Making Work Part of the Plan: Embracing Values & Shifting Expectations

1. Making Work Part of the Plan: Embracing Values & Shifting Expectations Jolene Thibedeau Boyd and Cassandra Davis Community Involvement Programs Lesli Kerkhoff DHS/DSD

2. What We Will Cover • The New Expectation: Competitive employment for everyone • Fears and misconceptions that create barriers to employment • Tools and resources to support you • Best practices that lead to high quality, community based, fair waged jobs

3. Why Work? • “Real jobs with real wages” is essential to avoid lives of poverty, dependence, and isolation. • Employment is an essential ingredient to full community integration. • Everyone has the right to earn a living wage in a job of their choosing, based on their talents, skills, and interests.

4. You are KEY to Supporting Work “Most consumers are motivated to work, provided they perceive that the professionals helping them also embrace the belief in the importance of work and genuinely believe they can work.” - Rogers, Walsch, Masotta & Danley, 1991 “Educators and social workers are the gatekeepers and unless they are taught and apply employment first principles, individuals are too often steered towards segregated programs.” - Minnesota Employment First Coalition Report

5. Definition: Regular Employment Includes all of the following: • On the payroll of a competitive business or industry, or self-employed, • At least minimum or prevailing wages and benefits, and, • Ordinary opportunities for integration and interactions with co-workers without disabilities, with customers, and/or the general public

6. DHS/DSD Policy Changes to Make Work Part of the Plan Start from a place of work People can OPT OUT if they choose Employment is part of MnCHOICES Waiver Reviews – measuring work outcomes Looking at services and standards for providers Support improved messaging and planning through DB101 and training

7. Disability Benefits 101 – DB101.org • A system designed to help you: • easily understand benefits and work incentives • demonstrate to the people you serve how work can be a solution • better engage people in work planning • overcome fears and barriers • explore work as an option • make informed choices about work • achieve better employment outcomes • have access to, use and provide consistent messaging and resources

8. DB101 Partner’s SectionSelf-Guided Training for Professionalshttp://mn.db101.org/partners.htm

9. DB101: Resources to Set the Stage for Change

10. Improving Messaging:Combatting Myths with Facts

11. Employment Myths • Myth: Employers don’t really want to hire people with disabilities; accommodations are too expensive • Fact: Studies have shown that the benefits employers receive from making workplace accommodations far outweigh the low cost of providing them

12. Employment Myths • Myth: Times are tough, businesses aren’t hiring anyone right now • Fact: In times of both economic growth and recession, the overall employment rate for people with disabilities has remained low

13. Employment Myths • Myth: Employment is really only for “high functioning” people • Fact People with significant disabilities are both able and want to work

14. Employment Myths • Myth Many people with disabilities simply choose not to work in the community • Fact Most individuals with disabilities would prefer to work in the community, but this has not been offered as an option

15. Employment Myths • Myth If people with disabilities work, or work too much, Social Security will kick them off of their benefits • Fact Many people with disabilities work and keep their benefits

16. Employment Myths • Fact People with disabilities can work and maintain health care benefits, and in some cases even access better, lower cost health care • Myth If people with disabilities work they will lose their medical benefits and health care support

17. Employment Myths • Fact Most people with disabilities will have more money when they work • Myth People with disabilities will have less money if they work

18. Employment Myths • Fact Social Security has work incentives and “safety nets” that protect employed people with disabilities if they lose their jobs • Myth If employed people with disabilities lose their jobs, they will no longer be eligible for benefits

19. DB101: Resources to Help Improve Messaging Partners Page -

20. DB101 Resources to Help • Debunk myths • Life Situations • Content • Try Its • SSI and Work • SSDI and Work • MA-EPD Premium • Estimators DB101 Provides a level of “objectivity” between the professional and the consumer that creates more engagement & better connection

21. Best PracticeIntegrate Benefits Planning

22. Benefits as a Barrier For People With Disabilities… Fears and misconceptions … particularly about work and benefits … rather than the disability itself, are often the most significant barriers to employment. From professionals… They get mixed messages about benefits and work which leaves them confused.

23. Professionals’ Concerns “I don’t know where to get reliable information.” “Benefits are very complicated. I’m afraid I will say the wrong thing.” “I have enough on my plate, please do not add more.” “Benefits aren’t a part of what I do, that is what the Financial Worker & VR does.”

24. Yet … Benefits Can Not Be Ignored Benefit concerns are a major reason why people with disabilities are not working. All professionals play a key role in understanding & breaking down the barriers. We all need to be able to support the same messages about work and benefits.

25. DB101: Supporting People with Disabilities & Professionals at Every Stage Explore Plan Implement / Support

26. How DB101 Can be Used

27. Hearing from other Providers

28. DB101 Partner’s PageSelf-Guided Training for Professionals http://mn.db101.org/partners.htm

29. Best PracticesCustomized Discovery

30. Interactive Activity • Turn to a person near you and introduce yourself • State one thing you are good at or a skill you possess • Turn to a different person near you and introduce yourself • This time state one thing you are not so good at or something by which you are challenged

31. Thinking Outside the Box • Move beyond typical job descriptions • Get to know the person - brainstorming • Focus on people’s abilities, skills, and interests not challenges, deficits, or disabilities • Utilize customized discovery approaches

32. Tools of Customized Discovery • Customized Employment starts with a discovery-based approach • Home visits and neighborhood mapping • Social capital and networks • Skills verification and “hanging out with intent” • Developing themes and informational interviews

33. Tools of Customized Discovery • Internships/PASS/Resource Ownership™/Job Carving/Job Creation/Self-Employment • Redirect focus, practices, and funding to customized discovery approaches • Start with just one person! ™ Griffin-Hammis & Associates

34. Results of Customized Discovery • Imagine the job possibilities: • Photo director/promoter • Public relations at an exclusive fitness studio • Owner of an ice cream brand/business • Neighborhood ambassador • Video game control modifier • RV satellite dish manufacturer • Homeless shelter security officer • These jobs belong to a wide variety of people and were all found using this approach

35. Meghan: A New Approach Photo of Meghan, who is a security guard at the Salvation Army Harbor Lights, behind the front desk.

36. Charlie: A New Approach Photo of Charlie, who is the Goodwill Ambassador for the Linden Hills Business Association, hanging up promotional flyers for a local business.

37. Moving into ActionPutting Work into the Plan

38. Incorporate Best Practices Make work the expectation from early on Start with the right messaging Correct your own misinformation about employment and benefits Educate others to dispel the fears that become barriers to employment

39. IncorporateBest Practices Value adjustments and paradigm shifts Believe that everyone can work…and should be expected to work Focus on people’s abilities, skills, and interests not challenges, deficits, or disabilities Be clear in your message: Everyone can work!

40. Access Quality Supported Employment Services Indicators: Presumption of Employment Competitive Employment Control Commensurate Wages and Benefits (continued…)

41. Quality Indicators (continued) Focus on Capacity and Capabilities Importance of Relationships Power of Supports Systems Change Importance of Community

42. Action Steps: Case Managers • Educate yourself and educate those whom you support, removing the barriers created by fear and misinformation • When discussing employment with a person on your caseload, avoiding speaking in terms of job descriptions • Hold providers to higher standards; ask about their employment definitions and outcomes • Recognize that the process takes time and facilitate communication

43. Action Steps: Employment Providers • Focus on skills, interests, and abilities • Set the expectation: Only REAL jobs from now on • Focus on the quality of jobs rather than the quantity of jobs • Integrate benefits discussions/planning into your process

44. Final Thoughts • In order to affect change, you have to be an active part of the process. • If you don’t have a plan, you will be at the mercy of someone who does. • Employment is a means to other things. • Most people will have several jobs…and most careers happen to you. • When you believe, it can happen. • When you don’t believe, it won’t.

45. Presenter Contact Information Jolene Thibedeau Boyd, MS Director, Employment & Community Supports - Community Involvement Programs 2300 Kennedy Street NE, Suite 140, Minneapolis, MN 55413 612.353.4595 x 101; jolenet@cipmn.org Cassandra Davis Employment Manager - Community Involvement Programs 2300 Kennedy Street NE, Suite 140, Minneapolis, MN 55413 612.353.4595 x 109; cdavis@cipmn.org Lesli Kerkhoff Community Supports Supervisor – MN DHS, Disability Services Division PO Box 64967, St. Paul, MN 55164-0967 651.431.2396; lesli.kerkhoff@state.mn.us

46. References and Resources Competitive Employment: Has It Become the “First Choice” Yet? (Wehman, Revell, & Brooke): http://www.worksupport.com/documents/competitivesechap2.pdf Disability Benefits 101 (World Institute on Disability): http://mn.db101.org/ Employment Fact Sheet (MN State Council on Disability): http://www.disability.state.mn.us/employment/employment-fact-sheet/

47. References and Resources Equity, Opportunity, and Inclusion for People with Disabilities (TASH): http://tash.org/wp-content/uploads/2013/03/Final-TASH-Recommendations-for-Incremental-Change-to-Improve-Employment-Outcomes.pdf MN Employment First Coalition, Consensus Report: http://www.mnapse.org/Employment-First-Report.pdf) StateData: The National Report on Employment Services and Outcomes-2011: http://www.communityinclusion.org/pdf/statedata2010_finaldraft.pdf

48. References and Resources Still in the Shadows with Their Future Uncertain (The Arc): http://www.thearc.org/document.doc?id=3672 Thought Sauce: Foundational Readings in Customized Employment (Griffin-Hammis Associates): http://griffinhammis.typepad.com/files/thought-sauce-june-2012-cg1.pdf