The LEAD Center is led by National Disability Institute and is funded by the Office of Disability Employment Policy, U.S. Department of Labor, Grant No. #OD-23863-12-75-4-11

Equal Opportunity in the

Workforce SystemNASWA Equal Opportunity (EO) Training

October 31, 20133:30PM EST

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TODAY’S SPEAKERS

Michael MorrisPublic Policy Team Lead, LEAD Center

Executive Director, National Disability Institute

Bobby SilversteinPrincipal, Powers Pyles Sutter & Verville PC

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The National Center on Leadership for the Employment and Economic Advancement of

People with Disabilities (LEAD) is a collaborative of disability, workforce and economic empowerment organizations led by National Disability Institute with funding from the U.S. Department of Labor’s

Office of Disability Employment Policy, Grant No. #OD-23863-12-75-4-11.

AGENDA

Overview of LEAD Center Centers for Independent Living (CIL) Demonstration Project

Examples of the public workforce system’s innovative policies and practices Connecting with the LEAD Center

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LEAD CENTER HISTORY AND PRIORITIES

Established in October 2012 as an initiative of National Disability Institute.Funded by the Dept. of Labor Office of Disability Employment Policy (ODEP). Focus on Employment, Economic Advancement and Leadership (Public Policy) for people with disabilities.Collaboration with:

7 National Organizational Partners9 Subject Matter Experts16 Knowledge-Transfer Dissemination Partners

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LEAD CENTER & NASWA PARTNERSHIP

Developed a strategic partnership during LEAD Center’s first year

LEAD Center presented to NASWA EO CommitteeNASWA identified EO officers to interview for policy analysis of State Workforce Investment MOAs

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LEAD CENTER MISSION

To advance sustainable individual and systems level change.To produce results that improve, competitive integrated employment and economic self-sufficiency outcomes for individuals across the spectrum of disability.

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LEAD CENTER EXAMPLE: CIL DEMONSTRATION PILOT

5 CILs are fostering greater partnership with their local AJCs to increase utilization of AJC services by CIL customers seeking employmentExpected Outcomes and Objectives:

Develop Promising Best Practices to Produce a Replicable Model for other CILs to Utilize.Improve Employment Outcomes of Job Seekers with Disabilities.Expand CIL Impact and Expertise to Create System Change.Improve AJC Service Delivery.

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WIA RESPONSIBILITIES REGARDING PERSONS WITH DISABILITIES

State plans SWIBs and LWIBs Governors (Methods of Administration (MOA))

WIA Section 188 Disability Checklist identifies basic requirements, includes list of questions and examples of non-mandatory practices

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PROMISING PRACTICES IDENTIFICATION

Identified promising and emerging practices for enhancing programmatic accessibility based on:

Review of State Methods of Administration PlansReview of promising practices identified by statesReview of documents prepared by the Disability Employment Initiative

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INPUT PROVIDED BY:

NASWA EO CommitteeCivil Rights CenterDOL- Employment and Training AdministrationDOL- Office of Disability Employment PolicyDEI GranteesNDI Consulting, Inc.

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EXAMPLES OF PRACTICES USED BY AMERICAN JOB CENTERS

Dedicated StaffMarketing and OutreachConsultation with Community GroupsOperational CollaborationPartnerships and LinkagesTraining of StaffRegistration and OrientationPerson-Centered Employment PlanningIntegrated Resource Teams

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EXAMPLES OF PRACTICES USED BY AMERICAN JOB CENTERS, CONTINUED

Individualized Resource MappingAsset Development StrategiesCustomized EmploymentService Delivery to YouthAdequate Network of and Payment to ProvidersGoals, Objectives, Data CollectionMonitoring and Continuous Improvement

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DEDICATED STAFF

Assign dedicated staff with expertise in provision of services and supports to:

Enable navigation to higher paying jobs and economic security for individuals with disabilitiesProvide support to staffLeverage funds and resourcesConduct outreach to disability communityProvide training

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MARKETING AND OUTREACH

Include in general presentations statements that people with disabilities are encouraged to use services and supportsWork with employers and employer groups to understand value of flexibility and customizing employment to recruit and hire a diverse workforceOffer customized training in specific skills needed by employees with disabilities

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MARKETING AND OUTREACH, CONTINUED

When conducting outreach, include speakers with disabilitiesHold tours in partnership with disability organizationsHold off-site presentations in accessible locationsSend notices to entities and groups that serve people with disabilities

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CONSULTATION WITH COMMUNITY GROUPS

Identify partners in the disability community who will engage in ongoing collaborationCoordinate cross-training with various community-based organizations to facilitate up-to-date information on topics such as:

Disclosure of disabilitySocial Security work incentivesADA and reasonable accommodationEmployer resources such as JAN

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OPERATIONAL COLLABORATION

Use common intake form for all new customersDevelop a universal release of information form that addresses:

Disclosure of personal informationWhy disclosure may be appropriatePersonal information individual permits to be disclosed and to whom

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PARTNERSHIPS AND LINKAGES

Convene working group to address systemic barriers to joint service provisionInclude WIPA benefit counselors Maintain list of local resources available to staff and customers

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TRAINING OF STAFF

Conduct cross-training to promote relationships between staff, partners and community organizations Provide ongoing awareness training to staff and partners on a range of subjectsUse ETA’s Workforce3One website Disability and Employment Community of Practice

https://www.workforce3one.org/

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REGISTRATION AND ORIENTATION

Consider:Options for privacyAsking all customers about need for accommodationsPartially lowering front desksPresentation during orientation on customers’ rights Providing accessible formats in writing and reviewing them verbally during orientationProviding a packet describing disclosure rights, considerations, and obligations

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PERSON-CENTERED EMPLOYMENT PLANNING

Develop an individualized plan for employment using career exploration and discovery process,

Actively involve the job seeker

Help job seekers create presentational portfolios for employersProvide self-advocacy training to job seekers with disabilities

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INTEGRATED RESOURCE TEAM

Provide services and supports in tandem with other partners for job seekers who need access to multiple service providers and resourcesCoordinate resources to meet the needs of job seekers through a full range of core, intensive, and training services including

Community service organizationsPublically funded service delivery systemse.g., Medicaid, Mental Health, Developmental Disabilities

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INDIVIDUALIZED RESOURCE MAPPING

Offer job seekers the opportunity to prepare resource plans that include an explanation of available resourcesOffer the opportunity to “map” career goals, challenges, and resources and increase effective teamwork and communication between community systems and partners

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ASSET DEVELOPMENT STRATEGIES

Enhance long-term economic self-sufficiency, including:

financial literacy training, individual development accounts, PASS and other SSA work incentives, the Earned Income Tax Credit and other tax provisions, and self-directed benefit and resource accounts

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CUSTOMIZED EMPLOYMENT

Flexible Process Individualized relationship between job seeker and employer

Based on determination and discovery of strengths and interests

Determined through Discovery (Individual and/or Group)

Often takes the form of:Task reassignment, Job carving, and Self-employment

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SERVICE DELIVERY TO YOUTH

Use Guideposts for Success including:School-based preparatory experiencesCareer preparation and work-based experienceYouth development and leadershipConnecting activities

Transportation, Health care Financial planning

Family involvement and support

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ADEQUATE NETWORK OF AND PAYMENT TO PROVIDERS

Integrating services and blending and braiding of funds from multiple sourcesBecome and operate a Center-based Employment Network under the SSA Ticket to Work ProgramUse payment mechanisms that take into consideration additonal costs of providing auxiliary aids and accommodations

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GOALS, OBJECTIVES, DATA COLLECTION

What gets measured, gets done.Analyze data, including meaningful participation by individuals with disabilities in and use of core, intensive, and training services.Ensure that management information systems comply with legal requirements including storage and confidentiality.

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MONITORING AND CONTINUOUS IMPROVEMENT

Recruit a team of diverse community members

Assess efficacy of Centers and partners

Regularly engage a “secret shopper”Assess the experience of job seekers with disabilities

Develop action-oriented plansEnsure continuous improvement of efforts

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LEARN MORE

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