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
6 June 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 ]
Good morning Navigators. So, do you ever wonder what companies are “disability friendly?” Well, the 2008 DiversityInc article list the top ten companies, which include: IBM, Eastman Kodak, PepsiCo, Kaiser Permanente, Health Care Service Corp, Sodexo, Starwood Hotels & Resorts, General Motors, Deloitte, and Novartis Pharmaceuticals. Check out info on each under the “For Your Info/Action” section and access the article to read more at http://www.diversityinc.com/public/3573.cfm. Share this list with the community service providers and One–Stop business/employment services staff…
It’s that time a year again when the U.S. Census Bureau updates their Facts for Features on the anniversary of the Americans with Disabilities Act, which is July 26th. This issue includes some great facts that you can include in flyers, brochures, factoids, marketing materials…Your work is making a difference….because of your efforts more people with disabilities are finding more effective and meaningful employment opportunities, but there is still more work to be done. According to this issue:
Read more under “Resources of Interest” and access the issue at:
[ http://www.census.gov/Press-Release/www/releases/archives/facts_for_features_special_editions/011953.html ]
[ http://www.census.gov/Press-Release/www/releases/archives/cb08ff-11.pdf ]
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Under Websites of the Week check out two great resources to connect the employer/business community to:
While the latter was created by the Illinois Department of Employment Security (IDES) and the Chicago Jobs Council it has a lot of great info/resources for all on bringing together the growing body of workforce resources available to those who assist ex–offenders.
[The following is an excerpt from the article. Access the URL to read the full story.]
Winners were recognized for incorporating dignified, respectful and accurate depictions of people living with mental health problems into their programs and films. The Substance Abuse and Mental Health Services Administration (SAMHSA) also recognized outstanding community leaders with mental illnesses who have had a positive impact on the acceptance of people with mental health problems in society. According to the May 29th SAMHSA news release, “Writers and producers from “The Sopranos,” “Monk,” “Dirt,” Reign Over Me, and others were honored at the 2008 Voice Awards hosted by award–winning actor and mental health advocate Joe Pantoliano and Hairspray film star Nikki Blonsky, at Paramount Studios in Los Angeles.”
Access the URL to read the full story.
Workforce Innovations 2008: Success Decoded will bring together local, state and national–level strategic workforce investment partners to learn from successes and cultivate the talent development solutions needed in today’s global economy. Workforce Innovations is the premier annual conference promoting collaboration among leaders from workforce development, business, economic development, education, community–based organizations, and philanthropy.
For those who will be attending this year’s premier event, there will be many great workshops and exhibits to choose from. In this issue and in future issues, we will highlight workshops of interest you may wish to check out.
If you are planning to attend Workforce Innovations, be certain that your plans include participating in this very informative workshop on the Ticket to Work Program, including the final regulations, new practices, resources, and tools to enhance strategies in a recent DOL Training and Employment Notice. This is your chance to personally interact with colleagues who are implementing this strategy at the state and local levels and to develop an individualized action plan to take back.
The Ticket to Work and Work Incentives Improvement Act was
enacted in 1999 to expand the employment opportunities for
Social Security beneficiaries (Supplemental Security Income
(SSI)) or Social Security Disability Insurance (SSDI)) by providing
incentives and options for them to enter or re–enter the world
of work. The Ticket Program is intended to provide SSI and
SSDI beneficiaries with greater choices in obtaining employment,
vocational rehabilitation, or other support services from public
and private providers approved to function as Employment Networks
(ENs). This voluntary program will enable beneficiaries to
obtain, regain, or maintain employment and to reduce their
dependency on cash assistance. The new regulations revise the
reimbursement process and provide greater financial incentives
and flexibility to make the Ticket Program more attractive
for providers, making it more viable for One–Stop Career Centers
and LWIBs to become ENs.
Iowa and Jacksonville represent two One–Stop Career Center models for becoming ENs. States will have an opportunity to hear first–hand from Iowa and Florida: how their One–Stop Career Centers/LWIBs became ENs; the challenges; milestones of progress; and potential return on investment. Participants will have the opportunity to personally interact with their colleagues who are implementing this strategy at the state and local levels; develop an individualized action plan to take back; and receive a "walk–through" of the EN application process.
One–Stop Career Centers and LWIBS should consider becoming ENs because this program is a potential funding source for any entity that provides return–to–work services to Social Security beneficiaries with disabilities. It is likely that you are already providing such services to your customers with disabilities. This makes good business sense and will enable you to leverage funding to maximize services to your customers and better respond to the needs of your business customers. ETA has been working with SSA to promote the Ticket Program to One–Stop Career Centers and LWIBs. The Disability Program Navigators (DPNs) are playing a leadership role in this process. There area myriad of tools and resources to assist you as you explore and implement Ticket to Work in your area.
REGISTRATION: To register for this pre–conference learning lab, please RSVP by sending an e–mail to Laura at E–mail LFarah8@aol.com. Include your name, program affiliation, e–mail address and phone.
Learning Lab Flyer: If you would like to share more information about this learning lab with your colleagues (One–Stop Partners/LWIBs), send an e–mail to E–mail LFarah8@aol.com to request a one–page flyer….Help spread the word!
Access to skilled talent and the ability to leverage public and private resources are two important factors driving regional economic transformation. As regional leaders develop their implementation plans, they should consider the significant available resources devoted to assessment, education, training and support for individuals with disabilities. Learn how the Metro Denver and Southwestern Connecticut WIRED regions are meting employer demand by taping into the labor pool of individuals with disabilities and leveraging disability–related resources.
[The following includes excerpts. Access the URL to read all of the current facts about the ADA.]
On this day in 1990, President George H.W. Bush signed into law the Americans with Disabilities Act (ADA), guaranteeing equal opportunity for people with disabilities in public accommodations, commercial facilities, employment, transportation, state and local government services, and telecommunications.
Unless otherwise indicated, all the data are from the Americans
with Disabilities: 2002 report at
http://www.census.gov/Press-Release/www/releases/archives/aging_population/006809.html
As public and private workforce development systems strive to meet the diverse needs of their business and career seeking customers, staff need a clear understanding of how to design programs, services, and activities that provide genuine, effective, and meaningful opportunities for all. Universal Design for the Workforce Development System is a collection of tools and best practice findings from the field, all of which are deigned to promote a workforce development system that is both responsive to local needs and realities, and able to meet the needs of its businesses and career seeker customers.
The Universal Design systems change process is intended to be broadly and robustly collaborative, and these tools provide system leaders and change facilitators everything they need to engage in a process of lasting and meaningful systemic development.
This website was developed by the DBTAC National Network of ADA Centers as a comprehensive resource for training materials on the Americans with Disabilities Act (ADA). This website features a centralized Search for Training Materials such as Case Law, Case Studies, Handouts, Statistics & Quotes, and TIPS sheets, and also contains information about various Events and training opportunities such as Webcasts, Audioconferences, and Courses.
Additionally, there are “Solutions” pages that highlight events, materials, and Frequently Asked Questions (FAQs) on the ADA for: Individuals and Advocates; Architecture and Design Professionals; Business Owners and Managers; Employers; and State & Local Government entities.
Disaboom, Inc. was founded to develop the first interactive online community dedicated to constantly improving the way people with disabilities or functional limitations live their lives. It will also serve as a comprehensive online resource not only for people living with such conditions, but also their immediate families and friends, caregivers, recreation and rehabilitation providers, and employers. There are more than 54 million American adults living with disabilities or functional limitations today in the United States alone. Founded and designed by doctors and fellow disaboomers to meet this community’s specific needs, disaboom.com brings together content and tools ranging from specialized health information to social networking to daily living resources, in a single interactive site.
This website was created by the Illinois Department of Employment Security (IDES) and the Chicago Jobs Council as a project of the Governor’s Working Group on Community Safety and Re–entry to bring together the growing body of workforce resources available to those who assist ex–offenders.
The resources will assist frontline, service provider staff to better understand their clients, work more effectively with employers, and help their clients access all the resources and supports they will need to be successful in the workplace.
While it is Illinois specific, it includes some beneficial information and resources for any entity that works to connect the ex–offender population to employment opportunities.
This new website is a project of the Washington Initiative for Supported Employment. The site profiles people with developmental disabilities throughout the Pacific Northwest. These individuals have forged valuable relationships and roles with their coworkers, employers, and community members, and possess solid workplace skills. It is funded by the Boeing Company, Adobe Systems Incorporated, and the Washington State Division of Developmental Disabilities. It has over 60 (and growing) stories of people with significant disabilities working in paid community jobs, and includes text, photos, and videos.
Youth with disabilities face many challenges as they move from secondary education to competitive employment, postsecondary education and training, and community participation. Families play a vital role in supporting youth during this transition, often functioning as a youth’s first, most knowledgeable and most consistent “case manager,” who not only assists with service coordination and career exploration, but also provides transportation, housing, and other supports.
One vital aspect of a successful transition for youth with disabilities that is often overlooked is appropriate disability disclosure. When youth are in the secondary school system, they are participating in a system of entitlement, where educational services for youth with disabilities are required by Federal law. Once a youth moves to adult systems, whether they are disability–focused or not, there are eligibility criteria that have to be met to receive services. Many youth and families are confused when they move from a world where supports were assumed to be available to a world with new and unfamiliar adult eligibility requirements. Adding to the confusion, adult services are often provided through multiple agencies with eligibility requirements that differ from agency to agency. Often, disclosure is the key to accessing adult services and the kinds of disability–related accommodations the youth received in special education from postsecondary settings and in employment. Therefore, families and advocates need to help youth understand the importance of disclosure and work to prepare youth to disclose appropriately.
As a result, many youth have not had the opportunity to pursue career options that they found motivating and satisfying. Today, vocational programs for youth in transition focus on the skills, knowledge, and abilities that youth can contribute to the work place. A large part of this effort lies in accurately identifying a youth’s assets and sharing this information with the youth and those who work with him or her.
Many young people leave high school uncertain of their interests and abilities and unprepared to choose or pursue a career. Effective career planning and assessment for transition–age youth allows them to consider multiple options, act with self–advocacy, bridge academic and career plans, and equip themselves with critical information (Borgen & Amundsen, 1995). Career planning and assessment focuses on four distinct domains:
Each is examined in detail in NCWD/Youth’s larger publication, Career Planning Begins with Assessment. This paper focuses on the “vocational domain” and how assessment activities support career related activities.