Achieving Community Membership Through Community Rehabilitation Provider Services: Are We There Yet?

Metzel, Deborah; Boeltzig, Heike; Butterworth, John; Sulewski, Jennifer Sullivan; Gilmore, Dana Scott

doi:10.1352/1934-9556(2007)45[149:acmtcr]2.0.co;2

Cited by 35 publications

(34 citation statements)

References 2 publications

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“…In fiscal year (FY) 2003, only 26% of individuals with intellectual and developmental disabilities supported by community rehabilitation providers worked in integrated jobs (Metzel, Boeltzig, Butterworth, Sulewski, & Gilmore, 2007). At the same time, participation in sheltered or facility-based employment and nonwork services has grown steadily for this group (Mank, 2003;Winsor & Butterworth, 2008).…”

mentioning

confidence: 99%

Choosing Employment: Factors That Impact Employment Decisions for Individuals With Intellectual Disability

Timmons¹,

Hall²,

Bose³

et al. 2011

Intellectual and Developmental Disabilities

117

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Little is known about the factors that shape the employment-related decisions of individuals with intellectual and/or developmental disabilities. Findings from qualitative interviews with individuals, their family members, and employment-support professionals from four community rehabilitation providers throughout Massachusetts were reported. Recognizing the value of participatory action research, we also included a co-researcher with intellectual disability who participated in all facets of the research process. Findings revealed a collection of people and factors considered influential in employment-related decision-making. The family in the formative years, school-based staff and early employment experiences, the culture of the community rehabilitation providers, the job developer, and personal preferences all influenced participants' decisions. Through understanding these persuasive elements, we offer recommendations to those in the intellectual and developmental disabilities field to optimize employment choices and outcomes.

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mentioning

confidence: 99%

Choosing Employment: Factors That Impact Employment Decisions for Individuals With Intellectual Disability

Timmons¹,

Hall²,

Bose³

et al. 2011

Intellectual and Developmental Disabilities

117

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“…Though controversial and though their effectiveness has long been questioned (Jiranek & Kirby, 1990;National Disability Rights Network, 2011), workcenter, sheltered workshop or similar arrangements remain prevalent in disability and employment programs across the U.S. (Butterworth et al, 2012;Metzel et al, 2007). By the middle of the 1990s, sheltered workshops with FLSA subminimum wage certificates had proliferated to the extent that there were nearly 6,000 certified work center-based employers in community rehabilitation programs, employing over 240,000 individuals (Whittaker, 2005).…”

Section: Work-center Arrangements and Section 503 New Rulesmentioning

confidence: 99%

“…By the middle of the 1990s, sheltered workshops with FLSA subminimum wage certificates had proliferated to the extent that there were nearly 6,000 certified work center-based employers in community rehabilitation programs, employing over 240,000 individuals (Whittaker, 2005). Metzel et al (2007) analyzed the service characteristics of community rehabilitation programs in 2002 and found that 70 percent of these programs offered both sheltered and integrated employment services. The same study found that an additional 18 percent of programs provided employment only in integrated settings and 12 percent provided only sheltered employment.…”

Section: Work-center Arrangements and Section 503 New Rulesmentioning

confidence: 99%

Leveraging new rules to advance new opportunities: Implications of the Rehabilitation Act Section 503 new rules for employment service providers

Rudstam

Golden

Gower

et al. 2014

Journal of Vocational Rehabilitation

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BACKGROUND: New rules for Rehabilitation Act Section 503 have recently taken effect which could potentially have a significant impact on the employment of people with disabilities. Because the Section 503 new rules cover employers who are federal contractors, the supports and resources around the new rules are mainly directed toward this audience. Yet, these new rules could also have significant impacts on employment service providers (ESPs) who work with individuals with disabilities, offering new opportunities for them to build partnerships, expand services, and create talent pipelines. With the new rules recently taking effect, ESPs have a short window of time to be ready; businesses and employers are now actively seeking to connect with ESP agencies. OBJECTIVE: The purpose of this article is to enable ESPs to prepare for the implementation of the new Section 503 rules by considering how they partner with employers, work with service recipients or, in some cases, function as employers themselves. METHODS: First, we provide a brief overview, focusing on what gave rise to the new rules and how they could impact the work of ESPs. Second, we take a deeper look at some questions and challenges ESPs could have around the new Section 503 rules. Third, we focus on specific ways ESPs can prepare for the new rules and include a checklist for assessing the readiness of ESP organizations or practitioners. Finally, we describe resources for ESPs around implementation of the new Section 503 rules. CONCLUSION: ESPs play a key role in the implementation, effectiveness and outcome of the new regulations. In preparing to play this role, ESPs need to consider their values, messaging, work with service recipients, and outreach to employers. Some ESPs who are covered under the new rules need to assess their own employment practices for compliance.

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“…Further, these young adults and their families must often find an appropriate agency (i.e., vocational rehabilitation, one-stop career center, independent living center) even before they sufficiently understand the formal supports available [21] and/or the eligibility criteria [13,36]. Given these organizational and systemic barriers, many families, particularly African American and Latino low-income families know little about the transition process or how to gain access to transition work options within the adult service system [26,27]. Even families that can access the adult work system quickly discover that services are limited, have long waiting lists, and/or are not appropriate for various reasons (e.g., skills level, transportation) [17,43].…”

Section: And F Balcazar / Predicting Community Versus Facility-basedmentioning

confidence: 99%

Predicting community- versus facility-based employment for transition-aged young adults with disabilities: The role of race, ethnicity, and support systems

Hasnain

Balcázar

2009

Journal of Vocational Rehabilitation

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This study examines the effects of socio-economic, attitudinal, and support-related variables on the employment status of young adults with disabilities who participate in community-based and facility-based work settings. It was based on a nationally representative sample of 1,899 young adults with disabilities, ages 18 to 26, from White, Black/African-American, and Latino backgrounds living in the U.S. Secondary analyses of the data showed that race/ethnicity, gender, education, socioeconomic level, perception of disability by respondents and family members, and the availability of formal (e.g., vocational rehabilitation service) and informal supports (e.g., family/friends) are significantly related to community-based employment. The results suggest that non-White young adults with disabilities are less likely to be employed in a community-based setting, compared with their White peers, even after controlling for other variables. The need for more effective policies and programs to support successful transition into community-based employment for members of ethnic and racial population groups is discussed. most difficult life transitions [25,26]. Despite significant recent gains for ethnic and racial young adults with disabilities, the employment rate continues to be higher for White youth (62%), compared with African Americans (42%) and Latinos (36%) [10]. To improve the employment options for this group, we must identify the factors that either facilitate employment (e.g., promoting person/family-centered planning, developing self-determination, and peer mentoring and advocacy) or hinder it (e.g., race/ethnicity, low availability of supports, and perceptions of disability) [1,12]. Using data from the 1994-1995 U.S. National Health Interview Survey on Disability (NHIS-D), the most current and comprehensive national data available, this study examines how a set of demographic, attitudinal and support-related factors affect post-high school employment for a sample of young adults with disabilities, aged 18 to 26.

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Achieving Community Membership Through Community Rehabilitation Provider Services: Are We There Yet?

Cited by 35 publications

References 2 publications

Choosing Employment: Factors That Impact Employment Decisions for Individuals With Intellectual Disability

Choosing Employment: Factors That Impact Employment Decisions for Individuals With Intellectual Disability

Leveraging new rules to advance new opportunities: Implications of the Rehabilitation Act Section 503 new rules for employment service providers

Predicting community- versus facility-based employment for transition-aged young adults with disabilities: The role of race, ethnicity, and support systems

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