The Fine Art of Fading

Last month, we discussed stabilization and promised to give you more insights into fading, a key step to a worker’s independence. During the newly-employed worker’s first weeks on the job, you observed their learning traits, interpersonal skills, and job routines to determine what they required to be successful. Before the employee can be completely successful in their new position, though, your role will evolve to accomplish the ultimate goal: success without you.

So, the big question is how do you go about making that graceful exit?

Fading…I’m Fading…!

Dorothy melts the Wicked Witch of the West, Wizard of Oz,
William W. Denslow, illustrator, 1900.

Think of the Wicked Witch in the Wizard of Oz melting away.  Minus the wickedness part, of course, you want to melt away or gradually fade into the background. Fading is actually important to your employee’s success. Since the ultimate goal has always been for the employee to be employed without your support, your fading efforts will become your new priority soon after your employee learns their basic tasks and gets the lay of the land in the workplace. In other words, you’ll need to create a fading plan soon after your employee is hired. 

Strategizing Your Fade

Eight strategies for fading offered by Teresa Grossi, Ph.D., of the Indiana Institute on Disability and Community, include:

• Supervisor and coworkers should be involved right from the start; 
• Fade systematically;
• Fade toward the natural cues; 
• Fade toward the natural supports;
• Fade your proximity and accessibility to the worker;
• Move to less and less intrusive types of assistance and prompts;
• Increase the amount of time between cues and prompts; and
• Institute self-management strategies and self-reinforcement strategies.

When you’re fading, you will be decreasing your time coaching, mentoring, and/or modeling, while your employee will be increasing their independence and their ability to rely on natural supports and self- management strategies when needed.  

Want to see some examples?  

Though this video mentions creating a fading plan on Day One, we actually recommend putting together a plan for fading even before the employee starts their new job.

Fading, Not Disappearing

The process of fading may sound simple, but it’s really a fine art. Timing is key. Fading too fast results in the worker making more errors and requiring a longer period of training. Fading too slowly fosters the worker’s dependence on you, which also increases the training time. 

Stay alert and watch for the cues. You want the employee to rely less on you and more on the supports they have through family, friendships, associations with fellow employees and supervisors, and associations developed through participation in their community. When you suspect that your employee still needs support, but you also think it’s time to help them test their independence, try something other than side-by-side support. Consider adapting the task, designing a new approach, using graphics, or creating a support other than yourself.

Collecting Data Is Key

Collecting data is key to determining and demonstrating the employee’s success. The job tasks determine the data you will collect. Writing a task analysis, when needed, at the start of the job is the first step to charting progress. For some employees, you may need to record the number of times during a day he/she correctly completes a task, while for others you’ll note the length of time they need to do a task. A job/task analysis will help identify stumbling blocks and allow planning for adaptation to training strategies.  You’ll use the task/job analysis to collect probe data, which is used to find out how the worker is doing without any intervention, prompts, or reinforcement. 

You’ll also collect data when you’re training one-on-one and you need to identify where a worker is having difficulty performing specific steps. (Need more information on collecting data? Enroll in Indiana Employment Specialist Training. Our August/September course begins August 7! Or save the date for November/December training, beginning November 5.)

Data should be meaningful, simple to use, easy to read, and easy to interpret. Data:

• provides a record of the worker’s performance.
• assists with objective evaluation of performance.
• shows areas for fading and from continued training.
• calls attention to areas that may need different training methods, adaptation, and self-management systems.
• can be used as a reinforcement tool for the worker.
• can be shared with the employee and co-workers to ask for assistance, feedback, and new ideas.
• serves as an accountability tool to funders, management, and families.

As an employee achieves their goals and accomplishes their tasks, you should modify the fading plan to further reduce the time you are spending either with the employee or on their behalf. (And don’t forget to update the ESRP!) As your communication with the employee and/or business diminishes, you can check in with the employee or supervisor via phone or a random visit.  

Remember, the Wicked Witch of the West (“Fading…I’m fading!”) as you slip out of the scene! 

Resources and References 

• Stabilization Notification Form
• Transfer to Extended Services Form
• Fading Job Site Supports Video Presentation, Teresa Grossi, Ph.D. 

Stabilization--STAT!!

You may have heard doctors on TV medical shows screaming, “I need something, STAT!” You probably knew from their voice and expression that they wanted something right now. Well, yelling, “STAT” for job stabilization is not exactly best practice and may actually be more harmful to the individuals we support every day.

Stabilization, in layman’s terms, is the point at which an individual has reached their greatest level of independence on the job. Although they may not do every task perfectly every time, they have reached their maximum ability. (Note that stabilization may look different for every employee. Some employees, for instance, may still need some assistance at certain tasks but with that accommodation, they’ve reached stabilization.) 
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.

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:

1. Has the employee made significant progress in gaining independence on the job during the period of supports?
2. Do you have evidence that supports have faded, even if fading has not been entirely linear (i.e., periods of ebb and flow)?
3. Is there strong potential for the individual to become more independent, resulting in additional fading* of supports?
4. Is the employee meeting the employer’s performance standards with as little support as possible and as is likely for that individual?
5. Why do you believe the employee has achieved their highest level of independence? What other evidence do you have?
6. Are you confident that an employee receiving supported employment will be able to maintain their job with appropriate extended services?

Adapted from the VR Manual of Employment Services, (Version 5.0, February 2019, page 29).

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.

Reaching stabilization is a huge deal! You assisted your newly-employed job seeker in learning their tasks, adjusting to their new role, and finding natural supports in their workplace. Over the next 90 days of their employment, your focus will shift from overseer to observer. 

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.

Helpful Links

Stabilization Notification Form

Employment Support and Retention Plan Form

Employment Services Authorization Request Form 

VR Employment Services Manual 2019

The Guardianship Alternative: Supported Decision-Making

Supported Decision-Making is a new alternative to guardianship for people with disabilities and for seniors. With Supported Decision-Making (SDM), an individual who needs assistance chooses supporters they trust and specifies how they want to receive help. 

They can also decide when they need support and when they don’t. For instance, one person may only want assistance for financial planning; someone else may want assistance with health care, paying bills, choosing personal assistants and providers, and any legal matters. The supporters provide assistance, but the person using SDM retains final decision-making authority. Having and using SDM can help promote an individual’s self-determination and independence.

SDM is really a partnership of support, allowing a person to remain the primary decision maker, and it does not remove the individual’s civil rights. In contrast, guardianship does remove some civil rights. Those rights affected by court-appointed guardianship could include the right to marry, the right to buy a home (or enter into contracts), the right to decide where to live, and more. However, it's important to know that an individual who is living with full guardianship—also known as a ward or “protected person”—still has some rights. They can vote, challenge their guardianship, get a different guardian, and visit family and friends.

New Legislation

Governor Eric Holcomb signed new legislation in April supporting the independence of people with disabilities. Indiana now becomes the eighth state to have a Supported Decision-Making law. One component of the new law requires that less restrictive alternatives, including Supported Decision-Making, be considered before a court will appoint a guardian. 

The author of Senate Bill 380, Sen. Eric Koch (R–Bedford), noted that the new legislation “puts Indiana at the forefront of state policy that supports the independence of those with disabilities. No longer will guardianships be the only alternative. Our courts will now have more options to ensure that only the least restrictive option is used in situations where our fellow Hoosiers need some extra help.”

The EST/VRC Angle

Whether you’re a VRC or an employment consultant, SDM may impact the way you engage with participants. Since individuals and families now have more choices available to them for support--ranging on a spectrum from SDM (affording more autonomy) to full guardianship (providing extensive protections)--you'll want to check with your job seekers and the employees you support to find out how they make their decisions. 

One example of how you could have a role in the issue of rights and decisions is when you're working to provide Pre-Employment Transition Services (Pre-ETS) to students in transition. It’s critical to facilitate a discussion with students about their rights and options as they approach age 18. You can have this discussion in a group setting or one-on-one with a transition-aged student. Supported Decision-Making education could be provided as “instruction of self-advocacy.” In fact, this type of Pre-ETS instruction is categorized as “training on self-awareness, disclosure of disability, and knowing individual rights and responsibilities,” which is one of the five required Pre-ETS activities. Educating yourself about SDM will help you talk with and guide the students, parents, case managers, and other participants you work with each day. 

Good Timing: Mental Health Awareness Month

Indiana’s decision to become a Supported Decision-Making state could not come at a better time. It’s National Mental Health Awareness Month. 

SDM can be a tangible way for people with mental health conditions, like OCD, bipolar disorder, or schizophrenia to regain a sense of control, to increase self-advocacy skills, and to create a more direct path to self-determination. People living with mental health issues often experience a sense of isolation, have difficulty expressing thoughts and emotions, face challenges of choice and decision-making and struggle with feelings of adequacy. Having a supportive circle of people (or even just one key supporter) can go a long way toward increasing quality of life, even if the mental health challenge is short term. 

SDM can be a way for people to join forces with others when facing possible guardianship issues. Losing personal autonomy and choice does not need to be yet another “challenge.” Encouraging a meaningful conversation about supported decision-making and providing education about this option would be an excellent step in the right direction, especially during National Mental Health Awareness Month! 

Resources

• Adult Guardianship in Indiana: The Basics--questions and answers from Indiana Disability Rights
• Supported Decision-Making in Action video--a video series from Indiana Disability Rights
• Supported Decision-Making infographic from AARP--illustrating the processes and differences between guardianship and SDM
• Transitioning from Adolescence: Alternatives to Guardianship--a video from the Indiana Institute on Disability and Community 
• WINGS - Working Interdisciplinary Networks of Guardianship Stakeholders--a fact sheet for families
• Guardianship Resources—additional resources, including those for legal professionals

Our Team is Growing!

The Center on Community Living and Careers would like to welcome three new members to our Employment Technical Assistance team!

• Cecilia Buckley--Most recently a Vocational Rehabilitation Counselor in VR's Bloomington office, Cecilia also worked as a VRC in Wisconsin and has expertise in both traumatic brain injury and blind/visual impairment and is a wealth of information about supporting VR participants.
• Brady Foster Powers--Brady joins us from Help the World Foundation, where he was CEO. He's also held a number of other provider leadership positions in Indiana and with Ohio support services organizations.
• Stephanie Gage--Stephanie worked as a career assessment counselor and Benefits Information Network (BIN) liaison for nine years. As our new BIN coordinator, Stephanie brings expertise in work incentives, Social Security, and the Ticket to Work program. 

Cecilia, Brady, and Stephanie join existing team members Jackie Tijerina and Sandy Block and will be working with and supporting providers and VR personnel around the state. 

Questions?  Contact us at employta@indiana.edu   

Fill In the Blank: Resources for VR Forms and Updates

In case you missed the February VR Forms and Employment Services Updates webinar and trainings, or if you just need a refresher, here is a recap.

New and Revised Employment Services 

Documentation has gotten so much easier!

Changes to Work Experience

Work Experience is now an hourly service (it's no longer tiered A,B,C), and includes:

• an arrangement (planning time and effort) of the work experience,
• on-site observation of the participant,
• discussion with the VR participant of their likes, dislikes, and what was learned,
• discussion with the VR participant about next steps, and
• documentation

VR no longer requires an employment service provider to be on site for 75% of the time during a work experience. The amount of supportive time on the work experience should match the needs of the participant.

Youth Extended Services

VR is introducing a new service for MSD participants 14-24 years of age. Youth extended services:

• can extend up to 4 years or until age 25 once stabilization is achieved. 
• requires that providers investigate and use natural supports or other funding sources if available.
• can only be used if these services are required in order to maintain competitive, integrated employment.

More Employment Services Update Resources

• Employment Services Update Webinar, February 2019 

• Employment Services Update Webinar PowerPoint 

• Updated Employment Services Manual (version 5.0, February 2019) 

Forms (They're Easier; We Promise!)

How-to Videos for the New VR Forms

Need more instruction on how to fill out the new VR forms? Visit this YouTube VR Forms playlist for details on completing each form. And in case you hadn't heard, VR has added two new forms to make your job easier: the Monthly Progress Report and the Authorization Request Form.

Sample New Forms

To get a sense of how the new forms play out in the employment process, you can see examples for VR participants Amy Sample, Don Dolittle, and Angie Chen on VR's  "Sample Employment Services Forms" page. There you can see how employment specialists and VR counselors use each of the forms for various types of participants. Forms included in the examples are: 

• authorization request, 
• monthly progress summary,
• Discovery Profile, 
• job development and placement plan, and 
• stabilization and notification form. 

Note that during the course of any participant’s Discovery and job development process there will be many more monthly summaries than you see included in the examples.

Finding Forms

You'll find the gold mine of forms on VR's website. Using this link, scroll down to "Employment Service Forms."  And don't forget to bookmark the page!

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.

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.