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Jean Winsor

Jean E. Winsor is a Senior Research Associate and Project Manager at the Institute for Community Inclusion (ICI). Her research focuses on state systems and integrated employment, with an emphasis on bridging research to practice through technical assistance to employment system stakeholders. She is the coordinator for the StateData.info project, is a policy specialist for the State Employment Leadership Network (SELN),, and is Project Director for the Florida EmployMe1st Project.

During her tenure at ICI she has investigated the policies and practices of states with high rates of integrated employment, states that have engaged in multi-agency systems change to support youth and adults with intellectual and developmental disabilities to obtain community employment, and states that are using Employment First agendas as a catalyst for systems change. Dr. Winsor has also engaged in research to better understand the methods states use to collect data on employment outcomes, the strategies states use to fund employment services, and the factors that impact the choices individuals with intellectual and development disabilities make about employment.

Prior to joining ICI in 2002, Jean provided school and community-based supports to adolescents and adults with IDD for ten years.  Dr. Winsor received her B.A. in Psychology from Binghamton University-SUNY and her M.S. in Educational Psychology and Methodology from the University at Albany-SUNY. She is a graduate of the Ph.D. in Public Policy Program with a Concentration in Special Education and Disability Policy at the John W. McCormack Graduate School of Policy and Global Studies at the University of Massachusetts Boston.

Click here to follow Dr. Winsor's work on SelectedWorks.

What are the Most Important HCBS Waiver Elements for Increasing Integrated Employment Participation? Results of a Delphi Process with IDD Agency Staff

This Research to Practice brief examines how state Medicaid HCBS waiver design affects access to integrated employment for people with IDD by analyzing state funding policies, identifying predictors of better employment participation, and gathering expert input through a Delphi panel. Findings indicate that strong funding incentives and staff capacity are most critical for improving employment outcomes, while transportation remains a major barrier.

The Relationship between State IDD Agency Employment Payment Methods and Employment Service Provision for People with IDD

This Research to Practice brief highlights findings from a study analyzing 101 Medicaid HCBS waivers and national survey data to explore how waiver features relate to integrated employment services. The study identifies policy elements that may enhance employment outcomes for individuals with IDD across the U.S.

Pennsylvania: Using Funding to Improve Integrated Employment Services

During the COVID-19 pandemic, Pennsylvania’s IDD agency restructured its funding and service delivery to better support integrated employment for people with disabilities. The state used federal relief funds to stabilize services, expand remote supports, and invest in assistive technology. By embracing teleservices and outcome-based payment models, Pennsylvania created a more flexible and inclusive employment service system. These changes continue to shape long-term improvements in service access and delivery.

Tennessee: Using Funding to Improve Integrated Employment Services

The ICI/UMass Boston launched this project to examine how state IDD agencies’ contracting and payment methods support innovative employment services, assistive technology access, and workforce development. Eight states with relevant financing strategies were selected. In Tennessee, the IDD agency emphasized technology, staff training and certification, and quality-based incentives to improve employment services for individuals with IDD.

Oklahoma: Using Funding to Improve Integrated Employment Services

The ICI/UMass Boston has examined how state IDD agencies use contracting and payment methods to support innovative employment services, assistive technology, and workforce development. Oklahoma exemplifies this through strategic planning, policy adaptation, and strong partnerships. Its efforts to enhance employment opportunities with technology offer valuable insights for other states aiming to improve remote service delivery and employment outcomes for individuals with IDD.

Ohio: Using Funding to Improve Integrated Employment Services

The ICI/UMass Boston has been studying how state IDD agencies’ contracting and payment methods supported the use of innovative employment services, access to assistive technology, or improvements in the employment services workforce to ensure access to high-quality employment services. This promising practice highlights Ohio’s approach to advancing IDD services through technology. With strategic planning, collaboration, and targeted funding, Ohio enhances independence and service quality for individuals with disabilities. Its long-term commitment demonstrates how technology can improve outcomes, offering valuable insights for other states seeking to modernize and innovate service delivery.

Missouri: Using Funding to Improve Integrated Employment Services

The ICI/UMass Boston has examined how state IDD agencies use contracting and payment methods to support innovative employment services, assistive technology access, and workforce improvements. This promising practice highlights Missouri’s approach. Missouri’s integrated employment initiative uses a dynamic, data-driven model focused on technology integration, innovative and value-based payment systems, and data-informed quality assurance to enhance employment outcomes for individuals with IDD.

How Service Providers Can Promote Staffing Recruitment and Retention

This brief highlights promising practices identified across five community rehabilitation providers (CRPs) in Washington, Minnesota, and Wisconsin. In the past four years, these CRPs have implemented new and creative strategies to overcome staffing shortages. This brief draws findings from in-depth, semi-structured interviews with leaders and staff of the agencies. We present the promising practices these CRPs used as well as suggestions for other service CRPs to replicate these strategies. Read the brief.

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