Describing Difference

1. Describing Difference Comparison of employment service delivery methods for people who have Traumatic Brain Injury (TBI) versus people who have Developmental Disabilities (DD)

2. Introduction • The process of securing and maintaining employment is multi-faceted. • There are successful service models for other populations, including people who have developmental disabilities, spinal cord injuries, and physical disabilities. • The many similarities between people who have TBI and members of these populations may lead one to believe that the same service delivery techniques can be utilized for members of all groups.

3. Introduction, Continued • The purpose of this presentation is to compare service delivery elements for people who have TBI and those who have DD. • Gaining an understanding of the differences in service delivery for these two groups of people may improve service delivery and, ultimately, the probability of long-term success.

4. Referral Source

5. Referral Source, Continued

6. Funding Source According to Dr. Paul Wehman, the cost of employment services is double the cost of a person with moderate mental retardation and four times that of a person with mild mental retardation. (Brown Bag Series, 2007)

7. TBI and DD Intake Process

8. Intake

9. Intake, Continued

10. The Pre-Work Work(TBI Only)

11. Job DevelopmentTBI versus DD

12. TBI May have greater understanding of appropriate dress, behavior, responsibilities, work culture, and expectations in the workplace but less support and ability to comply DD Many lack basic understanding of appropriate social skills, and must be trained in appropriate dress, hygiene, timeliness, and behavior Job Development, ContinuedTBI versus DD

13. Job Development, ContinuedTBI versus DD • Job Development for people with TBI and DD have some similarities: • Register at JobsPlus • Develop their schedule of work availability • Participate in mock interviews • Engage in a job assessment

14. Job Placement People with TBI are more likely to make their own decisions about job opportunities; people with DD are more likely to be guided by their support team DD are not usually referred to employment programs unless behaviors are under control DD have little experience or understanding of work culture as often they are just entering work place for first time

15. Job Training DD population tends to be more reliant on professionals. Most programs structure the fading process to extricate the professional support from the job site. DD population rarely use assistive technology. If a person with DD displays anger and aggression, they are unlikely to be referred to employment programs. While DD training is individualized, there are standardized industry techniques to be utilized. DD: learn slower or learn differently, but usually don’t forget what is learned.

16. Stabilization The long-term success rates of both populations on a single job are not very high; the difference is that the DD population is given the funding to pick back up and start over again where people who have TBI are often left without support systems due to funding constraints.

17. Summary

18. Summary, Continued

19. Summary, Continued