BACKGROUND: Work experience programs are a common element of work-based learning for youth with disabilities under the Workforce Innovation and Opportunity Act, but few studies have focused on the effectiveness of these programs for youth who are blind or have low vision (B/LV). OBJECTIVE: The purpose of this study was to examine the impact of a vocational rehabilitation (VR) agency-sponsored summer work experience program on employment outcomes for transition-age youth with B/LV. METHODS: In this retrospective cohort study, we used propensity score matching to analyze de-identified case records obtained from a VR agency. Participants were 14 to 24 years old at VR application and had a primary or secondary disability of blindness, visual impairment, or deaf-blindness. The matched sample (N = 302) included 151 youth who participated in the program and 151 youth who did not participate. RESULTS: Summer work experience participants were more likely to obtain competitive employment at VR case closure than non-participants. Work hours and hourly earnings did not differ significantly between the two groups. CONCLUSIONS: These findings support the association between paid community-based work experiences and future employment for B/LV youth who receive VR services.
{"title":"Impact of a summer work experience program on employment outcomes for youth who are blind or have low vision","authors":"Jennifer L. Cmar, Michele C. McDonnall","doi":"10.3233/jvr-221207","DOIUrl":"https://doi.org/10.3233/jvr-221207","url":null,"abstract":"BACKGROUND: Work experience programs are a common element of work-based learning for youth with disabilities under the Workforce Innovation and Opportunity Act, but few studies have focused on the effectiveness of these programs for youth who are blind or have low vision (B/LV). OBJECTIVE: The purpose of this study was to examine the impact of a vocational rehabilitation (VR) agency-sponsored summer work experience program on employment outcomes for transition-age youth with B/LV. METHODS: In this retrospective cohort study, we used propensity score matching to analyze de-identified case records obtained from a VR agency. Participants were 14 to 24 years old at VR application and had a primary or secondary disability of blindness, visual impairment, or deaf-blindness. The matched sample (N = 302) included 151 youth who participated in the program and 151 youth who did not participate. RESULTS: Summer work experience participants were more likely to obtain competitive employment at VR case closure than non-participants. Work hours and hourly earnings did not differ significantly between the two groups. CONCLUSIONS: These findings support the association between paid community-based work experiences and future employment for B/LV youth who receive VR services.","PeriodicalId":47208,"journal":{"name":"Journal of Vocational Rehabilitation","volume":"23 1","pages":""},"PeriodicalIF":0.9,"publicationDate":"2022-08-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72462270","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
A. Turner, Theunis Jacobus De Wet, Jade McMurray, A. Wrobel, Heather Smith, Ben Clissold, M. Mohebbi, I. Kneebone
BACKGROUND: Rates of stroke in people of working age are increasing. Returning to work (RTW) after stroke is a key rehabilitation aspiration for younger stroke survivors. A pilot community-based Stay at Work Initiative (SAWI) was developed and delivered from March 2017 to December 2019. SAWI used a co-ordination based approach, covering rehabilitation and vocational recovery to support RTW in younger stroke survivors. OBJECTIVE: The aim of the study was to conduct a feasibility evaluation of SAWI. METHODS: A mixed methods approach was taken considering quantitative and qualitative data. Quantitative data included employment, mood, anxiety and fatigue outcomes at time of engagement with the service and at 6-months post-stroke. Qualitative data was collected on a sub-sample of SAWI clients who volunteered to participate in a semi-structured interview. RESULTS: Overall, there were 93 referrals to SAWI, with 42 clients completing an initial service meeting. Average working hours pre-stroke were high (mean 46.9, SD 22.0, range 5–100 hours/week). By 6 months post stroke, 71% (n = 29 of 41) of SAWI clients were working. For those with 6-month questionnaire information (n = 19), there was a significant reduction in cognitive fatigue, overall fatigue levels, and perceived impact of stroke on employment (medium effect sizes of r = 0.36, 0.34 and 0.40 respectively). No significant difference was seen on measures of mood or anxiety from pre- to post-intervention. Qualitative interviews with six SAWI participants highlighted the importance of personalised support that addresses individual needs during the RTW journey. CONCLUSIONS: A significant number of eligible participants referred to SAWI can engage with the service. RTW is able to be assessed as are potential predictor variables. Seventy one percent of participants had RTW at 6 months post-stroke. Mood, self-efficacy, adjustment, and fatigue likely impact RTW. Qualitative interviews identified that SAWI’s personalised support, tailored to individual need, was valued.
{"title":"Feasibility of the community-based Stay at Work Intervention (SAWI) for stroke survivors","authors":"A. Turner, Theunis Jacobus De Wet, Jade McMurray, A. Wrobel, Heather Smith, Ben Clissold, M. Mohebbi, I. Kneebone","doi":"10.3233/jvr-221206","DOIUrl":"https://doi.org/10.3233/jvr-221206","url":null,"abstract":"BACKGROUND: Rates of stroke in people of working age are increasing. Returning to work (RTW) after stroke is a key rehabilitation aspiration for younger stroke survivors. A pilot community-based Stay at Work Initiative (SAWI) was developed and delivered from March 2017 to December 2019. SAWI used a co-ordination based approach, covering rehabilitation and vocational recovery to support RTW in younger stroke survivors. OBJECTIVE: The aim of the study was to conduct a feasibility evaluation of SAWI. METHODS: A mixed methods approach was taken considering quantitative and qualitative data. Quantitative data included employment, mood, anxiety and fatigue outcomes at time of engagement with the service and at 6-months post-stroke. Qualitative data was collected on a sub-sample of SAWI clients who volunteered to participate in a semi-structured interview. RESULTS: Overall, there were 93 referrals to SAWI, with 42 clients completing an initial service meeting. Average working hours pre-stroke were high (mean 46.9, SD 22.0, range 5–100 hours/week). By 6 months post stroke, 71% (n = 29 of 41) of SAWI clients were working. For those with 6-month questionnaire information (n = 19), there was a significant reduction in cognitive fatigue, overall fatigue levels, and perceived impact of stroke on employment (medium effect sizes of r = 0.36, 0.34 and 0.40 respectively). No significant difference was seen on measures of mood or anxiety from pre- to post-intervention. Qualitative interviews with six SAWI participants highlighted the importance of personalised support that addresses individual needs during the RTW journey. CONCLUSIONS: A significant number of eligible participants referred to SAWI can engage with the service. RTW is able to be assessed as are potential predictor variables. Seventy one percent of participants had RTW at 6 months post-stroke. Mood, self-efficacy, adjustment, and fatigue likely impact RTW. Qualitative interviews identified that SAWI’s personalised support, tailored to individual need, was valued.","PeriodicalId":47208,"journal":{"name":"Journal of Vocational Rehabilitation","volume":"237 1","pages":""},"PeriodicalIF":0.9,"publicationDate":"2022-08-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72857780","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Rebecca Godard, Mikki R. Hebl, Christine L. Nittrouer
BACKGROUND: Much of the existing research on disability and disability-related workplace accommodations presume that disabilities are visible and commonly accepted. Yet, many disabilities are invisible and contested, or perceived as fake, low-severity/minor, and/or illegitimate. OBJECTIVE: The purpose of this research is to investigate the effect of identity management strategies that individuals with contested disabilities might use when requesting accommodations in a workplace setting. METHODS: We used two electronic experiments to investigate the effect of identity management strategies on perceived fairness of accommodations and attributions about individuals requesting accommodations. Studies 1 and 2 used online surveys to collect data from 117 and 184 working adults, respectively. RESULTS: Study 1 indicates that four invisible disabilities (chronic fatigue syndrome, attention deficit/hyperactivity disorder, generalized anxiety disorder, and chronic migraine) are viewed as significantly less legitimate than the visible disability paraplegia. In study 2, any form of disclosure of a contested disability (vs. no disclosure) resulted in higher perceived fairness and more positive attributions about the person requesting accommodations. There were minimal differences between the different identity management strategies tested. CONCLUSIONS: Workplaces should work to create spaces in which employees can disclose contested disabilities to managers and coworkers without fear of enhanced stigmatization.
{"title":"Identity management in the workplace: Coworker perceptions of individuals with contested disabilities","authors":"Rebecca Godard, Mikki R. Hebl, Christine L. Nittrouer","doi":"10.3233/jvr-221208","DOIUrl":"https://doi.org/10.3233/jvr-221208","url":null,"abstract":"BACKGROUND: Much of the existing research on disability and disability-related workplace accommodations presume that disabilities are visible and commonly accepted. Yet, many disabilities are invisible and contested, or perceived as fake, low-severity/minor, and/or illegitimate. OBJECTIVE: The purpose of this research is to investigate the effect of identity management strategies that individuals with contested disabilities might use when requesting accommodations in a workplace setting. METHODS: We used two electronic experiments to investigate the effect of identity management strategies on perceived fairness of accommodations and attributions about individuals requesting accommodations. Studies 1 and 2 used online surveys to collect data from 117 and 184 working adults, respectively. RESULTS: Study 1 indicates that four invisible disabilities (chronic fatigue syndrome, attention deficit/hyperactivity disorder, generalized anxiety disorder, and chronic migraine) are viewed as significantly less legitimate than the visible disability paraplegia. In study 2, any form of disclosure of a contested disability (vs. no disclosure) resulted in higher perceived fairness and more positive attributions about the person requesting accommodations. There were minimal differences between the different identity management strategies tested. CONCLUSIONS: Workplaces should work to create spaces in which employees can disclose contested disabilities to managers and coworkers without fear of enhanced stigmatization.","PeriodicalId":47208,"journal":{"name":"Journal of Vocational Rehabilitation","volume":"32 1","pages":""},"PeriodicalIF":0.9,"publicationDate":"2022-08-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91258475","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Daniil Butenko, M. Rinaldi, Beate Brinchmann, E. Killackey, E. Johnsen, A. Mykletun
BACKGROUND: There are anecdotal reports of high job turnover of Individual Placement and Support employment specialists. However, no studies have addressed this issue. OBJECTIVE: To explore whether turnover rates among employment specialists are higher compared to public sector employees along with the correlates of turnover intentions. METHODS: A repeated cross-sectional study collected data from 40 employment specialists in Norway using validated scales to measure job perceptions. Turnover intentions were the main outcome. RESULTS: Turnover rate of employment specialists (45.0%) was significantly higher than the average turnover rate of other occupations in the public sector (27.1%) in the same geographical regions (x2 = 6.5, df = 1, p = 0.01). After adjusting for potential confounders, five factors remained significantly and associated with turnover intentions in directions as expected: general job satisfaction (β= –0.33, p < 0.05), satisfaction with current work (β= –0.35, p < 0.05), satisfaction with supervision (β= –0.28, p < 0.05), work meaningfulness (β= –0.42, p < 0.05) and Negative emotionality personality trait (β= 0.58, p < 0.05). CONCLUSIONS: Addressing turnover will positively impact on productivity and job satisfaction of employment specialists along with continuity of employment support for people with mental health conditions.
背景:有轶事报道的高工作流动率的个人安置和支持就业专家。然而，没有研究解决这个问题。目的:探讨就业专家的离职率是否高于公共部门员工以及离职意向的相关因素。方法:一项重复的横断面研究收集了挪威40名就业专家的数据，使用有效的量表来测量工作感知。离职意向是主要结果。结果:就业专家的离职率(45.0%)显著高于同一地理区域公共部门其他职业的平均离职率(27.1%)(x2 = 6.5, df = 1, p = 0.01)。在调整潜在混杂因素后，有5个因素与离职意向保持显著相关，即一般工作满意度(β= -0.33, p < 0.05)、对当前工作的满意度(β= -0.35, p < 0.05)、对上司的满意度(β= -0.28, p < 0.05)、工作意义感(β= -0.42, p < 0.05)和负性情绪人格特质(β= 0.58, p < 0.05)。结论:解决离职问题对就业专家的生产力和工作满意度有积极影响，同时对心理健康状况者的就业支持也有积极影响。
{"title":"Turnover of IPS employment specialists: Rates and predictors","authors":"Daniil Butenko, M. Rinaldi, Beate Brinchmann, E. Killackey, E. Johnsen, A. Mykletun","doi":"10.3233/jvr-221195","DOIUrl":"https://doi.org/10.3233/jvr-221195","url":null,"abstract":"BACKGROUND: There are anecdotal reports of high job turnover of Individual Placement and Support employment specialists. However, no studies have addressed this issue. OBJECTIVE: To explore whether turnover rates among employment specialists are higher compared to public sector employees along with the correlates of turnover intentions. METHODS: A repeated cross-sectional study collected data from 40 employment specialists in Norway using validated scales to measure job perceptions. Turnover intentions were the main outcome. RESULTS: Turnover rate of employment specialists (45.0%) was significantly higher than the average turnover rate of other occupations in the public sector (27.1%) in the same geographical regions (x2 = 6.5, df = 1, p = 0.01). After adjusting for potential confounders, five factors remained significantly and associated with turnover intentions in directions as expected: general job satisfaction (β= –0.33, p < 0.05), satisfaction with current work (β= –0.35, p < 0.05), satisfaction with supervision (β= –0.28, p < 0.05), work meaningfulness (β= –0.42, p < 0.05) and Negative emotionality personality trait (β= 0.58, p < 0.05). CONCLUSIONS: Addressing turnover will positively impact on productivity and job satisfaction of employment specialists along with continuity of employment support for people with mental health conditions.","PeriodicalId":47208,"journal":{"name":"Journal of Vocational Rehabilitation","volume":"25 1","pages":""},"PeriodicalIF":0.9,"publicationDate":"2022-06-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88351657","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: Negative employer attitudes are a primary factor associated with low employment rates and high unemployment rates of people with blindness and low vision (B/LV). Research has identified correlates of employer attitudes, but no investigations of the structural relationships between variables have been published. OBJECTIVE: The purpose of this study was to extend the current research regarding employer attitudes toward people with B/LV by assessing the structural relationship between variables associated with employer attitudes. METHODS: Participants were 387 hiring managers employed by organizations across the country who completed an online survey. We utilized structural equation modeling to confirm our measurement model and evaluate structural models of predicted relationships between variables. RESULTS: Five variables significantly predicted employer attitudes: awareness of people with disabilities at the worksite, knowledge, inaccurate belief in knowledge, previous hiring of someone with B/LV, and having a personal relationship with someone with B/LV. Previous communication with vocational rehabilitation (VR), having a company policy about hiring people with disabilities, and personal relationship predicted having hired someone with B/LV. CONCLUSIONS: Findings support the value of VR professionals providing education about how people with B/LV perform work tasks while communicating with employers and providing trial work experiences to encourage hiring.
{"title":"Structural relationships among predictors of employer attitudes toward blind employees","authors":"Michele C. McDonnall, Jennifer L. Cmar","doi":"10.3233/jvr-221200","DOIUrl":"https://doi.org/10.3233/jvr-221200","url":null,"abstract":"BACKGROUND: Negative employer attitudes are a primary factor associated with low employment rates and high unemployment rates of people with blindness and low vision (B/LV). Research has identified correlates of employer attitudes, but no investigations of the structural relationships between variables have been published. OBJECTIVE: The purpose of this study was to extend the current research regarding employer attitudes toward people with B/LV by assessing the structural relationship between variables associated with employer attitudes. METHODS: Participants were 387 hiring managers employed by organizations across the country who completed an online survey. We utilized structural equation modeling to confirm our measurement model and evaluate structural models of predicted relationships between variables. RESULTS: Five variables significantly predicted employer attitudes: awareness of people with disabilities at the worksite, knowledge, inaccurate belief in knowledge, previous hiring of someone with B/LV, and having a personal relationship with someone with B/LV. Previous communication with vocational rehabilitation (VR), having a company policy about hiring people with disabilities, and personal relationship predicted having hired someone with B/LV. CONCLUSIONS: Findings support the value of VR professionals providing education about how people with B/LV perform work tasks while communicating with employers and providing trial work experiences to encourage hiring.","PeriodicalId":47208,"journal":{"name":"Journal of Vocational Rehabilitation","volume":"20 1","pages":""},"PeriodicalIF":0.9,"publicationDate":"2022-06-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83099309","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: In Denmark, people with permanent and significantly reduced work capacity can be assigned to a flexi-job (FJ) scheme. In 2013, the social security policy for FJ was reformed to improve employment possibilities for people with reduced work capacity. OBJECTIVE: To describe work participation in the FJ scheme before and after the reform in the North Denmark Region. METHODS: The study population was assigned to the FJ scheme between 2010 and 2015 and followed for two years. Work participation score (WPS) was defined as the number of working weeks divided by the total number of weeks in the FJ scheme. High WPS was defined as above the median. RESULTS: A total of 4,668 people were included in the study. High WPS was significantly influenced by enrolment after policy changes (odds ratio (OR)) 1.60, 95% CI 1.41–1.81), male sex (OR 1.20, CI 1.06–1.36), age above 50 (OR 0.72, CI 0.58–0.90), peripheral living (OR 0.75, CI 0.63–0.90), contact to both somatic and psychiatric healthcare (OR 0.55, CI 0.43–0.71) and a prior strong association to the labour market (OR 5.70, CI 4.40–7.37). CONCLUSIONS: Policy changes increased work participation in the FJ scheme.
背景:在丹麦，长期和工作能力明显下降的人可以被分配到一个灵活的工作(FJ)计划。2013年，对FJ社会保障政策进行了改革，以改善工作能力下降的人的就业机会。目的:描述北丹麦地区FJ计划改革前后的工作参与情况。方法:研究人群于2010年至2015年被分配到FJ方案，并随访两年。工作参与评分(WPS)定义为工作周数除以FJ计划的总周数。高WPS被定义为高于中位数。结果:共有4668人被纳入研究。高WPS显著受政策变化后入组(比值比(OR)) (1.60, 95% CI 1.41-1.81)、男性(OR 1.20, CI 1.06-1.36)、50岁以上(OR 0.72, CI 0.58-0.90)、外围生活(OR 0.75, CI 0.63-0.90)、接触过躯体和精神保健(OR 0.55, CI 0.43-0.71)以及先前与劳动力市场的强关联(OR 5.70, CI 4.40-7.37)的影响。结论:政策变化增加了FJ计划的工作参与。
{"title":"Social security policy changes in 2013 had a positive impact on work participation for people with reduced work capacity: A regional Danish cohort study","authors":"D. Munkedal, N. Weye, K. Fonager","doi":"10.3233/jvr-221199","DOIUrl":"https://doi.org/10.3233/jvr-221199","url":null,"abstract":"BACKGROUND: In Denmark, people with permanent and significantly reduced work capacity can be assigned to a flexi-job (FJ) scheme. In 2013, the social security policy for FJ was reformed to improve employment possibilities for people with reduced work capacity. OBJECTIVE: To describe work participation in the FJ scheme before and after the reform in the North Denmark Region. METHODS: The study population was assigned to the FJ scheme between 2010 and 2015 and followed for two years. Work participation score (WPS) was defined as the number of working weeks divided by the total number of weeks in the FJ scheme. High WPS was defined as above the median. RESULTS: A total of 4,668 people were included in the study. High WPS was significantly influenced by enrolment after policy changes (odds ratio (OR)) 1.60, 95% CI 1.41–1.81), male sex (OR 1.20, CI 1.06–1.36), age above 50 (OR 0.72, CI 0.58–0.90), peripheral living (OR 0.75, CI 0.63–0.90), contact to both somatic and psychiatric healthcare (OR 0.55, CI 0.43–0.71) and a prior strong association to the labour market (OR 5.70, CI 4.40–7.37). CONCLUSIONS: Policy changes increased work participation in the FJ scheme.","PeriodicalId":47208,"journal":{"name":"Journal of Vocational Rehabilitation","volume":"4 1","pages":""},"PeriodicalIF":0.9,"publicationDate":"2022-06-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75725450","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
J. Houseworth, S. Pettingell, R. Stancliffe, J. Bershadsky, R. Tichá, Alicia Zhang
BACKGROUND: Individuals with Intellectual and Developmental Disability (IDD) participate in a variety of day/employment activities including community-based activities and work and facility-based activities and work. These different activities have important implications for community inclusion and economic independence. OBJECTIVE: The purpose of this study is to use the National Core Indicators-In person Survey (NCI-IPS) to explore the prevalence of day/employment activities for adult service users with IDD and to determine what personal and environmental factors are related to each type of activity. METHODS: The data analyzed in this study come from the 2018-19 National Core Indicators (NCI), a survey of adult services users with IDD in the U.S. We used descriptive statistics and multinominal logistic regression to explore how the various covariates differentially relate to the four day/employment activity types. RESULTS: A variety of personal and environmental characteristics were associated with each type of activity. Characteristics related to equity (e.g., race and gender) and support needs (e.g., mental health) were associated with less community-based work. CONCLUSIONS: This study was the first, to our knowledge, to describe the complexity of day/employment activities individuals with IDD experience in terms of prevalence and overlap. Further, this study provides evidence that certain profiles are leading to different experiences and that services do impact service users employment opportunities.
{"title":"Community employment, facility-based work, and day activities for working age people with intellectual and developmental disability","authors":"J. Houseworth, S. Pettingell, R. Stancliffe, J. Bershadsky, R. Tichá, Alicia Zhang","doi":"10.3233/jvr-221202","DOIUrl":"https://doi.org/10.3233/jvr-221202","url":null,"abstract":"BACKGROUND: Individuals with Intellectual and Developmental Disability (IDD) participate in a variety of day/employment activities including community-based activities and work and facility-based activities and work. These different activities have important implications for community inclusion and economic independence. OBJECTIVE: The purpose of this study is to use the National Core Indicators-In person Survey (NCI-IPS) to explore the prevalence of day/employment activities for adult service users with IDD and to determine what personal and environmental factors are related to each type of activity. METHODS: The data analyzed in this study come from the 2018-19 National Core Indicators (NCI), a survey of adult services users with IDD in the U.S. We used descriptive statistics and multinominal logistic regression to explore how the various covariates differentially relate to the four day/employment activity types. RESULTS: A variety of personal and environmental characteristics were associated with each type of activity. Characteristics related to equity (e.g., race and gender) and support needs (e.g., mental health) were associated with less community-based work. CONCLUSIONS: This study was the first, to our knowledge, to describe the complexity of day/employment activities individuals with IDD experience in terms of prevalence and overlap. Further, this study provides evidence that certain profiles are leading to different experiences and that services do impact service users employment opportunities.","PeriodicalId":47208,"journal":{"name":"Journal of Vocational Rehabilitation","volume":"73 1","pages":""},"PeriodicalIF":0.9,"publicationDate":"2022-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78146931","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
N. Parsons, F. D’Aprano, A. Parish, M. E. Hughes, A. Outsikas
BACKGROUND: Autistic adults have difficulty in learning vocational and social skills, which often translates into low employment rates. Video self-modelling (VSM) is an effective educational technique for high-support-needs autistic adults, with the ability to teach challenging vocational skills as well as basic social skills. OBJECTIVE: The present study examined the use of video self-modelling to teach vocational and social skills to a 22-year-old autistic adult. Target behaviours categories included (1) reading order forms, (2) transporting goods, and (3) engaging with customers. METHODS: A multiple baseline design was used to evaluate the effectiveness of the videos in teaching these target behaviours. The dependent variables were the percentage of tasks completed correctly, and quantitative prompt dependency, using a least-to-most prompting strategy. RESULTS: Results showed that VSM modestly improved reading order forms and transporting goods, and moderately improved engagement with customers. CONCLUSION: This intervention resulted in the successful employment of an autistic adult in a job that he desired, whilst teaching him skills he specifically struggled with. As such, VSM should be considered for others wanting to learn combined social and vocational skills.
{"title":"Use of video self-modelling to teach combined vocational and social skills to an adult with autism spectrum disorder","authors":"N. Parsons, F. D’Aprano, A. Parish, M. E. Hughes, A. Outsikas","doi":"10.3233/jvr-221197","DOIUrl":"https://doi.org/10.3233/jvr-221197","url":null,"abstract":"BACKGROUND: Autistic adults have difficulty in learning vocational and social skills, which often translates into low employment rates. Video self-modelling (VSM) is an effective educational technique for high-support-needs autistic adults, with the ability to teach challenging vocational skills as well as basic social skills. OBJECTIVE: The present study examined the use of video self-modelling to teach vocational and social skills to a 22-year-old autistic adult. Target behaviours categories included (1) reading order forms, (2) transporting goods, and (3) engaging with customers. METHODS: A multiple baseline design was used to evaluate the effectiveness of the videos in teaching these target behaviours. The dependent variables were the percentage of tasks completed correctly, and quantitative prompt dependency, using a least-to-most prompting strategy. RESULTS: Results showed that VSM modestly improved reading order forms and transporting goods, and moderately improved engagement with customers. CONCLUSION: This intervention resulted in the successful employment of an autistic adult in a job that he desired, whilst teaching him skills he specifically struggled with. As such, VSM should be considered for others wanting to learn combined social and vocational skills.","PeriodicalId":47208,"journal":{"name":"Journal of Vocational Rehabilitation","volume":"15 1","pages":""},"PeriodicalIF":0.9,"publicationDate":"2022-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85135732","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Keri Bennett, Christina Dillahunt-Aspillaga, Carla Lasley, Laura C. Trexler, W. Schmeeckle, Connie Walker-Egea, Christina M. González, L. Trexler
BACKGROUND: The Administration for Community Living (ACL) TBI State Partnership Program grants support states by providing funding to build capacity and infrastructure to support and maintain a system of services and supports to maximize the independence, well-being, and health of persons with traumatic brain injury (TBI). A Transition and Employment (T&E) workgroup identified competencies needed by Vocational Rehabilitation Counselors (VRC) to support people with TBI to obtain and maintain employment. OBJECTIVE: To: (1) identify self-perceived VRC TBI competence and (2) inform individual state VR training activities and competency goals. METHODS: A self-assessment online survey was employed. RESULTS: A total of 269 VR professionals across four states completed the VRC Self-Assessment between December 2020 and February 2021. The T&E workgroup identified TBI competencies across four domains (1) brain injury medical and rehabilitation, (2) employment, (3) state and local systems, resources, and service coordination, and (4) national systems, research and best practice. The results by TBI competency and the overall score for all participants show that state and local systems, resources, and service coordination is the highest area of competency, placing them close to the proficient level of knowledge. CONCLUSIONS: Future VR education and training opportunities may be informed by the results of this study.
{"title":"Traumatic brain injury vocational rehabilitation counselor competencies: Implications for training and practice","authors":"Keri Bennett, Christina Dillahunt-Aspillaga, Carla Lasley, Laura C. Trexler, W. Schmeeckle, Connie Walker-Egea, Christina M. González, L. Trexler","doi":"10.3233/jvr-221198","DOIUrl":"https://doi.org/10.3233/jvr-221198","url":null,"abstract":"BACKGROUND: The Administration for Community Living (ACL) TBI State Partnership Program grants support states by providing funding to build capacity and infrastructure to support and maintain a system of services and supports to maximize the independence, well-being, and health of persons with traumatic brain injury (TBI). A Transition and Employment (T&E) workgroup identified competencies needed by Vocational Rehabilitation Counselors (VRC) to support people with TBI to obtain and maintain employment. OBJECTIVE: To: (1) identify self-perceived VRC TBI competence and (2) inform individual state VR training activities and competency goals. METHODS: A self-assessment online survey was employed. RESULTS: A total of 269 VR professionals across four states completed the VRC Self-Assessment between December 2020 and February 2021. The T&E workgroup identified TBI competencies across four domains (1) brain injury medical and rehabilitation, (2) employment, (3) state and local systems, resources, and service coordination, and (4) national systems, research and best practice. The results by TBI competency and the overall score for all participants show that state and local systems, resources, and service coordination is the highest area of competency, placing them close to the proficient level of knowledge. CONCLUSIONS: Future VR education and training opportunities may be informed by the results of this study.","PeriodicalId":47208,"journal":{"name":"Journal of Vocational Rehabilitation","volume":"50 1","pages":""},"PeriodicalIF":0.9,"publicationDate":"2022-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74135267","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Evan E. Dean, Veerle Garrels, H. Sigstad, Christian Wendelborg
BACKGROND: For people with intellectual disability (ID), competitive integrated employment (CIE) offers many important benefits, including opportunities for inclusion as well as enhanced mental health and quality of life. Yet, CIE outcomes for people with ID are low. One systemic issue that has not been completely studied is employer willingness to hire workers with ID. OBJECTIVE: The aim of this study was to understand factors that effect employer willingness to hire people with ID, including employers’ personal experience with ID, corporate social responsibility, and perceptions of work performance. METHOD: This study was conducted in Norway and used a survey design to understand factors that contribute to employer willingness to hire. RESULTS: Four hundred seventy-eight employers responded to the survey. Our findings suggest that employers’ perception of work performance, corporate social responsibility, and prior experience hiring employees with ID are key predictors of willingness to hire. CONCLUSIONS: Supporting employers to gain experience with employees with ID in the workplace and understand the benefits of hiring employees with ID is a critical task in the endeavor to promote competitive integrated employment for people with ID.
{"title":"Employer willingness to hire people with intellectual disability: The influence of employer experience, perception of work, and social responsibility","authors":"Evan E. Dean, Veerle Garrels, H. Sigstad, Christian Wendelborg","doi":"10.3233/jvr-221201","DOIUrl":"https://doi.org/10.3233/jvr-221201","url":null,"abstract":"BACKGROND: For people with intellectual disability (ID), competitive integrated employment (CIE) offers many important benefits, including opportunities for inclusion as well as enhanced mental health and quality of life. Yet, CIE outcomes for people with ID are low. One systemic issue that has not been completely studied is employer willingness to hire workers with ID. OBJECTIVE: The aim of this study was to understand factors that effect employer willingness to hire people with ID, including employers’ personal experience with ID, corporate social responsibility, and perceptions of work performance. METHOD: This study was conducted in Norway and used a survey design to understand factors that contribute to employer willingness to hire. RESULTS: Four hundred seventy-eight employers responded to the survey. Our findings suggest that employers’ perception of work performance, corporate social responsibility, and prior experience hiring employees with ID are key predictors of willingness to hire. CONCLUSIONS: Supporting employers to gain experience with employees with ID in the workplace and understand the benefits of hiring employees with ID is a critical task in the endeavor to promote competitive integrated employment for people with ID.","PeriodicalId":47208,"journal":{"name":"Journal of Vocational Rehabilitation","volume":"25 1","pages":""},"PeriodicalIF":0.9,"publicationDate":"2022-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83284401","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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