased status with own family
Improved self-advocacy
Public transportation, bank account, car, marriage, children

23. What’s In It For Me (Us)? Agency growth Personal growth
Increased status in business community
Increased staff competence
Increased staff morale
Expanded customer base
Increased revenues
Lower staff turnover rate
Better communication

24. Change Brought Opportunity
Knoxville System Integration Program :
A Seamless Transition Approach for Youth with Disabilities

25. What Center / Services Look Like Today
85% Young Adults Working
52% Older Adults Working
Civic Club Membership
Volunteerism
Hobbies
Health/Fitness
Relationships
Relationships
Leisure/Vacation

26. Is it all worth it?
See what you think….