The Disclosure Exposure

New Year’s resolutions come in many shapes and sizes. Have you made yours? Giving up chocolate, losing those extra pounds, spending more time with loved ones, whatever your resolution, we invite you to make one more.

Whether you're an employment specialist or a Vocational Rehabilitation Counselor (VRC), think about adding disclosure-related best practices to your bag of skill sets. We'll make it easy for you to reach that goal by giving you the 4-1-1 on disclosure. 

Ready?

Let's start with what we mean by disclosure. Disclosure is telling, revealing or giving out personal information about a disability. It is important for both the potential employee and the employer because there can be many benefits to sharing this information. It is important for the employer because it provides needed information about the nature of the disability, about possible limitations, and about how the disability might affect job performance. Moreover, it gives the employer and employee an opportunity to discuss support needs. Disclosure helps ensure the employee and employer are on the same page and working together toward successful employment.

Why Would an Employee Want to Disclose?

Some benefits of disclosure include:

• You can receive reasonable accommodations.
• Your employer may be more likely to assign you to job duties you can perform well and independently.
• You may feel more comfortable, especially when you need to ask for help.
• You may feel more at ease knowing there is nothing to "hide."

There is no law that requires disclosure: No one can force an employee to disclose their disability. However, if a supported employee decides to disclose disability-related information, the Americans with Disabilities Act (ADA) provides legal protection against hiring discrimination based upon a disability. The ADA also provides for reasonable accommodation on the job. 

Disclosure can be a win-win proposition, but revealing information about a disability is frightening and anxiety producing for most of the job seekers we represent. Supported employees may feel excluded or "different from others." They may be embarrassed to disclose information.

According to the Job Accommodation Network (JAN):

“Disclosing a disability may be a consideration when starting a new job; transitioning from school, another job, or unemployment; or retaining a job after acquiring a disability. For individuals who may still be struggling with accepting their medical condition, making the decision to disclose can be overwhelming. Because some impairments are not visible, individuals may face such challenges as understanding their impairments and determining what types of accommodations are available. As with any new experience, preparation is vital.” 

What's My Role?

Take a closer look at JAN’s helpful pointers about "dos and don'ts" and the what, who, how, and when of disclosure at the following links:

Disability Disclosure

Disability Disclosure and Employment

Disclosure Basics

What does this mean for you? If you are an employment specialist or a VRC, you have a vital role in ensuring that a supported employee makes an informed and personal choice regarding disclosure. Keep in mind, your role is not one of making the decision for your job seeker; rather, your role is one of advising and counseling. 

• If you are an employment specialist, refer to this presentation given at the 2016 National Association of Persons Supporting Employment Conference: "Disability Disclosure: Practical and Ethical Issues for Supported Employment Professionals."

• If you are a VRC, refer to the Code of Professional Ethics for Rehabilitation Counselors (2016), Section B.

Any Tips and Helpful Resources?

Oh, you know us so well! Moreover, we understand that you may not always have time to do the "deep dive" into all the references (but come back later and take a look!). We promised this New Year’s resolution would be as easy as we could make it, so let's look at some of the key points from the materials we've listed above. If you are a VRC, review these helpful hints and go out of your way to look for evidence of disclosure conversations in the Discovery Profile. If you are an employment specialist, take a look at these helpful hints (adapted from Banks et al., 2007):

• Help your job seeker understand their ADA rights--do your research!
• Explore any accommodations likely to be needed in the workplace.
• Agree upon and develop a plan (with your job seeker) to discuss disability-related information with employers. This includes when to disclose, what to disclose, and how much to disclose. 
• Practice answering questions about disability with your job seeker. This may help him/her become more comfortable.
• Focus on strengths and possibilities when practicing disability-related questions. 
• Talk about and pre-plan job supports as much as possible.
• When disclosing, use common language (avoid medical or clinical terms) and highlight strengths and skills.
• Be specific with suggestions for accommodations.
• Identify a mentor (natural support) at the workplace whenever possible.

Two more resources: Check out this disclosure worksheet from the Dartmouth Project. Intended for use with job seekers experiencing mental health challenges, it can easily be adapted for your unique situation. Plan for Approaching Employers

And for youth and young adults, the National Collaborative on Workforce and Disability for Youth has The 411 on Disclosure: A Workbook for Youth with Disabilities.

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.

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!

Pre-ETS: Singing the Same Tune

You may be working with high school students, teachers, or families who are already receiving Pre-Employment Transition Services (Pre-ETS), or you may be getting questions from students and families who are curious. Indiana Vocational Rehabilitation funds Pre-ETS and works with the agencies and community employment programs that provide services to schools. Your agency may be included among the existing Pre-ETS providers. Currently, not all schools and communities are offering Pre-ETS, but the list is growing. Students receiving these services may learn more about potential career paths or even get some work experience before they leave school!

Altogether Now!

With the implementation of VR’s order of selection last summer, the applications and eligibility process can be confusing to students, teachers, families, (and us too!).  We’ve all had questions about how order of selection affects participation in Pre-ETS services, and when to refer a student to VR. 

As a result, VR created a fact sheet for educators, which the Center on Community Living and Careers shared with teachers along with a decision flow chart to clarify how order of selection affects Pre-ETS. (Side note: Half of our center works with you and all-things-employment; the other works with secondary teachers and all-thing-transition. We’re a versatile group!) Since Pre-ETS is really a blending of both worlds—education and employment—we thought you might want to see that same information. Review the fact sheet and flow chart, below. They certainly helped us understand all of the moving parts!

Fact sheet: Pre-Employment Transition Services & Order of Selection

Flow chart: Pre-ETS flowchart 

Resources for Your Conductor

While we’re on the subject, does your agency provide Pre-ETS services? If yes, share the following information with the person running the show! 

The Workforce Innovation Technical Assistance Center (WINTAC) works with state VR programs and their partners to effectively implement the requirements of WIOA, including Pre-ETS programming. They house a number of resources you can use to implement required activities, as well as clarification and information on relevant topics like internship programs. 

Here are a few we’re pretty excited about:

• CRP Pre-ETS Guidebook: Strategies for CRPs to Collaborate on Pre-ETS: This handbook provides a comprehensive look at providing Pre-ETS, from factors to consider when hiring staff, to tools and resources for each of the required activities. 

• Internship Programs Under The Fair Labor Standards Act: This fact sheet provides general information to help determine whether interns and students working for “for-profit” employers are entitled to minimum wages and overtime pay under the Fair Labor Standards Act (FLSA). 

• The Path to Independence: Mobile Apps to Support Transition-Age Youth: Tips from the Pacer Center to support students with disabilities. 

• For these resources, and many more, check out the WINTAC site: http://www.wintac.org/topic-areas/pre-employment-transition-services/resources

And a one, and a two, and a….Sing out, Louise!