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Custom Alterations: Tailoring job readiness for individuals with disabilitieS

Custom Alterations: Tailoring job readiness for individuals with disabilitieS. Leah Rudy, LSW Hayley Stokar, LSW.

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Custom Alterations: Tailoring job readiness for individuals with disabilitieS

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  1. Custom Alterations: Tailoring job readiness for individuals with disabilitieS Leah Rudy, LSW Hayley Stokar, LSW

  2. PRESENTERS:Leah Rudy, LSW--Youth and Disability work at JVSHayley Stokar, LSW--Deaf/Hard-of-Hearing Services at JVSCurrent Service Structure: assessment, job readiness, placement, follow-up, closureGROUP MEMBERS:Members of the disability community?Working with youth?Working with people with disabilities?Other professional cross-sections?

  3. What is Job Readiness? • Preparing an individuals for the world of work. • Discussing job opportunities and realistic jobs. • It is important to discuss appropriate work behavior, getting to work on time, dressing appropriately and meeting the needs of the employer. • (2013, 10 8). Retrieved from http://fldoe.org/cc/glossary.asp

  4. COMPONENTS OF JOB READINESS-Documents(resume, cover letter, references, cards)-Appearance(hygiene, attire, body language)-Rehearsal (behaviors, consistency, interview responses)-Transportation (planning, reserving, fare cards, dry runs, backup)(Stokar and Rudy, 2013)

  5. DISABILITIES SUB-SETS(not a comprehensive list! People are unique and do not fit nicely into boxes)INTELLECTUAL/COGNITIVEDEVELOPMENTALMENTAL ILLNESSPHYSICAL/MOBILITYDEAF/HARD OF HEARINGBLIND/VISUALLY IMPAIREDCO-OCCURRING/MULTIPLE DISABILITIES

  6. Definition of Intellectual Disability: A disability that involves a significant limitations with both intellectual functioning and adaptive behaviors (“Accommodation and compliance,” 2013) On the Job Accommodations: • Reader or writer when filling out forms or applications • Assistance with Time Management • Job Coach Accommodation and compliance series, employees with intellectual or cognitive disabilities. (2013, 03 07). Retrieved from http://askjan.org/media/intcog.html Intellectual/Cognitive Disabilities

  7. Pervasive Developmental delay (spectrum) Explanation of systems and social expectations Schedules & Protocols Strategies for Communication (verbal vs. written) Environmental & Sensory Management (reasonable accommodation) “job-site training, the assumed best practice for teaching vocational skills, is likely to be more effective if supplemented with simulation training” Lattimore, L.P., Parsons, M.B., & Reid, D.H. (2006) Enhancing job-site training of supported workers with autism: A reemphasis on simulation. Journal of Applied Behavioral Analysis . 39(1), 91-102.

  8. Definition of Mental Illness: A medical condition that disturbs a person’s thinking, feeling, mood and/or ability to relate to others. ("National alliance on," 2007) On the Job Accommodations: • Medication compliance • Emotional Support • Work schedule and time restraints National alliance on mental illinios. (2007, 01 01). Retrieved from http://www.nami.org/Template.cfm?Section=About_Mental_Illness&Template=/ContentManagement/ContentDisplay.cfm&ContentID=53155 Loy, B. (2007, 03 07). Accommodation and compliance series: employees with mental health impairments. Retrieved from http://askjan.org/media/psychiatric.html Mental illness

  9. PHYSICAL/MOBILITY Reading job description wording carefully (essential v. non-essential) Planning transportation – Para-transit Requesting reasonable Accommodations/Environmental Modification Designating support networks When using service animals: legalities and benefits Veterans and civilians with recently acquired physical disability

  10. Deaf/Hard-of-Hearing Communication styles English comprehension assessment American Sign Language--Interpreters Formality levels: hearing vs. deaf culture Technology: Videophone, FM loops, IM/email, C.A.R.T. Self-advocacy- ADA, general habits of marginalization

  11. Difference between Blind and Low Vision: Low vision is a medical term used to describe visual impairments that cannot be corrected by glasses or contacts. (Massof, 2006) Blindness might also refer to a person with no vision. On the Job Accommodations: • Differing accommodation between no vision and low vision • Assistive Technologies: Magnifier, Photo copier with enlarged paper materials, JAWS software • Navigational aids: Cane or service animals Massof, R. (2006, 11). Low vision and blindness: Changing perspective and increasing success. Retrieved fromhttps://nfb.org/images/nfb/publications/bm/bm06/bm0610/bm061005.htm Loy, B. (2013, 03 26). Accodmmodation and compliance series: employee with vision impairments. Retrieved from http://askjan.org/media/sight.html Blind/Low Vision

  12. Multiple/co-occurring Disabilities

  13. TAKING IT TO THE GROUP: WHAT EXPERIENCES HAVE PEOPLE HAD WITH JOB READINESS AND PEOPLE WITH DISABILITIES?

  14. www.askjan.org • Americans with Disabilities Act www.ada.gov • Equal Employment Opportunity Commission www.eeoc.gov • National Association of the Deaf www.nad.org • Autism Speaks www.autismspeaks.org • National Federation of the Blind www.nfb.org • American Association of People with Disabilities (AAPD) www.aapd.com • Screen Reader www.screenreader.net Online resources

  15. Question and answer Hayley Stokar: hayleystokar@jvschicago.org Leah Rudy: leahrudy@jvschicago.org

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