Moving Towards Employment First in Illinois

1. Moving Towards Employment First in Illinois The Arc of Illinois February 6, 2014

2. Integrated Employment Choice? Expectation?

3. Why Is Work Important? • Our culture expects people to be productive • Considered a means for gaining status, self definition and achievement of personal goals • Tied to various aspects of status: • Possessions • Prestige • Power • Control • Influence

4. What is Employment? We know it when we see it…

5. What is “Integrated”? 1 :  to form, coordinate, or blend into a functioning or unified whole :unite 2 : a:  to unite with something else b:  to incorporate into a larger unit 3 : a:  to end the segregation of and bring into equal membership in society or an organization • Not “disability service” driven

6. “It is nearly impossible to make your own future,when you are not part of the economic fabricof the culture you live in.” Patricia Deegan 20th World Congress Rehab InternationalOslo, Norway – June 2004

7. 2014Employment First In the U.S. • 45+ states have some type of “Employment First” movement • About 2/3 of efforts are directed by state policy units or are legislatively based • About 1/3 of efforts are grassroots based – i.e., outsiders working to influence state policy and practice • At least 27 states have official Employment First legislation and/or polices • Push for a Federal Definition in U.S.

8. Employment First: Why It’s Different • Employment as first priority • Broadly focused on all aspects of system • May begin in the grassroots, ultimately must be adopted and implemented by the system • Primary focus is not on eliminating facility-based services but on increasing integrated employment

9. Employment First IS NOT • A type of service strategy. • Just promotion of best practices. • A clear public policy of employment as the first and preferred option for individuals receiving publicly funded services. • Policies, practices, and resource allocation that prioritize employment in the general workforce. Employment First IS

10. Employment First: Where are we headed? • Individuals with complex disabilities fully accepted and supported in the general workforce • Individuals with disabilities expected to go to work • Major evolution of service delivery system • End of the “guarantee” 9-3 day program • Individuals with disabilities increasingly part of the economic mainstream • Individuals with disabilities making full use of their skills and abilities

11. Cultural ShiftSystem versus Person-Centered System Person Centered Society Systems/Environments Educate/Empower Individual/support team Interests/Strengths – can do Interdependence Disability In person Classify/Place/Train Professional Deficits – cannot do Dependence What is the “problem”? Where is the “problem”? What is solution? Who is in charge/decision maker? Information focus? Outcome?

12. What A Real Culture Shift Means • All people with disabilities viewed as capable of successful employment. • No more asking “Do you want to work?” but instead “Where do you want to work?”. • Choosing not to work is no longer considered okay. • No more “preserve benefits at all costs” mentality. • Services: not “caretaking”, but investment in people. • People with disabilities working is the norm, not the exception.

13. Draw a picture of the person sitting next to you…

14. What PreventsUs from Moving Forward? Fear

15. The Biggest Challenge Changing highly ingrained cultureand beliefsregarding employment of people with disabilities

16. “There is nothing wrong with change if it’s in the right direction.” - Winston Churchill “All progress occurs because people dare to be different.” - Harry Millner “Change is Good. You go first.” -Dilbert “The secret to change is to focus all your energy not on fighting the old, but on building the new.” -Socrates “The key to change… is to let go of fear.”- Susanne Cash

17. Insanity: doing the same thing over and over again and expecting different results. ~Albert Einstein

18. Employment Readiness Myth # 1 Facility-based programs prepare people for employment In fact research shows the opposite is true

19. Employment ReadinessMyth # 2 In fact the best predictor of success is paid work experience while still in high school. Performance in simulated work environments for people with developmental disabilities is a predictor of employment readiness and success

20. Employment ReadinessMyth # 3 We can predict who will succeed or fail in employment. Let’s see what your employment future holds… Let’s see what your employment future is. If that were the case then we would not need HR Departments!

21. Employment Readiness Myth # 4 Rate of production is a primary factor in determining employment readiness In fact, in today’s work environment, rate of production is only one of many factors in determining whether someone is a “good employee” – and in many cases is not even a consideration

22. Employment Readiness Myth # 5 You need to know how to conduct a job search to be ready for employment 80% of jobs are found through networking with family and friends

23. Employment ReadinessMyth # 6 Every employerhas the same employment standards and same methods for hiring

24. Employment ReadinessMyth # 7 Employer standardsare inflexible We are all supported employees with customized jobs

25. Employment ReadinessMyth # 8 Employers are expecting perfect employees

26. Have you ever worked with anyone who… • Couldn’t get along with others? • Acted inappropriately? • Had behavioral outbursts? • Was chronically late? • Complained about everything? • Didn’t communicate well? • Didn't work very fast? • Got distracted easily? • Didn’t take directions well…or at all? • Acted impulsively without thinking? • Refused to take public transportation? • Had a messy office? • Wasn’t organized? • Wasn’t always professional? • Was rude? • Couldn’t take criticism? • Was lazy? • Wasn’t very good at their job – but managed to still keep it?

27. Job Preferences Are Important

28. More intensive intervention Less intensive intervention More time & resources Less time & resources

29. What will be the best route to employment success? Situational Assessment Person-Centered Planning Job Development Job Creation Community Exploration PASS Employment Success Benefits Planning Find a Job Develop Resume Pursue Job Leads Plan Job Search

30. The Trap of the “Dream Job” We are not looking for a dream job, just a job that will lead to the next job…

31. It’s A Time of Enormous Opportunity

32. National Disability Rights Network: “Segregated & Exploited” • 2011 & 2012 reports stating that service system has failed in providing quality employment services and supports.

33. National Council on Disability Report • Federal Agency calling for phase out sub-minimum wage as part of overall systems change • Make fundamental changes in transition

34. National Governor’s Association Initiative

35. Requirements for expanding community employment increasingly part of settlement agreements with states

36. Federal Agency Investments to Incentivize Systems Transformation Administration on Intellectual and Developmental Disabilities • Partnerships in Employment Systems Change SSA, OSEP, HHS, DOL • Promoting Readiness of Minors in Supplemental Security Income (PROMISE) Office of Disability Employment Policy at the Department of Labor (ODEP) • EFSLMP Office of U.S. Special Education & Rehabilitative Services • Customized Employment Funding Strategies expanded in several state VR systems Centers for Medicare & Medicaid Services (CMS) • Federal Improvements to Medicaid Community First Choice Option Balancing Incentives Program and Money Follows the Person

37. Illinois Employment First Summit

38. Massachusetts Blueprint for Success

39. Employment in the community cannot be viewed as an“add on” or something extra.It must be viewed by everyone as a core component of the service delivery system.

40. Money Matters…. and Drives Practice

41. Percent of Total Program CostsCimera (2008)

42. Polices & Practices that Presume Employability • No work “readiness” criteria • Consideration of employment mandated part of service planning • Require documentation for non-consideration of employment • Decision to not consider employment re-visited regularly • Follows tenants of person-centered planning –“nothing about me without me”

43. Ohio Employment First Form

44. Major Barriers to Change • Negative attitudes & resistance (e.g., staff, families, Board) • Funding (Inflexible, insufficient) • Lack of expertise (re: organizational transformation) • Lack of leadership • Other: Transportation, safety net • NOT: Resistance from people with disabilities or the community.

45. Barriers to Integrated Employment • Perceived benefits of sheltered services: consistent schedule, safety, provision of transportation, less fear about loss of disability benefits, social environment • Funding: Must be sufficient and flexible • “One Stop Shop” Approach: People with ID left behind • Centralized/streamlined service coordination (“case management”) Achieving Social and Economic Inclusion: From Segregation to ‘Employment First’

46. Why Have Organizations Changed from Sheltered to Integrated Employment? • Leadership within the organization (“It’s the right thing to do.”) • People receiving services dissatisfied (Most want a job.) • Poor quality services & outcomes of sheltered facilities(“make work”, low wages, artificial setting; poor models) • Push from federal and state agencies • Rehab Services Admin (no funding for workshop placements) • Olmstead (“Most integrated setting”) • Employment First initiatives

47. Strategy: What you do Systems: How you do it Structure: Who does it Employment First & Organizational Change Means Changing Just About Everything The Organization

48. PatRogan’s Top 10 Tips for Organizational Change 1. Restructure: Flatten the organizational structure • Revise job descriptions to focus on employment\ • Staff reapply for positions • Work in small teams to serve individuals 2. Reinvest: Focus on staff development and mentoring • Empower front line staff to make person-centered decisions.

49. Pat Rogan’s Top 10 Tips for Organizational Change 3. Refocus: One person at a time • Start with those who want to work. Include people with high support needs from the start • Individualized daily/weekly schedules based on person centered planning • Paid work as anchor of a meaningful day. Consider 2 part-time jobs; 1 part time job and volunteer; etc. 4. Reallocate: Unload “sunk” costs • Rent, lease, or sell the building. “Spin off” free standing supported employment service 5. Re-Message: From “a safe, secure place…” to “a viable labor source…” 6. Reconnect: Engage key stakeholders from the start

50. Pat Rogan’s Top 10 Tips for Organizational Change 7. Plan the work; work the plan 8. Restrict Entry • School to WORK Transition • Close the ‘back door’ after job loss 9. What you count, counts! • Collect accurate data regarding outcomes 10. Develop Partnerships: • DRS, DD • APSE Chapter • Community Living organizations • Business Leadership Network • Benefits Planning & Assistance