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!
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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/
