What are some of the best ways to train staff who support people with intellectual and developmental disabilities? You'll find a variety of approaches and suggestions for staff training and development in the resources below.
This Spotlight on Research shows that on average, employment consultants invest most of their work hours (44%, 3.5 hours/day) in either administrative activities or non-employment related activities, compared to only about 30% (2.4 hours/day) in supports that lead to hiring of job seekers with disabilities.
Making decisions is not just about our skills. It is essential to take a close look at the amount and variety of opportunities being presented to people with intellectual and developmental disabilities. Always ask, “Are these the same possibilities available to people without disabilities?” The system is eager to measure our capacity. We recommend focusing on assessing the ability of teachers and support staff to be effective communicators and providers of reasonable accommodations. A person’s capacity to teach as well as learn is fluid and changes all the time.
Download the brief here. Strengthening the effectiveness of employment services for job seekers with disabilities is key for improving their employment outcomes and their financial self-sufficiency. The purpose of this brief is to examine the quality of employment services available to job seekers with disabilities, and to offer recommendations for improvement. Findings are from a longitudinal study that involved 61 employment 37 employment programs in 17 states.
Effective supervision of employees with intellectual or developmental disabilities can be challenging for businesses that may not have experience in hiring people with diverse support requirements. This is largely due to the relatively low participation rates of people with disabilities in the workforce. This is, thankfully, changing as more businesses are seeing the value of diversifying their workforce, which includes hiring people with diverse cognitive abilities like people with intellectual or developmental disabilities.
Interviews with 16 employment consultants-triangulated with job seekers, family members, and supervisors-revealed a model of employment supports aligned with the elements described in the literature, although with an added emphasis on (a) building trust as a key element starting from day one; (b) a circular process converging on the job match; (c) and flexible intensity of supports.
This brief aims to share information learned from two studies: 1) interviews with employment consultants; and 2) a Delphi process to determine what characteristics are most critical for organizational transformation from facility-based to community-based integrated employment for people with IDD. The relationship between study findings will be explored and a relational model will be introduced. Download the brief here.
Watch the recorded webinar here. Employment consultants are the backbone of direct service. Their efforts can bridge the gap between job seekers with intellectual and developmental disabilities (IDD) and fulfilling jobs in the community. However, employment consultants' work isn't always given full recognition. And they face daily challenges. They must support job seekers, market agency services to employers, and balance job development tasks with administrative responsibilities.