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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.

Addressing Staffing Shortages: Lessons from Advance Opportunities

This promising practice describes how Advance Opportunities, an employment provider in Minnesota, implemented a multi-faceted approach to address a staffing shortage that was made worse by COVID-19 Public Health Emergency. These approaches included investing in a dedicated HR staff member, changing recruitment methods, starting a mentorship program for new staff, creating a friendly work environment, optimizing their workflows to improve efficiency, and providing financial incentives. As a result, Advance was able to recruit and retain talented employment staff.

Rise: A Data-Driven Approach to Hire and Retain Staff

Rise, a Minnesota-based nonprofit, implemented new hiring and retention practices to target potential employees in untapped applicant pools. Rise used internal data to better identify promising job candidates and track employee activities to better allocate pay raises. With the creation of employee metrics, Rise was able to define clear paths for professional development and promotions into higher paying positions while rewarding good results. Learn more!

How Udac Changed its Culture to Support Staff Recruitment and Retention Strategies

This promising practice describes how Udac, a Minnesota-based provider, stopped providing facility-based 14(c) special subminimum wage employment services and moved toward community-based programs that support individuals to work in integrated settings and engage in their communities. During the transformation process, Udac implemented several strategies aimed at hiring and retaining high-quality employees and supporting them to acquire the necessary skills.

Addressing Staffing Shortages in Employment Services: Trillium’s Strategies for Recruitment, Training, and Retention

This promising practice describes how Trillium, an employment provider in Washington State, faced staff shortages and implemented several strategies to address them. These approaches included building relationships with their community, supporting staff professional development, empowering their employees, and offering financial incentives for new hires.

Moving Forward after COVID-19: Implications for Ongoing Use of Remote and Virtual Supports in Promoting and Supporting Integrated Employment

This brief describes the findings from a survey developed and implemented by the Association of Persons Supporting Employment (APSE) on how employment and day service providers used remote and virtual supports. Findings from the survey and a set of considerations to improve employment services, policies, and practices based on lessons learned are offered.

Ohio’s Technology First Policy: Enabling Swift Delivery of Remote Supports During the Covid-19 Pandemic

Ohio’s Technology First policy ensured that people eligible for services through Department of Developmental Disabilities had increased opportunities to live, work, and thrive in their homes and communities during the Covid-19 pandemic through state-of-the-art planning, innovative technology and supports.

Key Findings and Lessons Learned from Research on Integrated Employment for individuals with IDD

This presentation highlights key findings and lessons learned from the RRTC on Advancing Employment for People with IDD (2014-2019). ICI staff discuss a “knowledge to action” agenda that applies empirical data towards the development of strategies to positively impact the employment outcomes of individuals with IDD and their families.
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