The Numbers Are In!

Every year, usually in October, the federal government announces the latest Cost of Living Adjustment, fondly referred to as COLA. The new rates are based on the Consumer Price Index, which is really a measure of the average change in prices for the nation’s goods and services. 

COLA at Work (or School)

Ah, but why should you or your beneficiaries or job seekers care? The simple answer is that the employees you support can earn more money and still qualify for benefits. Let’s talk about how that affects three groups of people: 1) SSDI recipients, 2) SSI recipients, and 3) some students with disabilities.

SSDI Recipients

Social Security’s substantial gainful activity (SGA) level and many of its work incentives are based on the annual COLA rate. In 2018, for instance, that means a worker eligible for Social Security Disability Insurance (SSDI) who is earning less than $1,180 per month may still be eligible for benefits after his or her Trial Work Period.

The new 2019 SGA level for workers who are disabled is $1,220; it’s $2,040 for workers who are blind. The recent COLA increase led to a fair increase in the SGA, which means your beneficiary can now earn $40 more per month ($480 per year) and still qualify for SSDI.

SSI Recipients

COLA also affects recipients of Supplemental Security Income (SSI). In 2018 the maximum SSI payment (the Federal Benefit Rate or FBR) was $750. In 2019, the FBR is $771, an increase of $21 per month.  

Students with Disabilities

Students with disabilities who are working make up another group affected by COLA if they’re using the Student Earned Income Exclusion. In 2019, Social Security ensures that working students can keep more of their SSI check by not counting up to $1,870 per month ($7,550 annually) of earned income when calculating a student’s monthly SSI payment.

2019 Employment & Benefits Information Trainings

The Center on Community Living and Careers is excited to announce its 2019 training schedule. This year we will continue to offer “Discovery Training,” “Employment Specialist Training,” “Strategies for Effective Supported Employment,” “Benefits Information Network Trainings” (Basic and Recertification trainings and “Social Security & Work Incentive Information” trainings).  

In addition, we’re adding a new online job development training to our menu. “Beyond Barriers to Passion and Possibilities,” featuring Denise Bissonnette, will be offered twice in 2019.

We will also continue the Leadership Series for VR and community employment directors, supervisors, and managers. The second installment in the series, “Better Together: Building Effective Employment Teams,” is an online, self-paced series of modules, which will open January 28.  More information coming soon.

Mark your calendars and watch your email inboxes to begin planning for your attendance! We have several trainings planned for January! Download and print the 2019 Employment Trainings save-the-dates flyer!

More Benefits Information

There are certainly more details regarding COLA and specific work incentives. Fortunately, Indiana has resources for workers with disabilities and the people who support them. That means you!  

CCLC will post updates to its Work Incentive Fact Sheets in January 2019.  Fact sheets will incorporate the updated SGA and COLA information and any other new information from Social Security.

Have more questions about national and state benefits that affect beneficiaries? Contact a Benefits Information Network (BIN) liaison. There are now 179 certified BIN liaisons in Indiana. For a referral to a BIN liaison, contact the Center on Community Living and Career’s Kelley Land (our benefits guru) at kelland@indiana.edu. 

Supported Employment 2.0: Let's Talk Turkey!

Most people expect that on Thanksgiving, there will be a nice turkey at the table. Similarly, VR expects that most people with a most significant disability (MSD) will need to use supported employment (SE) services to reach stabilization. When you request SE, you’re not asking for ice cream (or hot dogs or kimchee) at the Thanksgiving table. This service is a part of the employment services process for most people with an MSD. Since we’re in order of selection, we think that’s probably the majority of your caseload. 

That being said, we know that not everyone has turkey on Thanksgiving. There are vegetarians who eat lentils on Thanksgiving, or perhaps a nice pasta dish works for your family. Not everyone needs supported employment services, but we expect that most people with an MSD will need SE services, just like most people will eat turkey this Thanksgiving.

Last month, we talked about what supported employment is, isn't, and should be. Now let’s flesh out that turkey.

Who 

VR participants with an MSD are eligible to receive supported employment (SE) hourly. Refer to last month’s post for more details.

What 

Employment professionals may bill for SE hourly to support any skills the participant needs in order to become as independent as possible on the job and reach stabilization.  

When 

From an Indiana VR perspective, you use this service after 4 weeks on the job (Milestone 2 or M2) and before stabilization, OR during M2 if more than 45 hours of support are already used. Want to learn more? Refer to the supported employment decision graphic. 

Use supported employment hourly when the supported employee needs assistance for skill development, coordination, or other kinds of support to work towards stabilization. It’s important to remember that being successful at work includes much more than the job tasks a person is paid to complete. There is all of this other stuff: fitting in and becoming a part of the team, knowing what to do when you need help, and building those relationships up so that when the employment specialist is gone, they can still get the support they need. 

Each situation is different, and there is no exhaustive list of the ways this service can be used. However, here are a few examples:

• Learning core job tasks and episodic job tasks
• Using a new type of technology, like a software system, copier, or sanitizer
• Communicating effectively with coworkers
• Developing the skills to get to work on time (perhaps setting an alarm, having a uniform ready the night before, calling the Uber)
• Dealing with difficult situations
• Building natural supports
• Coordinating with paid staff and unpaid supports
• Building self-management skills

And almost always, unanticipated challenges arise. Bosses or coworkers change, people have medical events, or perhaps changes in home life. All of these events can impact a person’s success at work and lead to the loss of a job if appropriate supports are not provided. Finally, think back to why the person was referred to VR. If a person has a mental illness and experiences symptoms every 4-6 months, they may be very successful for the first few months but may need additional services several months into work. This is precisely why we shouldn’t be in a rush to declare that an employee has reached stabilization. Stuff (stuffing?) happens!

Where 

You can provide SE hourly at a job site or off a job site, depending on what makes sense.  Consider the most discrete and supportive way to deliver the training or other job support. Be as unobtrusive as possible and provide supports in the most natural environment. For example, if a supported employee is working to develop coping strategies for stressful situations, it may be more appropriate to work on this in a private place, like a person’s house or at your office, rather than at the job site. If you’re helping the supported employee learn how to clock in for the day, then at the job site is probably your best bet. Where you provide support influences how people will perceive the supported employee. 

How 

Providing quality SE services is both a skill and an art. The details are important. The way you provide supported employment can really impact the success of a supported employee. You must identify the areas a supported employee needs help in, figure out what skill to teach, how to teach it, and monitor progress. While doing all of these different things, you need to be building natural supports at work and work yourself out of a job. That is, when providing SE services, you are working to phase yourself out of the mix while you facilitate a relationship between the SE and those who he or she could rely on at work. 

This sounds simple, but it requires a lot of training and skills. Learn from seasoned experts at your organization, seek out training, and use what you already know to be successful. Dust off that Discovery profile to review successful support strategies! Facilitating can be an art, but we know you’re up for the challenge.

Why 

Because it works! You can’t just eat the turkey and walk away from the table. There are dishes to load, pots to wash, leftovers to stash. Similarly, effective SE is often the work you do after you find employment for your job seeker. Establishing the right supports can ensure long-term success for an employee—even after you’ve faded your supports, gobbled the pumpkin pie, and said your goodbyes.

Resources & Training

Thanksgiving leftovers! Yummy! Here again, are some of the resources we referenced in last month’s intro to supported employment.  

“Supported Employment Resources,” VCU Rehabilitation Research and Training Center. 

“Strategies for Effective Supported Employment,” (formerly Advanced Supported Employment). Watch your inbox and the CCLC Employment Training webpage for news about two opportunities to participate in 2019!  

• Winter training begins with online modules, January 14 through March 15, with face-to-face meetings at Easterseals Crossroads in Indianapolis on February 27 & 28.  
• Summer training runs online June 28 through July 26, with face-to-face meetings, at Easterseals Crossroads on July 11-12. 

Supported Employment: What It Is, What It Isn't, What It Should Be

This month’s post returns to supported employment basics. 

Under order of selection, Indiana VR must first serve individuals who are most significantly disabled (MSD). That means that most, if not all, of your job seekers will be individuals designated as MSD and, as such, they will need supported employment. From the Indiana VR Manual of Employment Services: “For individuals with a MSD, it is best practice for VR to routinely provide an authorization for SE upon job placement.”

It’s vital, then, that as an employment specialist or VR counselor you understand what supported employment is and what it isn’t, and that you know how and when to use supported employment for your job seekers.

Tom-ay-to, Tom-ah-to? Nope!

Let’s start here: Supportive employment is NOT the same thing as supported employment. "Supported employment" is actually set forth in federal law, but you won’t find the term "supportive employment" in employment law or a waiver manual of services. Supported employment is a tool of your trade as an employment specialist, so it’s important that you use the right terminology.  (Okay, so glad we got that pet peeve off our chests.)

Need a reminder as to just what supported employment actually is?  According to the Office of Disability Employment Policy, supported employment is “assistance such as job coaching, transportation, assistive technology, and specialized job training that enables individuals with significant disabilities to obtain and retain employment.” Supported employment facilitates competitive work in integrated settings for job seekers with significant disabilities: 1) who aren’t usually selected for competitive employment, and 2) who, because of the nature and severity of their disability, need ongoing support services in order to perform their job.

It bears repeating that integrated and competitive are both key components of the supported employment definition. Supported employment does not take place in segregated, enclave environments or on mobile work crews comprising only workers with disabilities.

For more information on how the Rehabilitation Act Amendments of 1998 and the Workforce Innovation Opportunity Act (WIOA) of 2014 define supported employment, refer to p. 17 of The Hoosier Orientation Handbook on Employment.

Putting Supported Employment to Work

So now that you know what supported employment is, here are a few pointers on how to ensure success.

Point #1:  Talk about supported employment to make it available.

As an employment specialist or consultant, you will be communicating with your VR counselor throughout the Discovery process about the support needs of your job seeker, which will include conversations about appropriate supported employment services.  When you, the VR counselor, and your job seeker meet, you’ll list supported employment as a service on the individual plan for employment (IPE).  Keeping supported employment at the forefront of your discussions paves the way to authorization.

Point #2: Supported employment doesn’t mean someone can’t.

Don’t jump to the conclusion that an individual’s need for ongoing supports means he or she is not suited for or capable of doing that job. Skills acquisition and supportive workplace and offsite supports require time. For an employment specialist, this means developing a strategy for effective instruction, natural supports, and ample staffing. For a VRC, this means providing additional authorized hours based upon training needs established in the Employment Support and Retention Plan. Don’t give up simply because a person needs help. Remember why they knocked on your door in the first place.

Point #3: Give it time.

Skills acquisition and supportive workplace supports take time. Indiana VR advises (Manual, p. 13), “this initial authorization for SE services should generally be, at minimum, 30-60 hours, covering a time period of no less than 3 months.” Supported employment is not a rush to “place-train-and-close.” Remember, Indiana VR’s current employment service model can provide funding for supporting a worker for up to 24 months.

You should provide additional hours of supported employment until the new employee achieves stabilization, and this doesn’t always occur in the first three months. Some new workers, for instance, experience a honeymoon period for several weeks. Everything seems fine until a co-worker becomes annoyed with your client’s constant on-the-job chatter, and suddenly there’s a blow-up. Or, your new hire is having problems picking up skills until, three months after her start date, you find the right combination of supports and your new hire blossoms and becomes a star employee. Be patient.

Point #4: Supported employment also works with other challenges.

Providing supports to employees experiencing mental health issues?  There has been substantial research about models that successfully use supported employment for people with a variety of mental health challenges (schizophrenia, bipolar, depression). Scroll through the IPS Employment Center’s website, which describes the eight principles of the Individual Placement and Support model.  Or, read through the positive stories of real-life people in “Work is Recovery,” from the Center for Evidence-Based Practices from Case Western Reserve University.

Additional Resources, References & Trainings

“Supported Employment Resources,” VCU Rehabilitation Research and Training Center. 

“Supported Employment: What Is It?” (2012). Journal of Vocational Rehabilitation

“Supported Employment: A Conceptual Overview,” (1988). The Center on Human Policy at Syracuse University

Since we’ve only scratched the supported employment surface here, we’ve decided we need to do a “Supported Employment 2.0,” follow-up post. In that one, we’ll explore the nitty-gritty how-tos of providing employment supports both on and off the job. Watch your inbox.

Our Employment Training webpage will also have news about “Strategies for Effective Supported Employment,” (formerly Advanced Supported Employment).  We’re planning to offer two Strategies trainings in 2019!  

• Winter training begins with online modules, January 14 through March 15, with face-to-face meetings at Easterseals Crossroads in Indianapolis on February 27 & 28.  

• Or, if you’d rather wait until Summer, join us online June 28 through July 26, with face-to-face meetings, at Easterseals Crossroads on July 11-12. 

Save the dates, and we’ll keep you posted!

…………………………………………………

It’s National Disability Employment Awareness Month  

On August 11, 1945, President Harry S. Truman approved a Congressional resolution declaring the first week in October “National Employ the Physically Handicapped Week.” In 1962, the word "physically" fell off to acknowledge the employment needs and contributions of individuals with all types of disabilities. Congress expanded “National Employ the Handicapped Week” to “National Disability Employment Awareness Month,” which is recognized now each October. To learn more about the NDEAM’s mission and activities, click this link: https://www.dol.gov/odep/topics/ndeam/

Neighborhood Mapping

You’ve already explained the Discovery process to your job seeker, family, and other significant support people. You made sure you are clear about what you will be doing and about their roles, responsibilities, and expectations. You also made sure the information you received about the job seeker is current and accurate.

What's next?

Take a Look Around

We previously blogged about the home visit, sharing examples of a “Meet and Greet” along with “Tips and Tricks for Making You and Your Job Seeker More Comfortable.” Need a refresher? Review “’What’s Up?’ An In-Depth Look at the Meet and Greet.” When scheduling the home visit, you could also arrange with your job seeker to do some neighborhood mapping.  


What is neighborhood mapping? It's simply taking a tour of your job seeker’s immediate neighborhood and nearby community. You may want to tour the neighborhood prior to your first home visit or as an activity with the job seeker or both. Your choice. The idea is to look for businesses that might be an employment option, a work experience opportunity, or a place to try a situational assessment. 

Ask yourself, “What types of businesses are near the home?” Are they industrial, retail, hospitality? Are they mostly big box stores? If there are no businesses within a reasonable distance from the job seeker’s home, how far would he or she need to travel? Another important observation to make is the “culture” you can see and feel in the neighborhood. Does it feel friendly? Do people greet one another or keep to themselves? Is there an appreciation for well-kept lawns and clean streets? 

Point A to Point B and Back Home

Neighborhood mapping also involves exploring transportation options by thinking about the following questions: What is available in the area? Is there a bus line? How often do buses run? How early do they pick up in the morning, and how late do they run each day? Do ridesourcing companies (e.g., Uber or Lyft) cater to the area? Is there a bike lane? Is there a train? What safety concerns might be present in their neighborhood? Is there a sidewalk? Do they have to cross a busy street to catch a bus? Is it safe to walk the neighborhood alone? Are there Crime Watch signs posted? 

Keep a List

During the home visit, you may have asked for names of neighbors who may know the job seeker well. Exploring the neighborhood with the job seeker will help you identify those neighbors who could be beneficial to the job seeker’s quest for employment. 

When you first met with your job seeker you also probably learned about activities the job seeker regularly participates in, such as grocery shopping, classes at the YMCA, or community gardening. Touring the neighborhood with the job seeker can verify participation in activities, as well as help you identify additional places, resources, and services that can provide opportunities for Discovery activity planning. During that drive around the neighborhood, your job seeker may also talk about other people they know, like the trainer at the YMCA or the hairstylist at the local salon. That may give you an opportunity to connect with more people who know your job seeker.

Employment specialists can track neighborhood mapping information by recording the business names on their smartphone, taking pictures, or creating a list with good old paper and pencil.  


Our thanks to Goodwill Michiana for allowing us to share some examples of neighborhood mapping from northern Indiana.

Back to School

Swimming pools are closing, the crayon section is picked over, and early bedtimes are back. As the school buses roll in, we thought it might be a good time to share what’s new with our partners at school.  Making sure we know what’s happening in schools ensures we are informed and effective team members. It also helps us serve transitioning students more effectively.

'Working with Indiana Vocational Rehabilitation': Fact Sheets for Our Partners (and us!)

Did you know that CCLC also supports teachers and schools? We have been collaborating with our partners at VR and the Indiana Department of Education to develop fact sheets on topics related to vocational rehabilitation for transition-aged youth, their teachers, and families. This updated "Working with Indiana VR" series includes lots of new information on Pre-ETS, Order of Selection, and what to expect.

Read through these fact sheets to gain a better understanding of how students transition from school to adult services and to learn what schools and teachers are doing regarding referral and eligibility. You can also use the Students and Families fact sheet to share with families and transition students. Use the links below to download the fact sheets:

• Information for Teachers About Student Referrals 
• Information for Students and Families: Choosing a Career and Finding a Job
• Frequently Asked Questions from Teachers

Changes to the Certificate of Completion

Our friends at the Indiana Department of Education want you to know about changes to the Certificate of Completion. In 2016, 16% of students with disabilities exiting the school system received a Certificate of Completion, rather than a high school diploma. With students entering high school this year (2018-2019 school year), there are higher expectations to ensure that students receiving a Certificate of Completion gain employability skills and develop paths to employment or postsecondary education. 

These increased expectations include:

• greater emphasis on academic goals, 
• readiness to enter the workforce, and
• the ability to access the workforce without a high school diploma. 

As an employment professional, how does this impact you?  

• Students will be better prepared for employment. Employability skills are an integral part of each student’s individualized education plan. Additionally, a student’s goals must align with grade-level standards and curriculum of diploma track students.

• Each student will graduate with a transition portfolio, which could be a helpful tool for you to use during Discovery and job development. The Department of Education is working on some sample portfolios, and we’ll share those with you as soon as they’re available. You can take a look at those, so you’ll know what to expect, but also so that you can teach potential employers who will want to know what to look for in a student portfolio.

• Every student should be working toward grade-level standards and should be receiving appropriate supports to progress in their education. Learning what is effective in school will be helpful as we look toward employment in the community.

Resources

Want more information on changes to the Certificate of Completion?

Certificate of Completion: Spread the Word: https://www.doe.in.gov/sites/default/files/specialed/certificate-completion.pdf  

Coffee Talk (learning about changes to the Certificate of Completion from the Indiana Office of Special Education: https://www.youtube.com/watch?v=Q44eTf4cv-8&feature=youtu.be

The Golden Ticket

I've got a golden ticket.
I've got a golden chance to make my way.
And with a golden ticket, it's a golden day.

You can offer job seekers the golden ticket by simply providing a service you already do! You may have heard of the Social Security Administration’s Ticket to Work program. However, you may also have more questions than answers or have heard some concerns. Shared Solutions has information and answers!

What is the Ticket to Work?

The Ticket to Work and Self-Sufficiency Program provides choices, opportunities, and support to help people with disabilities obtain and keep a job. The program also supports the financial independence of participants—helping them reduce or even eliminate their reliance on government benefits.

People eligible to use a Ticket may not actually have a paper ticket. Social Security is letting some job seekers know they’re eligible and will mail them an actual ticket, but you can assure your job seekers that as long as they have a disability and are receiving either SSI or SSDI, they’re eligible to participate in Ticket to Work—even if they don’t have a paper ticket. (See more about eligibility later.)

Essentially, Ticket to Work allows any job seeker receiving Social Security benefits to choose certain employment providers, known as Employment Networks (more on Employment Networks later), to help them find successful employment. This is especially important now, since Indiana Vocational Rehabilitation (VR) is operating under an order of selection, which means that some job seekers may not be able to receive services through VR. Ticket to Work gives eligible job seekers the chance to prepare, search for, and work at a job even if they’re on a deferred list for VR services.

Who is eligible to use the Ticket?

People eligible to participate in Ticket to Work have a disability, are between the ages of 18-64, and receive monthly cash benefit payments through Social Security Disability Insurance (SSDI) and/or Supplemental Security Income (SSI).

How does it work?

In this program, ticket holders “assign” their ticket to an approved employment service provider. They can select an Employment Network (EN) or Indiana VR (if they’re an Indiana resident). If either VR or an EN accepts the Ticket assignment, they will provide appropriate services to help the Ticket holder find and maintain employment. Social Security says services can include education and training, resume development, benefits and career counseling, job development, job coaching, and any other ongoing support services necessary to achieve the work goals that the job seeker and EN agree to in the Individual Work Plan.

Ticket holders also agree to maintain a certain level of earnings over a specific period. They will be working toward a goal of self-sufficiency; however, that could be a long-term goal (up to 5 years).

What’s in it for the Ticket holder?

While participating in the program, Ticket holders can safely explore work options and find the right job without immediately losing cash benefits. They can also use various Social Security work incentives to maximize their income until they earn enough to support themselves.

A Ticket holder can:

• go to work without automatically losing benefits,
• return to benefits if he or she has to stop working,
• continue to receive health care benefits, and
• be protected from a medical Continuing Disability Review (CDR) while making expected progress with work or educational goals. (While other job seekers receiving Social Security benefits can also use work incentives, Ticket to Work participants have an advantage because their CDRs are suspended, so they can work without fear of a medical review.)

 What is an Employment Network?

An EN is any qualified private or public entity that enters into an EN agreement with SSA under the Ticket to Work program. ENs and Ticket holders work together to create a written Individual Work Plan (IWP).

Why would a person choose the Ticket to Work program? Why would your agency think about offering this program? Here are a few reasons:

• The job seeker is not able to obtain VR services due to OOS.
• The job seeker chooses not to use Vocational Rehabilitation.
• The job seeker goes through VR but does not qualify for extended services. This could include people with mental health challenges or those with physical disabilities—job seekers you may not currently be serving.
• The EN receives “milestone/outcome payments” linked to the earnings of their now-employed Ticket holder. These payments give ENs a revenue stream so they can continue working with job seekers who are not MSD and who may be deferred for VR services.

Ticket partners

Indiana also offers Partnership Plus to Ticket to Work recipients. With this program, both VR and an EN can receive compensation for the same Ticket holder. The VR agency can accept a Ticket to provide services to the Ticket holder under their employment program until the VR successfully closes the case. Then, the EN accepts the same ticket to offer long-term supports.

The EN helps the beneficiary achieve Substantial Gainful Activity (SGA) level earnings, but Partnership Plus ENs do not usually provide pre-employment or job placement services. Instead, they provide job stabilization, retention, and career advancement supports. To ensure some savings to Social Security, Partnership Plus excludes Phase 1 milestone payments to the EN (see the table below) if the Ticket holder already has a job at the time of VR case closure.

Resources

Watch “Meet Ben!” an easy-to-understand introduction to the Ticket program for potential ticket holders. In addition, employment service providers can use the video to educate beneficiaries.  It explains the key benefits of participation in the Ticket to Work program. 

Considering becoming an Employment Network? Review the “payment-at-a-glance” table and additional resources below. The table outlines the potential revenue an EN can realize based upon certain outcomes OR milestones. (Click on Payments at a Glance to see a larger copy of the table) 

Keep in mind that Social Security selects ENs based on the services they can offer to potential Ticket holders, so you’ll want to answer the EN application questions carefully.

To learn more about Ticket to Work or about how to become an Employment Network, visit these websites:

• https://yourtickettowork.ssa.gov/about/index.html 
• https://www.ssa.gov/work/overview.html 
• https://www.iidc.indiana.edu/pages/ticket-to-work

You can also call the Ticket to Work information line at 866-968-7842.

The Center on Community Living and Careers can provide customized consulting to community employment providers wondering about how becoming an EN might help them reach more job seekers.  For more information, call CCLC at 812-855-0169 or refer to our employment training and consultation webpage and flyer.

Work Experiences or Trial Work Experiences? Hands on Your Buzzers!

[Cheesy narrator voice:] Welcome to this installment of “What’s the Difference?” where we clear up your confusion and bring order to the VR world. 
Ready contestants? Hands on your buzzers, and let’s play!
Today’s topic centers on the confusion and haze surrounding work experiences and trial work experiences? Okay, audience, join in: “What’s. The. Difference?”
….[crickets]
Contestants? Anyone? Anyone?...

…………………………………………………………

The lack of response from our contestants isn’t too surprising. We’re still hearing questions and confusion from some of you in the field. “Aren’t work experiences and trial work experiences the same thing?” (Answer: No!) With this Shared Solutions, we’ll delve deeper into both work experiences and trial work experiences so you know exactly what’s what when you finish playing our game. And let’s acknowledge from the get-go that the terminology is downright confusing.
   

Trial Work Experiences Help Evaluate

Let’s start there, with the term trial work experiences (TWEs). You can think of TWEs as a form of pre-eligibility assessment.

That’s where the “trial” comes in; they take place before VR has determined whether a person is eligible for VR services (e.g., before Discovery) and are only used when there’s a question about eligibility. According to the Indiana Administrative Code, TWEs are: 

"…the exploration of an individual's abilities, capabilities, and capacity to perform in realistic work situations in order to determine whether or not there is clear and convincing evidence to support a determination that an individual with a disability is incapable of benefiting from vocational rehabilitation services in terms of an employment outcome."

Indiana Administrative Code. Article 14. Rule 3: Definitions. 77 (460 IAC 14-3-1 Definitions)

If a VR counselor is unsure whether an applicant will benefit from receiving VR services, VR must conduct trial work experiences to explore the applicant’s ability to perform in realistic work situations. In other words, TWEs are set up to help a VR counselor answer the question: “With the right supports, could this person benefit from services that would help them attain competitive, integrated employment?”  

As the employment specialist supporting an individual during a TWE, VR may ask you to provide or obtain assistive technology, transportation services, personal assistance services, or other supports. You, the VR counselor, and the applicant will work as a team. 

To answer the question of whether the applicant can benefit from VR services and would, therefore, be eligible, the VR counselor should set up clear and specific expectations as to what you need to evaluate during the TWE. If you’re not sure what information you need to provide to VR, don’t hesitate to ask the VR counselor. Remember that your job is to provide your observations on the set criteria VR identifies. It’s NOT your job to determine whether or not someone will benefit from VR services, or if they can work in the community. Also, keep in mind that VR does not provide TWEs to “weed out” or discourage applicants. 

TWEs are not a one-and-done service. They must be “of sufficient variety and over a period of time” (within 30-60 days) so that the VR counselor has enough evidence and is able to determine either that the individual is eligible for services or, due to the severity of their disability, will be unable to benefit from services and is therefore ineligible. 

TWE Resources

Some of you may have had the opportunity to join VR for the Trial Work Experiences webinar in summer 2017. If not, take a look! The Trial Work Experiences presentation slides include examples of a trial work plan, trial work experiences, and appropriate documentation for reporting your findings. 

Work Experiences Allow for Exploration

Now, let’s head into Discovery territory with your VR participant. 

Work experiences are mini job activities that a VR-eligible job seeker participates in to further explore her/his interest in a type of employment, a specific environment, or a career. Work experiences are first-hand learning and real-work exposure in an integrated, competitive, community-based employment setting. Shared Solutions readers know that work experiences are a Discovery tool. We talked about them in November 2017 in the post “Work It!”  

Fully described in the VR Manual of Employment Services, pages 8-9, work experiences offer a unique spin to the Discovery experience. VR authorizes them as a separate and distinct Discovery activity. Note: You can bill for development of a work experience. The hours for development should be included in the authorization.

Work experiences benefit 1) you, in your role as employment specialist; 2) the job seeker; and 3) the employer. They offer your job seeker a “real world/real work” opportunity to gain additional experience and insights into skills, tasks, workplace preferences, workplace cultures, social skills, and job-related issues. They offer you insights and clues into ideal supports and teaching strategies for that same job seeker. And they offer employers a connection to an under-tapped employee resource. It’s a win, win, win!

Things to remember:

• VR will support up to 12 total calendar weeks of work experience (combined total of A,B and C. See chart below.).
• Work experiences must take place in competitive, integrated work settings in the community.
• Work experiences should be reflective of the type(s) of work the job seeker has indicated an interest in
• Job seekers may participate in work experience as little as one hour per week and as many as 11 or more hours per week.

Characteristics:	Work Experience A CC-DC code 53-06	Work Experience B CC-DC code 53-07	Work Experience C CC-DC code 53-08
1-to-1 staff/job seeker ratio	Required	Required	Required
At one or more worksite locations	1 or more	1 or more	1 or more
Hours per week	1-5	6-10	11 or more
May be paid or unpaid by employer	Either	Either	Either
ES must be on-worksite at least 75% of the time	Required	Required	Required
Authorization includes work experience development time (CC-DC code 53-05)	Usually 5-10 hours each	Usually 5-10 hours each	Usually 5-10 hours each
Payment to provider	$200 per week	$325 per week	$450 per week
Documented in Discovery Profile	Required	Required	Required

Need more work experience guidance?

Gleaning information

• Ask yourself: Is this experience likely to teach the job seeker something new? Or will it give me new information about supporting the job seeker?

Planning for a work experience

• Discovery leads to work site selection.
• Be intentional with your planning—connect the work site with the job seeker’s developing interests and skills.
• Be individualized with your planning—seriously, avoid using the same, same, and same worksites for every job seeker. Keep this about your job seeker―not about your convenience.
• Avoid jumping to a work experience prematurely―first, give Discovery time to evolve. 

Working with employers

• Use the job seeker's connections to identify a potential work experience business.
• Use the identified skills of your job seeker to find businesses that can use those skills. 
• Use your own connections to identify a work experience business.
• Use your agency's leadership for connections to a potential business.
• Ask yourself: Is this an employer whose work culture might match my job seeker's preferences? 
• Ask yourself: Is this an employer whose teaching styles might match my job seeker's learning styles?

Work Experience Resources

Establishing Quality Work Experiences 

Fair Labor Standards Act Advisor: Trainees

Unpaid Work Experiences, Volunteering, and Internships

Ready for the Final Round?

[Cheesy narrator voice:]  …aaaaand we’re back!  Contestants, get those hands on your buzzers again. First question!  Tell us one thing that trial work experiences and work experiences have in common (besides the term “work experiences”). 

Ding, ding, ding, ding!  Oh my goodness, everyone is buzzing in!  And yes, you’re right!  Both TWEs and work experiences take place in integrated employment environments. 

Second question!  When do you complete a work experience? Yes!! During Discovery!  And a follow-up, related question: When might VR ask you to provide a trial work experience? Very nice, contestants!! The answer is, of course, only in certain cases, before VR determines eligibility. 

Nice job! Johnny, tell them what they’ve won!  

[Even cheesier narrator voice:] Enlightenment, contentment, and the knowledge that they’re right. What more can a contestant want? Oh, and resources, we always have resources! For playing this installment of “What’s the Difference?” you’ve earned access to all of the links included in this Shared Solutions post.  

Thanks for playing!