Services for Adults with Disabilities in Polk County

1. Services for Adults with Disabilities in Polk County October 5, 2013

2. Goals of the System • Independent or supported living • Community participation • Employment

3. Adult Services in IowaA Transition • Moved from a County-Based System to a Regional or State System • The intent is to have an even set of services across the state and be able to add more services. • Polk County is its own region • Similar to building an airplane in flight

4. Funding • Primary funding source for services is Medicaid which is a combination of federal and state dollars • Pays for community living, employment, day services, respite, case management and other services • Other sources include Iowa Vocational Rehabilitation Services (IVRS) and county

5. Case Management Complex system revolves around case management • Determine eligibility • Help consumers and family members navigate the system • Develop plans • Make referrals • Arrange funding

6. Array of Services • Community Living • Employment • Training • Post Secondary Education • Community Integration

7. Community Living Providers Link Associates Candeo Mainstream Living Easter Seals Crest Services Broadlawns The Homestead HOPE Behavioral Technologies Child Serve Progress Industries Behavioral Health Resources Optimae LifeServices

8. Community Living Options • Community Housing • Residences typically owned, rented, leased, by the organization • Approximate other homes, apartments, townhouses, in the neighborhoods in terms of size and number of individuals. • Long-term housing that provides stable, supported community living and services are focused on home and community integration.

9. Community Living Options Supported Living • Owned, rented, or leased by the person or persons who live there. • Two to four persons living in a residence. • Service planning often identifies the number of hours and types of support services provided. • Generally long-term in nature but may change depending on the needs.

10. Community Living Successes • Moved from institutional living in the 60’s to large group homes in the 70’s and 80’s and now to generally comparable living situations as people without disabilities. • Successful in developing and maintaining integrated living arrangements for people with disabilities. • However, in the U.S. we still have over 700,000 people with intellectual disabilities living with parents who are 60 and older

11. Three Community Living Challenges 1. Homelessness still plagues people with mental illness 2. Accessible housing in short supply 3. Lack of qualified direct support workers • Totaling over 70,000; direct-care workers are Iowa’s largest occupation • Need 12,000 more by 2018 • 64% turnover rate due in large part to low pay

12. Employment Services Options • Organizational Employment • Facility-based work • Competitive/Supported Employment • Individual placements • Day Habilitation or Community Integration • Provides opportunities for the community participation of the persons served when employment may not be an option.

13. Employment Outcomes a Different Story Than Community Living • Unemployment rate for people with disabilities is between 65% and 70% and many reasons • Changing Labor Market • Employer attitude • Lack of skills and education • Transportation • Social Security

14. Labor Market For some decades now, the U.S. labor market has experienced increased demand for skilled workers. • Job openings that require at least some postsecondary education or training will make up 64% of all job openings and will include the majority of long term career jobs. • The majority of job openings for people with high school or less will be low-wage jobs and many of these will be part time or transitional jobs.

15. Survey Findings Employers were asked to list the reasons why they thought people with disabilities were not actively recruited or hired. • Costs of providing accommodations • The “skills gap” • Concerns about attendance and retention • Fear of or experience with legal problems • Not sure how to find qualified candidates

16. Employment Approaches • Job Placement and Coaching Community Organization works with an individual to prepare him/her for employment Help with job goal, application, resume, soft skills and contacting employers After placement provide training and follow-up

17. Employment Approaches 2. Workplace Immersion/Internships • Employability • Project Search

18. Employ Ability • Employ Ability is an internship program for individuals with disabilities to learn community safety skills, employability skills, and work skills. • Complete a series of internships with different employers over a three month period Exposes them to a variety of different work environments • Learn how to create and update a resume, learn and practice interview skills, and complete applications.

19. Project SEARCH • Nine month program for students with disabilities in either their last year of high school or after graduation. • Takes place within a business • Individuals served are 18 to 25 years old A typical day includes: • Classroom instruction in employability and independent living skills • Participation in 3 worksite rotations • Current sites at Methodist, Mercy, DMACC , Child Serve, and Hy-Vee

20. Employment Approaches 3. Sector Approach Identify labor market sectors where there are job openings and career mobility or pathways. Many of Iowa’s industries that are driving job creation are dominated by middle-skill jobs, which require more than a high school diploma but less than a four year degree.

21. Four Industries of Growth Employer tables convened to discuss common workforce needs Create employer led Workforce Partnerships Dual focus to serve both the employers and the workforce

22. Purpose of Workforce Partnerships • Bring better qualified candidates to employers • Retain qualified candidates • Move incumbents up within their organizations into sustainable wage positions

23. Four Areas for Employment • Advanced Manufacturing • Financial Services • Construction • Health Care

24. Preparing Workers (Soft Skills) Work Preparedness Program • Targets individuals in job search to provide them with training : • Digital Literacy • Customer Service • Work Behavior Skills/Soft Skills Workplace Simulation • Gives participants the opportunity to practice new skills/habits where it’s “safe” • Five weeks in length running a distribution supply company.

25. Employment Skills Training (Hard Skills) Employment Skills Training Services are organized formal training services that assist a person seeking employment to acquire the skills necessary for specific jobs or families of jobs. Short-term, typically 6 to 10 weeks with a combination of classroom and on-the-job training Generally provided through DMACC, trades, or community organizations.

26. Service Providers in Polk County for Employment/Training Services • Link Associates • Easter Seals • Goodwill Industries • Candeo • HOPE • Central Iowa Works

27. Choosing a Provider • Scorecard • Barriers to employment • Populations served • Type of job placements • Referral to placement time • Hours worked and wages earned • Job retention

28. Employer Survey Findings • Twenty seven percent of companies recruit people with disabilities • Nineteen percent report employing people with disabilities. • Among small companies 10.7 percent report employing people with disabilities • 22.6 percent of medium-sized companies • 53.1 percent of large companies report employing people with disabilities.

29. Changing Perceptions Change attitudinal barriers by • Providing facts and statistics to dispel myths about people with disabilities. • Help employers understand the connection between employing people with disabilities and gaining access to customers with disabilities, their family members, and friends. • Personal Experience • Employer to employer

30. Changing Perceptions Costs of Accommodations and Benefits Impact • Many cost $0. According to the Job Accommodations Network, two-thirds of reasonable accommodations cost less than $500. • According to a Cornell University study, human resource managers report their company’s health, life and disability costs rarely rise in response to hiring people with disabilities.

31. Changing Perceptions Attendance, Punctuality and Performance • A review of multiple studies revealed that employees with disabilities have better safety records, equal or better turnover and absentee rates, and equal or better job assignment flexibility, compared to non-disabled employees. • A recent study found that nearly all the employers (97%) who had hired someone with a disability in the past indicated they would hire an individual with a disability again in the future

32. Economic Impact • Eighty-seven percent (87%) of Americans say they prefer to patronize businesses that hire people with disabilities. • A survey conducted by the Gallup organization asked customers what they think “makes a business a good one.” The top three responses (1) Those that offer health care insurance (2) Those that treat the environment well (3) Those that hire people with disabilities

33. The ADA • Passed in 1990 and amended in 2008 • ADA is not an affirmative-action law but an equal opportunity law. • The objective is not to create jobs for people with disabilities or fill quotas, but instead make it possible for them to fill jobs that would exist in any case

34. The ADA and Disclosure Every job seeker with a disability is faced with the same decision: "Should I or shouldn't I disclose my disability?“ The worker with a non-apparent disability must make a choice without knowing • How the employer will respond to disclosure • How far the information will spread in the workplace • What ways it might impact on his or her personal or professional quality of life over time. Ultimately, the decision of whether to disclose is entirely up to the person.

35. The Stigma Factor Harris Poll Percent of Public “Very Comfortable” with Disability • Wheelchair User: 58% • Blind: 46% • Deaf: 38% • Intellectual Disability: 33% • Mental Illness: 19%

36. Solutions for Improving Employment • Improve secondary education for students with disabilities and enhance transition services from school to adult life • Increase access and support for postsecondary education and training • Better utilization of funding, moving away from segregated services to community employment • Extensive employer awareness campaigns and utilization of workplace immersion strategies and sector approaches • Different employment models, including self employment, staffing companies, and businesses operated by people with disabilities

37. Contact Information Pat Steele 515 710-8726 E-mail psteele755@yahoo.com