innovative employment programs and initiatives -...

Innovative Employment Programs and Initiatives

Jessica Stehle – DD Employment Resource Specialist

Richard Kriner – Autism Services Specialist Mark Peterson – DD Employment Resource Specialist

• Founded by Erin Riehle, MSN, RN in 1996

• One-year high school transition program

• For students with very significant disabilities in their last year of school

• Primary goal is competitive employment

Project SEARCH

Project Search Host Businesses• Local, state and federal

government• The Smithsonian

Institution• National Institutes of

Health• Conference centers and

resorts• Water and power

companies

• Banks and insurance companies

• Universities• Retail- Wegmans• Distribution centers and

manufacturing companies• Law enforcement agencies

and courthouses• Zoos and parks

• Virginiao 2008: 1st site

o 2016-17: 17 sites

• Nationallyo Sites in 45 states

• Internationallyo Canada

o England

o Holland

o Ireland

o Scotland

Project SEARCH Programs

Project SEARCH Overview

• DARS

• Local Education Agency (LEA)

• Employment Service Organization (ESO)

• Host business

• Long-term funding sources

Project SEARCH Partners

Each partner agency contributes specific resources to project

(Teacher, classroom space, funding for job coaches...)

• 8-12 students with variety of disabilities

• 1 teacher – provided by school

• 1 job coach – provided by ESO

• 1 vocational rehabilitation (VR) counselor –provided by DARS

• Host business liaison and involved employees

Project SEARCH Sites

• 18 – 22 years old

• In last year of high school

• Have generally appropriate hygiene, social and communication skills

• Have ability to take direction and change behavior

• Have access to transportation

Project SEARCH Students

Project SEARCH Students

• Can pass drug screen and background check

• Willing to receive required immunizations

• Willing to work three unpaid internships and receive continual feedback

• Have desire to work!

• Involvement throughout school year and beyond

o Participates in:

o student selection

o advisory committee

o host site-based Project SEARCH activities

o Funds ESO job coach

o Provides career guidance and counseling to students

o Coordinates long-term supports

DARS’ Contribution

• 131 students enrolled in a program this past school year (2015-16)

• 607 total participants

• 82.6 % rehabilitation rate

• About 1/3 employed by their host businesses

Virginia Project SEARCH Stats

• Collaboration

• Real-world work experiences

• Change in business culture

What makes Project SEARCH Successful?

Jessica Stehle

DD Employment Resource Specialist

Jessica.Stehle@dars.virginia.gov

571.210.2183

Customized Employment

• Based on the Office of Disability Employment Policy, “Customized Employment (CE) is a flexible process designed to personalize the employment relationship between a job seeker and an employer in a way that meets the needs of both.” Employment comes from negotiation of job restructuring by carving, sharing, and even self-employment.

• CE is linked to and builds on our already established supported employment process.

• It often requires multiple service providers such as AT, job coaching, behavioral supports and benefits consultation, for example.

Customized Employment

• Is the outcome that results from an individualized, person-centered process.

• Results in a customized job that will meet the needs that the individual has for employment, the conditions necessary for his or her success, and the needs that the business has for valued, contributing employees.

Discovery- Gathering information about thejob seeker (discovering personal genius usingsmooth listening), the CE support team explorethe job seeker’s interests, skills, ecologicalenvironments and preferences related topotential employment that guide thedevelopment of a customized job. Vocationalthemes are uncovered here.

Job Search Planning- Using theinformation learned about anindividual job seeker in Discovery todevelop a plan toward meaningfulemployment, research a local list ofpotential employers, and conduct ananalysis of benefits. From vocationalthemes to vocational goals and usingsupply chain mining, develop 3 groupsof 20

Job Development and Negotiation- Working

collaboratively with the individual and the employer to negotiate a customized job; the provision of supports; and the terms of employment that will match the individual’s interests, skills, conditions necessary for success, and specific contributions, and will fill the unmet needs of the employer. Informational interviews, job creation, employment proposal.

Post-Employment Support- Setting up on-going post-

employment supports and monitoring the employment relationship to ensure satisfaction of both the individual and the employer. Systematic instruction.

For more information contact

Mark Peterson

(804)-662-7485

Mark.Peterson@dars.virginia.gov

DARS Autism Services

The Bigger Picture

• VR System Challenges

– Lack of adult services

– Lack of VR providers w/ KSAs to work w/ ASD

– Learning, social, and behavioral challenges

– Short term nature of VR

– Lack of evidenced based research

32nd IRI

Systemic Gaps / Poor Outcomes

Underserved and

Disconnected

Living Arrangements

The Services Cliff

Transition Planning

Community Participation

Safety Risk

Employment

Health Care

Postsecondary Education

National Autism Indicators Report: Transition

into Young Adulthood. Philadelphia, PA: Life

Course Outcomes Research Program, A.J.

Drexel Autism Institute, Drexel University, 2015

Virginia VR- Where We Are Today

• Numbers receiving VR services are increasing

• Autism focused pilot programs positive results

• Technology aids in improved performance on the worksite for individuals with ASD

• Proven techniques to effectively serve persons with Autism increase costs

Autism Yearly Growth-Daily Apps

1.0

1.3

1.6

2.02.1

2.7

3.0

3.5

4.0

4.3

0.0

0.5

1.0

1.5

2.0

2.5

3.0

3.5

4.0

4.5

5.0

FFY 2007 FFY 2008 FFY 2009 FFY 2010 FFY 2011 FFY 2012 FFY 2013 FFY 2014 FFY 2015 FFY 2016

Cases Served

FFY 2016 = 2596

Youth With Autism Ages 14-22

2008

7%

2012

11%

2016

20%

% of ALL Youth

Applications With Autism

Diagnosis

1 in 5 youth applicants exp.

vocational challenges due

to autism

Transition for students with ASD In VA

“Services may not address

needs”

Employment

Training & Education

Independent Living

SJR 330 Schools

DARS’ Plan to EnhanceOutcomes

Systems

Change!

28

What we have learned- effective strategies and promising practices

Examples from DARS Autism Pilots

What We Learned About an Autism Focused Project SEARCH

• Access to intensive training embedded in community environments may improve the employment outcomes for youth with ASD

• Youth with significant ASD can successfully transition into meaningful health care employment in non-traditional positions

Reported by Jennifer McDonough, VCU-RRTC

Autism Pilot Approach

Utilize

targeted,

evidenced-

based

interventions

Strengthened

services and

outcomes

Enhance

assessments

and planning

Increase

access to

qualified

providers

DARS Autism Services Pilot Model

• Piloted model in 11 field offices across state

• Developed 4 DARS Autism Subject Matter Experts (ASMEs)

• Approximately 131 people served

• Now moving to a statewide system where we

o Apply what we’ve learned

o Add additional SMEs in new areas (as funding allows)

Preliminary Evaluation DataPilot Control

Successful Closures 46 58

Unsuccessful Closures 6 44

Rehab Rate 88.5% 56.9%

Median Earnings $7.73 $8.00

Median Hours Worked 20 20

Median Cost $8,377.25 $3,034.80

Retrospective matched cohort study design

Key Themes

• Use a team based approach

• Individualized Strength-Based Process

• Providers with Expertise in Autism

• Intervention Types, Timing, Sequence, Intensity and Long-Term Support are important

• Work incentives consultation and supports

How does it work

https://www.youtube.com/watch?v=drx7aFGJzJY&index=96&list=PLXLOQBUxFjtTCFMYE1kbrYkVXoDMSN9HZ

https://www.youtube.com/watch?v=_FPIeCubuPo

Addressing Knowledge and Skills Gaps

“One of the greatest challenges in designing interventions for individuals with ASD is the ability to ‘see the autism…

…Effective support strategies can be created only when strengths and underlying characteristics

related to ASD are identified “

35

Underlying Characteristics Checklist Manual, 2011

DARS Autism Subject Matter Experts

• Regional Autism Subject Matter Experts (ASMEs) provide consultation and technical assistance for DARS counselors in serving VR clients with autism.

• Form a statewide team, coordinated by Program Coordinator

• Facilitate local provider/ partner teams

• Capacity development

• Effective practice, and

• Support training and education

DARS ASME Team

Richard Kriner DARS Autism Program Coordinator

Central Office

Jessica Stehle Northern Virginia

Nora Tucker New River ( Christiansburg, Roanoke)

Lisa Biler Hampton Roads ( Wmbg/ South Hampton)

Lisa Handke Hampton Roads ( Portsmouth)

Suzie Klein Blue Ridge ( Charlottesville)

Amanda Habel Capital ( Henrico, Chesterfield)

Soft-Skills Development

Skills for Post Secondary

Success

Organization and Time

ManagementTravel Training

Communication/ Social Skills

Self-advocacy Skills and

Independence

Improving Hygiene

“Making problem behavior

“ineffective, inefficient, and

irrelevant”

Collaborative Team & Person Centered

Approach

Functional Assessment

Preventative Supports

Skills Training & Reinforcement

Strategies

Horner (2000)

Behavior Supports

Monitor &

Revise As

Needed

Assistive Tech Really Works!

AT Impacts

Performance

Social

Confidence

Independence

Neurodiversity in the workplace

“It’s not a processing error it’s a different operating system”

Marc Sirkin, Autism Speaks Chief Digital

Marketing Officer

Differences, Not Deficits

Characteristics= Workplace Strengths

Loyal and Productive

Fast Problem Solvers

Intense focus and attention

Detail Oriented

Task OrientedCreative and innovative

High professional

standards

Ability to think outside the

box

Pattern Recognition

Autism Speaks -2012 Employment

Think Tank

Innovation from the edge- Recruiting Strategies

Neurodiversity AdvantageSAP

Freddie Mac

Microsoft Walgreens

AMC Theatres

Hart Schaffner

Marx

Neurodiversity in the workplace

• “The most relevant challenge for business is to bring in the very best talent for the work we do and create an environment that can unleash the full abilities of every person.”

- Lori Golden, abilities strategy leader for EY

Some Closing Points

• Person Centered and Strengths Based approach

• Interagency Coordination and family engagement

• Start early and plan for the long-term

• Anticipate longer timeline and higher cost to achieve goals- Pay now or pay latter

• Capacity Development to ensure access and sustainability

• For more information contact

• Richard Kriner

• (804) 662-7438

• Richard.Kriner@dars.virginia.gov