Law, Health Policy & Disability Center
University of Iowa College of Law
http://disability.law.uiowa.edu/dpn/
and
The Burton Blatt Institute
Syracuse University
http://bbi.syr.edu
One–Stop Toolkit
Resources of the Week Technical Assistance Project E–Mail listserv
30 May 2008
Good morning everyone,
Below please find the web site and publication of the week, as well as other resources that we hope will be useful as you work on systems change activities to help improve employment opportunities for persons with disabilities.
To subscribe and / or view past resources of the week archives, access: www.onestoptoolkit.org and click on the link to "Resources of the Week" on the right hand side of the home page.
To view an indexed list of the resources of the week by subject matter, visit the L.P.H.D.C. web site at http://disability.law.uiowa.edu/lhpdc/resources/wig/default.asp. It currently includes 20 categories, covering over 300 annotated references. Each category opens to a new window with each Resource of the Week which covered material in that area.
Have a good day and weekend!
Laura Gleneck
Program Associate
Law, Health Policy & Disability Center
University of Iowa College of Law
P: 617–489–0086
F: 617–489–1374
[ E–mail Lgleneck@mail.law.uiowa.edu ]
[ E–mail LFarah8@aol.com ]
[ http://www.onestoptoolkit.org ]
Hello again Navigators. It is one of those issues where I just can’t highlight one or two items. There are resources/information for different needs and stakeholders and so I will highlight a few below.
The Social Security Administration held the first of two national teleconference calls last Thursday, May 22nd. The call provided an overview of the New Ticket to Work Regulations, which were published in the Federal Register on May 20th. You may replay a recording of this call by dialing 1–866–454–1410. You do not need a pass code and instructions will be provided once you initiate the call. Be advised the recording will be available for replay until July 27, 2008.
The agenda for the teleconference, a side–by–side table comparing
selected provisions in the New Ticket rules with the old and
other resources will be posted to
[ http://www.ssa.gov/work/newregs.html ]
[ Get free Adobe Reader ]
[ Get free Word Viewer ]
[ Get Microsoft Office C.D., free trial, S / H applies ]
WISE seminars are community level, small group informational seminars that will promote opportunities for beneficiaries to meet directly with benefits specials with the Work Incentives Planning and Assistance (WIPA) programs called Community Work Incentives Coordinators (CWIC)s, local Employment Networks, SSA field office representatives, Disability Program Navigators and other public and private community–based groups. The seminars provide a customer friendly environment for learning about work incentives and demystifying fears related to return to work for beneficiaries, as well as connecting to employment supports and services in the community.
Access the URL to learn when and where these seminars will take place in your state. Learn how you can participate, as well as connect Social Security disability beneficiaries and gain an opportunity to see the range of options for someone interested in exploring work.
[ The Resource of Interest is in the section "Resources of Interest". ]
The DO–IT Knowledge Base is a growing collection of hundreds of articles related to accessibility of technology, college, graduate school, and careers for individuals with disabilities. Over the past several years, DO–IT has developed a variety of project–specific Knowledge Base websites through which visitors can search for Knowledge Base articles and browse other content that was specifically developed for particular audiences.
[ The Resource of Interest is in the section "Resources of Interest". ]
JAN está fuertemente comprometido en servir a La Fuerza Laboral Hispana. El alcance y esfuerzo de JAN ahora incluye consultas y asistencias técnicas en español. Visite http://www.jan.wvu.edu/espanol un recurso en línea disponible en español. Esta página, fue creada con la intención de que el publico o audiencia de habla–inglesa de JAN participe en el procesos de distribución de esta literatura a la comunidad hispana. Contacte JAN para mayor información.
JAN is strongly committed to the serving its Hispanic American workforce. JAN’s outreach efforts now include consultation and technical assistance in Spanish. Visit http://www.jan.wvu.edu/espanol JAN’s online resources available in Spanish. This page is intended for JAN’s English–speaking audience who would like to help distribute JAN literature to the Hispanic community. Contact JAN directly for additional information.
[ The Resource of Interest is in the section "Resources of Interest". ]
Familiarize yourself with the wealth of information on the websites and when you are interested in doing some more in depth reading (during your spare time!); you may want to check out the reports under Publications of Interest. Hopefully, you will find some useful information and resources in this week’s edition. Enjoy the rest of your day!
The Social Security Administration (SSA) is pleased to announce
exciting improvements to the Ticket to Work Program. These
changes were published in the Federal Register on May 20, 2008
and will go in to effect on July 21, 2008. Check out the new
regulations at
[ http://edocket.access.gpo.gov/2008/pdf/E8-10879.pdf ]
[ Get free Adobe Reader ]
The revised regulations incorporate SSA’s vision of the future direction of the Ticket to Work Program. SSA issued proposed changes to the Ticket Program in 2005 and 2007 based on lessons learned and issues arising from SSA’s experience in implementing the prior rules. Changes to the Ticket to Work Program demonstrate that SSA is listening, learning and responding to both lessons learned and critically important feedback from a variety of stakeholders, including beneficiaries, employers, disability organizations, advocates and service providers.
The Social Security Administration held the first of two national teleconference calls last Thursday, May 22nd. The call provided an overview of the New Ticket to Work Regulations, which were published in the Federal Register on May 20th. You may replay a recording of this call by dialing 1–866–454–1410. You do not need a pass code and instructions will be provided once you initiate the call. Be advised the recording will be available for replay until July 27, 2008.
The agenda for the teleconference, a side–by–side table comparing
selected provisions in the New Ticket rules with the old and
other resources will be posted to
[ http://www.ssa.gov/work/newregs.html ]
[ Get free Adobe Reader ]
[ Get free Word Viewer ]
[ Get Microsoft Office C.D., free trial, S / H applies ]
Moderator: Randee Chafkin, Senior Program Specialist for Disability Programs
The U.S. Department of Labor, Employment and Training Administration (ETA), has implemented an Initiative called Workforce Innovation in Regional Economic Development (WIRED). WIRED is a framework to transform the workforce system and regional economies by stressing the critical role of talent development, integrating economic and workforce development activities, and leveraging public and private resources to drive economic transformation in regional economies across the United States. The Disabilities Unit, Division of Adult Services, Office of Workforce Investment, ETA has developed a template for integrating the "disability perspective" into the WIRED framework. This template is not only applicable to people with disabilities, but also to the other "targeted" populations (Youth, Older Workers, Ex–Offender, TANF, ESL, Indian and Native Americans, Migrant and Seasonal Farm Workers populations). Consider the following:
Regional economies cannot continue to be economically viable, grow, and be competitive in the global marketplace if they do not tap into their largely untapped labor pools – people with disabilities. People with disabilities need to have lifelong learning opportunities and careers so they can financially contribute to the economic vitality of their regional communities by paying taxes, starting small businesses, and ceasing to rely on public benefits. Innovation is the key to helping an economy which is facing lower labor force participation; this will include new technical advances and increased participation by untapped labor pools, including people with disabilities, to assist in offsetting the decline in participation and boost productivity. Identifying and leveraging regional resources are critical components of the WIRED Initiative’s 6–Step process. This process needs to include disability–related resources already devoted to assessment, education, training, talent development, job development/placement, and support for people with disabilities provided by the disability services sector and generic resources. These regional resources (e.g., Social Security Administration, Department of Education–Vocational Rehabilitation, Health and Human Services, Housing and Urban Development, Department of Veterans Affairs, Department of Transportation, etc.) have the potential to be significant resources for economies and should be part of their regional economic development and investment strategies.
ETA has funded two pilot projects that incorporate this "disability perspective" into their WIRED framework. Learn about the Denver Metro WIRED and Southwestern Connecticut Regions’ innovative strategies to include people with disabilities and disability resources in their plans for regional economic development. Learn how you can incorporate these strategies in your WIRED Region’s plans.
Registration for this Webinar is limited and seating is on a first–come, first–served basis. Please access the URL to login to Workforce3 One and register today! Please note, you must be (or become) a registered user of the Workforce3 One website.
If you are deaf, hard–of–hearing, or have speech disabilities
and captioning would facilitate your participation in this
Webinar, you can register for captioning service through the
Federal Relay Conference Captioning. Please note the Federal
Relay Service requires at least 48 hours notice (2 working
days) to guarantee coverage. For more information, visit
http://www.workforce3one.org/support/index.cfm?id=966.
The U.S. Business Leadership Network’s 11th Annual Conference and National Career Fair will be held at the Portland Marriott Downtown Waterfront Hotel, which is known for stunning views of Mt. Hood and the Willamette River paired with their award winning service.
The 2008 conference, “Expanding Inclusion: The Business Strategy” is the preeminent national event for business, community leaders and BLN chapters that have an interest in hiring, retention and marketing to people with disabilities. This year’s event promises to provide informational and educational opportunities of the highest quality.
Access the URL for more information including the agenda and registration.
Work Incentive Seminars (WISE) will be a seminar that will provide those Social Security beneficiaries receiving Supplemental Security Income (SSI) or Social Security Disability Insurance (SSDI) with the knowledge necessary to either assign their Ticket to Work or pursue other Work Incentives. These events will provide them with information on different choices available to help them go to work for the first time, return to work or reach other employment goals.
WISE seminars are community level, small group informational seminars that will promote opportunities for beneficiaries to meet directly with benefits specials with the Work Incentives Planning and Assistance (WIPA) programs called Community Work Incentives Coordinators (CWIC)s, local Employment Networks, SSA field office representatives, Disability Program Navigators and other public and private community–based groups. The seminars provide a customer friendly environment for learning about work incentives and demystifying fears related to return to work for beneficiaries, as well as connecting to employment supports and services in the community.
Access the URL to learn when and where these seminars will take place in your state. Learn how you can participate, as well as connect Social Security disability beneficiaries and gain an opportunity to see the range of options for someone interested in exploring work.
DO–IT serves to increase the participation of individuals with disabilities in challenging academic programs and careers. It promotes the use of computer and networking technologies to increase independence, productivity, and participation in education and employment.
The DO–IT Knowledge Base is a growing collection of hundreds of articles related to accessibility of technology, college, graduate school, and careers for individuals with disabilities. Over the past several years, DO–IT has developed a variety of project–specific Knowledge Base websites through which visitors can search for Knowledge Base articles and browse other content that was specifically developed for particular audiences.
The current Knowledge Base interface provides access to all DO–IT Knowledge Base articles. However, you may also be interested in exploring from any of the following vantage points:
JAN está fuertemente comprometido en servir a La Fuerza Laboral Hispana. El alcance y esfuerzo de JAN ahora incluye consultas y asistencias técnicas en español. Visite http://www.jan.wvu.edu/espanol un recurso en línea disponible en español. Esta página, fue creada con la intención de que el publico o audiencia de habla–inglesa de JAN participe en el procesos de distribución de esta literatura a la comunidad hispana. Contacte JAN para mayor información.
JAN is strongly committed to the serving its Hispanic American workforce. JAN’s outreach efforts now include consultation and technical assistance in Spanish. Visit http://www.jan.wvu.edu/espanol JAN’s online resources available in Spanish. This page is intended for JAN’s English–speaking audience who would like to help distribute JAN literature to the Hispanic community. Contact JAN directly for additional information.
In 2004, the U.S. Department of Homeland Security (DHS) awarded Telecommunications for the Deaf and Hard of Hearing, Inc. (TDI) nearly $1.5 million for a two–year project, called the Community Emergency Preparedness Information Network (CEPIN) project, for the purposes of developing a model community education course for emergency responders, managers, planners and deaf and hard of hearing consumers.
As a result the “Emergency Responders and the Deaf and Hard of Hearing Community: Taking the First Steps to Disaster Preparedness” course was developed. CEPIN has since offered the first pilot courses in the cities of San Francisco, Tulsa, Oklahoma, Boston and Philadelphia.
The CEPIN project aims to broaden the scope of awareness and preparedness between emergency responders and deaf and hard of hearing consumers prior to the occurrence of natural and man–made disasters. By introducing the two audiences to each other, CEPIN encourages networking and communication between two groups who frequently encounter communication breakdowns. The ideal outcome for the course would be continued interaction between the two groups in which awareness is passed on to other community members and new preparedness programs are created.
This website is designed to promote awareness in emergency preparedness activities. In doing so, it encourages networking among emergency responders and deaf and hard of hearing consumers for the purpose of creating such programs in local communities.
The Center for Mental Health Services (CMHS) is the Federal agency within the U.S. Substance Abuse and Mental Health Services Administration (SAMHSA) that leads national efforts to improve prevention and mental health treatment services for all Americans. CMHS pursues its mission by helping States improve and increase the quality and range of treatment, rehabilitation, and support services for people with mental health problems, their families, and communities. C.M.H.S. programs and activities include:
In 2003, GAO designated federal disability programs as a high–risk area because federal disability programs remained grounded in outmoded concepts that have not been updated to reflect the current state of science, medicine, technology, and labor market conditions. In addition, the Social Security Administration (SSA) and the Department of Veterans Affairs (VA) faced management challenges, especially with their disability claims processing. Further, disability experts have expressed concerns about the level of coordination among the many federal agencies that provide benefits and services to individuals with disabilities. GAO was asked to determine:
To do this, GAO reviewed literature, agency strategic plans and performance and accountability reports, and interviewed agency officials.
GAO suggests that Congress, in consultation with key agencies and other stakeholders, consider authorizing an entity consisting of leaders from appropriate federal agencies to develop a cost–effective federal strategy that would integrate services and support to individuals with disabilities. The agencies reviewed the report and provided technical comments.
SSA and VA have taken some initial steps to recognize a more modern concept of disability, but both agencies still encounter challenges in fully assessing an individual’s capacity to work and in addressing claims processing problems. SSA and VA have revised some eligibility criteria to reflect medical advances and to support beneficiaries’ efforts to return to work and achieve self–sufficiency. However, their revisions to eligibility criteria fall short of fully incorporating a modern understanding of how technology and labor market changes should impact eligibility for disability benefits and return–to–work rates remain low. The low return–to–work rates may be due, in part, to the timing in which certain supports are offered to beneficiaries. However, the timing of services are constrained by several factors, including program design, laws, and the agencies’ limited span of authority over benefits and services offered by other agencies. Finally, although SSA and VA are taking steps to address management challenges, both agencies continue to experience delays in processing disability claims and persistent backlogs.
SSA and VA disability programs partner with other federal agencies that provide services to individuals with disabilities on specific initiatives, but government–wide coordination of cross–cutting programs is lacking. For example, SSA and VA have partnered with specific agencies to support employment–related services, conduct research, and improve the integrity and operation of their disability programs, among other things. While interagency partnerships may help to improve some programs, individuals with disabilities and the programs serving them continue to operate without a centralized federal strategy or a coordinating entity to ensure federal policies, services, and supports are aligned.
[From a May 27th Department of Labor news release regarding the report.]
Fulfilling a promise to advance student achievement aimed at 21st century high–growth employment, U.S. Labor Secretary Elaine L. Chao released a new report from a blue ribbon Advisory Committee on Job Corps that recommends changes and enhancements to education and training policies and management in the nation’s 44–year–old Job Corps program. "We want to thank the advisory committee for its recommendations, which will help make Job Corps more successful in preparing students for real–world jobs in the 21st century worldwide economy," said Secretary Chao.
In noting that the panel’s recommendations validate the Job Corps’ ongoing work, National Director Esther Johnson said, "I, too, want to thank the committee for helping Job Corps address the challenges it faces to provide 21st century job training and education to the youth population it serves. This report positions the Job Corps program for continued success."
The committee’s recommendations include providing students with better "real–world" career and technical education and training curricula — based on nationally recognized industry standards and needs — to produce career–ready, employable youth for high–skill, high–wage occupations. It also suggests that Job Corps emphasize postsecondary education for students, which will lead them to higher–level apprenticeships, postsecondary credentials and licensures, and better paying jobs. Another recommendation is to build better partnerships with educational institutions, and especially high–growth industries, to showcase Job Corps youth as highly sought after students and employees. Finally, clean entry drug testing at all Job Corps centers is recommended to provide students with a safe environment conducive to serious training and education.
The 70–page report, available online at http://jobcorps.dol.gov/article_pg1.htm, also recommends simplifying and streamlining systems used to collect data and evaluate the performance of Job Corps centers; better marketing of the program as a unique federal scholarship program that produces successful outcomes; and improving center services to Job Corps students with disabilities. The committee’s members represent employers, private and public contractors, the military, educators, trainers and various other communities that play important roles in advising Job Corps on its future.
This report highlights noteworthy business practices by which employers are complying with their equal employment opportunity obligations and diversity objectives. The following is excerpted from the Executive Summary of the report.
Commissioner Reginald E. Jones was appointed by Chairman Gilbert F. Casellas to head the Task Force to study "best" equal employment opportunity policies, programs, and practices of private sector employers. While the Equal Employment Opportunity Commission (Commission or EEOC) is the enforcement agency responsible for compliance with its statutory mandates, the Commission has an important role in facilitating voluntary compliance through education, training, outreach, and policy guidance. Indeed, the primary goal of the Task Force is to facilitate voluntary compliance in its examination of business policies, programs, and practices that will be useful to employers in structuring systems and policies that are consistent with their business priorities as well as with their equal employment opportunity (EEO) obligations and diversity objectives. The Task Force also has presented employers with the opportunity to showcase those policies, programs, and practices of which they are particularly proud.
Accordingly, the Task Force set out to look at noteworthy business practices by which employers are complying with their EEO obligations and diversity objectives, especially practices thought of as creative or innovative. The Task Force also set out to catalogue its findings in such a way that they will be useful to employers, especially smaller and medium–sized employers that are less likely to employ professional personnel and legal staffs. Additionally, ideas were solicited about how the Commission could better assist entities in developing best policies, programs, and practices. The Task Force thus examined what statutory, regulatory, policy or operational changes by the Commission may better facilitate the development of best policies, programs, and practices.
The Task Force divided its study of policies, programs, and practices into six major groupings:
The focus of "recruitment and hiring" is on affirmative recruitment programs designed to create a diverse workforce, such as internships, recruitment strategies, and education and training programs used for hiring. The focus of "promotion and career advancement" is on programs that have eliminated barriers to the advancement of women, people from diverse ethnic and racial groups, persons with disabilities, and older workers (those forty or older). Such programs as mentoring, education and training for purposes of promotion, and career enhancement initiatives were considered in this group. The focus of "terms and conditions" is on disability and religious accommodation programs, and on sexual harassment, pay equity, insurance, employee benefits, and work–life and family–friendly policies and practices. The focus of the section on "termination and downsizing" is on such areas as retraining and placement programs for employees displaced by downsizing programs, nondiscriminatory early retirement programs, and insurance. "Alternative dispute resolution" focuses on early resolution of employment discrimination complaints and voluntary and effective alternative dispute resolution programs. The "other" category embraces any other policies, programs, or practices not readily identifiable in the previous five groups or where there was an overlap between or among groups.
Since management commitment and accountability are driving forces behind a company’s EEO policies, programs, and practices, it was decided to devote a part of the discussion in the report to this factor as well, thus creating a seventh grouping of "management commitment and accountability." In terms of commitment, the Task Force looked at what management was saying and doing. In terms of accountability, the Task Force looked at tools such as performance appraisals, compensation incentives, and other evaluation measures to reflect a manager’s ability to set high standards and demonstrate progress.
The Task Force also decided to discuss a group of companies that have EEO programs that are particularly noteworthy from a comprehensive perspective. These companies addressed most, if not all, of the elements delineated above and deserve comprehensive recognition for their programs. The Task Force, in addition, recognized various partnerships, involving companies and the facilitation of employment opportunities with other organizations and/or individuals.
The Task Force developed criteria setting forth what a "best practice" is and does, which will be discussed, infra. The best practices selected were generally viewed in terms of those criteria. The Task Force also focused on those submissions that were more detailed in terms of the description of the practice and how it worked, and that persuasively explained why the practice was of a noteworthy nature. Furthermore, the Task Force favored those practices that were presented with supporting data as to their effectiveness.
From the outset, submitting employers recognized that the information the Task Force was seeking went beyond simple compliance with the EEO laws enforced by the EEOC. When they received the Task Force request to hear about "Best Practices," they knew that this meant more than just complying with the minimum requirements of the law. No, this term inherently focuses on what a company is doing at the level of compliance and beyond.