a vision of employment for all: from competitive to customized ellen condon um rural institute on...
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A Vision of Employment For All: From competitive to customized
Ellen CondonUM Rural Institute on Disabilities
www.ruralinstitute.umt.edu/transitioncondon@ruralinstitute.umt.edu
(406) 243-4134
What if we began with the vision that everyone will work?
You need to opt out of work rather than opting in or
demonstrating that you are ‘ready’ or able to work.
Customized EmploymentAccording to DOL:Customized employment means
individualizing the relationship between employees and employers in ways that meet the needs of both.
It is based upon an individualized determination of the strengths, needs, interests and conditions of the person with a disability, and is also designed to meet the specific needs of an employer.
What does this mean for youth with significant needs?
We presume that everyone can work in their community,
There are many ways to earn a living and contribute,
We can define “work” in many ways, We look for strengths, support
needs, interests, factors that motivate each person,
What does this mean for youth with significant needs?
Focus on supporting each person to make a contribution and maximize their participation in all activities,
Focus on identifying the conditions needed to be successful,
Eliminate the prerequisite to get ready and the need to be competitive.
Recognize that some job seekers have ongoing support needs
That will need to be met in order for them to work in the community,
They can be met in various different ways: natural supports, paid supports, accommodations or adaptations to the workplace,
And they may be minimized by increasing the quality of a job match.
Supported Employment
Offers additional support to enable people to compete successfully in the workplace.
Over 150,000 people with disabilities became employed through the strategy of Supported Employment.
Supported Employment
1 person 1 job In the community along side
coworkers without disabilities Paid (sometimes subminimum) Ongoing support for the life of the
job
Customized Employment
Uses the same base, and some of the same strategies as supported employment but:
Always starts with the job seeker, not the employer or the job
Initiates and assumes negotiation
Representation of a job seeker is typical
Is an option for anyone
Two Distinct ApproachesLabor Market Job Development:
Responding to the needs of employers with applicants who are “qualified” to meet those general needs.
Customized Job Development:Discovering the “strengths, needs and interests” of applicants and proactively negotiating a job description that meets both the applicant’s and employer’s specific.
Customized Job Development
Job Seeker initiates
Job seeker’s skills, tasks & contributions are emphasized
Employers are contacted because their needs might match what the job seeker brings
Job seeker or representative presents a proposal
A position is negotiated
Employer Reacts Considers proposal
Reviews their unmet needs or allows developer to I.D. unmet needs
If a match is identified, a new job description is created.
Discovery“Who is the
person?”Capture theInformation
Representational Portfolio
or proposal to an employer
Negotiate a job or
design a business
Plan forongoing
supports $$$PASS
WIA/ DD/MH
Planning Meeting“What will they
do forwork?”
The Process of Customized Employment
3 Vocational Themes
List of 20 places/theme
Features of Customization
Discover and describe vs. measure, compare or evaluate
Focus on discreet tasks instead job titles or existing positions
Follow what a person ‘does’ more so than being led by what they say they want to do
All of us customize to some extent… Most employees, once they have
secured a position, begin to subtly customize features of their position to meet their individual needs.
In Customized Employment, the negotiation process begins before developing the job. The conditions are on the table from the start.
Customized Jobs????
What are the tasks?When was it negotiated?
Who does it benefit?
Labor Market Job DevelopmentApplicants Potential
Employers
Job Developer
In Labor Market Job Development, Job Developers meet with both applicants and numerous employers in the
community to determine their needs.
First, employer presentations are made
Potential EmployersJob Developer
Job Developers meet with potential employers in the community to determine their needs and interest in hiring
someone with a disability.
Targeted Employer
Labor Market Job Development
Job Developer
Applicants
The Job Developer then considers each applicant in relation to the demands of the employer.
Labor Market Job Development
The arbitrary demands of each employer result in an inevitable sorting out of the applicants. Those with more skills and less complexity rise to the top. Those with less skills and more complexity are considered last.
Limitations of Labor Market approaches
Even after concerted effort, our friend with significant challenges is not selected.
He is told that he didn’t quite fit any of the job descriptions due to a variety of reasons.
Discovery allows us to determine who the applicant is, their complexities as well as their potential contributions to employers.
Discovery Process
Responsibilities
Challenges
Transportation
Complexities
Hobbies
Skills
Interest Areas
Education
Customized Job Development
The job seeker’s Conditions, Preferences and Contributions are identified through a Customized Planning Process as well as a Task List.
The Job Developer then meets with specific employers in an effort to negotiate a customized job description.
From a list of potential employers identified during the Customized Plan.
Customizing a job requires that we explore these five components from the job seeker’s perspective:
1. Conditions 2. Preferences and Interests 3. Contributions to Be Offered 4. Discrete Tasks to Be Performed 5. Specific Employers to Be
Contacted
Customized Employment
May include employment developed through job carving, self-employment, or other job restructuring activities that result in job responsibilities being customized and individually negotiated to fit the needs of an individual.
Categories of Customized Employment
Single source job descriptions based on tasks derived from a single traditional job
Multiple source job descriptions based on tasks derived from a variety of jobs
Created job descriptions based on heretofore unmet needs of a work setting
Contract jobs based on single or multiple source or created job descriptions performed under a contract
Micro-enterprises based on the unmet needs of a local market
Customization
Typically involves representation of an individual for the purpose of negotiation around the terms of employment and needed supports.
Employer Needs Analysis based on an Informational Interview Target individuals performing job
tasks to identify possible areas that might need additional support: Episodic duties Slower components of tasks Back-ups/Bottlenecks Material/tool supply Interruptions Wasted motions
Employer Needs Analysis based on an Informational Interview
Notice non-task related issues: Unattended materials Waste/scrap materials Customers waiting Misplaced materials/goods Dusty, broken, dirty goods/materials Missed opportunities Unsafe or unsightly conditions
In order to customize employment, we must begin by answering the question, “Who is this person?”
Interests, preferences, support needs, conditions where they are at their best, contributions to an
employer, tasks that the individual can do
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