“Successful implementation of Employment First requires a multi-pronged approach and a long-term commitment to systems change… A comprehensive approach must focus on key strategies; all designed to work synergistically to impact a service structure that better supports people to achieve community employment and directs more resources toward that preferred outcome.”
“The purpose of the New Jersey Division of Developmental Disabilities (Division) Interim Policy Guide to Support Coordination is to provide clarity on practices governing the delivery of Support Coordination services during the transition period to full implementation of the Supports Program and a fee-for service system. These policies apply to all Support Coordination Agencies (and its personnel) currently working with “new presenters” and using the Individualized Service Plan (ISP). Some of these policies will change as ongoing Division-wide reform efforts are implemented in the coming months. The current standards will remain in place in the interim as established in this guide. Updates and revisions will be made as needed.”
“The Justice Department announced… that it has entered into a statewide settlement agreement that will resolve violations of the Americans with Disabilities Act (ADA) for approximately 3,250 Rhode Islanders with intellectual and developmental disabilities (I/DD). The landmark ten year agreement is the nation’s first statewide settlement to address the rights of people with disabilities to receive state funded employment and daytime services in the broader community, rather than in segregated sheltered workshops and facility-based day programs. Approximately 450,000 people with I/DD across the country spend their days in segregated sheltered workshops or in segregated day programs. The agreement significantly advances the department’s work to enforce the Supreme Court’s decision in Olmstead v. L.C, which requires persons with I/DD be served in the most integrated setting appropriate.”
“The purpose of this rule is to implement the employment first policy in accordance with section 5123.022 of the Revised Code… This rule applies to county boards of developmental disabilities and providers responsible for planning, coordinating, or providing employment services, regardless of funding source, to individuals with developmental disabilities.
“Work is a fundamental part of adult life, and the benefits of integrated employment for individuals with intellectual/developmental disabilities (IDD) have been clearly demonstrated. It gives us a sense of purpose; shaping who we are and how we fit into our community. Nevadans with IDD must not be deprived of the opportunity to work within the general workforce and make a meaningful contribution. Individuals in the labor force have a positive financial impact on our economy, generating income that is ultimately returned in the form of tax revenues. There is literature filled with examples of the benefits and Return on Investment (ROI) when individuals with IDD are working and contributing vocationally in their community. Our state is becoming more diverse and Nevadans with IDD should be included in diversifying the workforce. This can be achieved through established supported employment practices. Improving employment outcomes for Nevadans with IDD at the state level requires a holistic approach that communicates a clear message, incorporates policy change, funding, capacity development, interagency partnerships, outcome measurement and service innovation.”
“Supported employment is competitive work in an integrated work setting, or employment in integrated work settings in which individuals are working towards competitive work, with ongoing support services for individuals with the most significant disabilities. It is for individuals for whom competitive employment has not traditionally occurred or for whom competitive employment has been interrupted or intermittent as a result of a most significant disability; and who, because of the nature and severity of their disabilities, need intensive supported employment services from the Division of Rehabilitation Services (DORS) and subsequent extended services funded by another entity (usually MHA, DDA or the Governor’s Employment Program for Individuals with Acquired Brain Injury) in order to perform this work.”
Funding System Re-Design for Ohio’s Employment First Initiative: Review of Promising Models from Other States
This report aims to provide DODD with a comparison of funding structures from multiple states with high rates of integrated employment, including at least one state with a local tax base funding structure. The first 3 Key Principles for establishing a funding system to support Employment First uphold that, “The system should be based upon a presumption of competency, employability and ‘zero reject’ for each person with a disability, regardless of complexity; The system should reward providers for best practice implementation of Individual Supported Employment; [and] The system should require provider standards and staff training/certification to assure equal statewide access to and opportunity for Individual Supported Employment.” There are 9 principles in total that guide that together guide the structure and implementation of Employment First.
“The District of Columbia State Vocational Rehabilitation Plan mentions the use of various employment strategies to promote integrated, community employment for people with disabilities, including customized and self-employment.”
“The Division of Developmental Disabilities requires that each individual eligible for Division Supports have an Individual Support Plan. Individuals, their families, providers and facilitators who write plans in cooperation with all individuals receiving supports from the Division shall use this guide. Individual support planning encourages a team approach to involve the individual and community networks in planning for the future. The process involves developing a vision for the future, while coordinating resources and supports to make the vision a reality. The Center for Medicare and Medicaid Supports (CMS) outcome for “participant-centered support planning and delivery” clarifies: “Supports are planned and effectively implemented in accordance with each participant’s unique needs, expressed preferences and decisions concerning his/her life in the community.” The Individual Support Plan is an investment in an individual’s life and is driven by the individual, what is important to them as designed through outcomes identified in the support plan.”
Increasing Integrated Employment Outcomes for Individuals with Disabilities and DSHS Clients
“This Integrated Employment Report marks the completion of an effort begun at DSHS in 2010 by a group of employees charged with developing a Model Employment Plan. The intent of the original plan was to address the Department’s desire to hire more persons with disabilities. At the time, our employee pool included only 4.7% of people with disabilities, while the agency served more than over 217,000 of clients who identified themselves as having some form of a disability (Source: DSHS RDA Client Services Database). This Integrated Employment Plan addresses a Priority of the Executive Leadership Team (ELT), which is to create new job opportunities within the Department. Specifically, it targets not just the potential hiring of people with disabilities, but also of clients who are on Temporary Assistance for Needy Families (TANF), Juvenile Rehabilitation Administration (JRA) young adults who will transition out of the Juvenile Justice system into society, and Children’s Administration foster youth and alums who seek employment. This Jobs Priority / Integrated Employment Initiative comes at a time of harsh unemployment across Washington State. The initiative is intended to promote competitive employment opportunities for people with disabilities within the Department by proposing a way to overcome employment barriers, employment discrimination and related biases. It is important to note that the Department is already working in conjunction with community case resource managers on supported employment opportunities for working age adults with development disabilities.”