Stabilization occurs when 1) the coaching and modeling you’ve provided to an employee has helped them learn their tasks and workplace culture, and 2) when natural supports are in place.
Since there’s a Milestone payment affiliated with stabilization, many employment specialists are often in a rush to move a job seeker along, so they can bill for the work they’ve done and move on to the next step. But challenge yourself to step back and think before screaming, “Stabilization - STAT!” Trust us: You have plenty of time.
Slow Down! Devote Time to Those First Steps
After the job seeker you’re supporting finds a job that seems to be a good fit, they’re ready to use their skills and talents. Your first steps, as an employment specialist, are to support this new employee with learning new job tasks, performing daily duties, and following policy and procedure. Your next steps include supporting the employer as they train the new employee. You’ll also be helping the employee learn the workplace culture and helping the employer and employee as they build natural supports.
The new employee may need assistance getting to know people in their workplace. They may need to understand different work styles of co-workers and supervisors. There may be unwritten rules of the workplace that you’ll need to spell out. Some off-site skills, such as addressing transportation needs to get to and from work, could be fundamental to successful long-term employment. These essential items can be overwhelming to some, and yet, second nature for others. So, take time to address each need as it surfaces.
The new employee may need assistance getting to know people in their workplace. They may need to understand different work styles of co-workers and supervisors. There may be unwritten rules of the workplace that you’ll need to spell out. Some off-site skills, such as addressing transportation needs to get to and from work, could be fundamental to successful long-term employment. These essential items can be overwhelming to some, and yet, second nature for others. So, take time to address each need as it surfaces.
During the first four weeks or 30 days of employment, take time to make keen observations and listen to an employee’s needs. Take each hurdle they face as a mere “bump in the road.” Address those needs and challenges as creative goals that will increase the individual’s confidence.
Putting those goals in writing to demonstrate how you will support that person is the thrust of the Employment Support and Retention Plan (ESRP). (See “Helpful Links,” below.) The ESRP is where you will continue to identify those areas of support the employee needs to achieve independence. This is also the time that you will identify and discuss how you plan to support that new employee through the strategies and techniques that you will use. Remember that the focus of these first weeks is always progress and never perfection.
And another reminder: You don’t have to do this all alone. Let workplace co-workers and supervisors help support, teach, and coach the new employee. (See the Shared Solutions post, “Don’t Alienate Your Natural Supports.”) Your presence and expertise can make the difference not only for the new employee, but also for the business. You are the professional consultant to the business, supporting their decision to hire the individual and making this partnership work for them, too.
The Signs of Stabilization
How do you know when your new employee has achieved stabilization? Per the VR Manual (p. 29), ask yourself:
- Has the employee made significant progress in gaining independence on the job during the period of supports?
- Do you have evidence that supports have faded, even if fading has not been entirely linear (i.e., periods of ebb and flow)?
- Is there strong potential for the individual to become more independent, resulting in additional fading* of supports?
- Is the employee meeting the employer’s performance standards with as little support as possible and as is likely for that individual?
- Why do you believe the employee has achieved their highest level of independence? What other evidence do you have?
- Are you confident that an employee receiving supported employment will be able to maintain their job with appropriate extended
services?
Tah Dah!
Stabilization means that even if the individual doesn’t do
every job task perfectly every time, they’ve reached their greatest level of
independence on the job. Just remember: DO NOT RUSH THIS! Be certain you are
ready for your “tah dah moment.” With supported employment services, you have up to 24 months to provide support to
your new employee!
When the employee has reached stabilization, you’ll complete
the Stabilization Notification Form.
On this form, you’ll share what you’ve done; any anticipated changes to the schedule,
routine, or needs; and/or any additional needs for accommodations, modifications
or assistive technology items. Once all team members and your VR counselor are
in agreement and sign off on the form, your new employee has achieved
stabilization! That’s when your 90-day clock starts. At the end of those 90
days, you may bill for Milestone 3.
Celebrate and do a TAH DAH with your new employee, because, together, your work was AMAZING!
*Stay tuned. We will discuss the fine art of fading in a future post.
