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Materials are available online here: https://www.dds.ca.gov/initiatives/ds-task-force/
Si alguien necesita interpretación en español, haga clic en el globo blanco en la parte inferior de la pantalla con la etiqueta "Interpretation." Luego haga clic en “Spanish” y seleccione "Mute original audio.”
Thank you for sending all the slides and handouts in advance of the meeting
Hi Amy et. al., Will the recording from today’s event be made available after this session? If yes, where might it be accessed?
Questions or comments? Use the Chat or Q&A feature in Zoom. We will do our best to answer questions during the meeting. We will follow up afterwards if we're not able to get to your question. You are also welcome to email questions/comments to DSTaskForce@dds.ca.gov
The recording of today's meeting will be made available on the DDS website at: https://www.dds.ca.gov/initiatives/ds-task-force/
¿Preguntas o comentarios? Utilice la función Chat o Q&A (preguntas y respuestas) en Zoom. Haremos todo lo posible para responder preguntas durante la reunión. Haremos un seguimiento más adelante si no podemos responder a su pregunta. También puede enviar preguntas/comentarios por correo electrónico a DSTaskForce@dds.ca.gov
La grabación de la reunión de hoy estará disponible en el sitio web del DDS en: https://www.dds.ca.gov/initiatives/ds-task-force/
will it be available with Spanish interpretation so I can share with my monolingual friends??
Hi Lordes, unfortunately, Zoom only let's us record with one audio channel so we can't record Spanish and English (hoping Zoom addresses that in a future update). All the meeting materials and handouts are being translated into Spanish & will be posted.
DOR's handout that Andi is speaking to is available online at: https://www.dds.ca.gov/initiatives/ds-task-force/
wow!! I didn’t know that no everyone is willing to give opportunity to our community, what about ADA ? thanks for the information
Under ‘Speaker View’ ASL interpreting is accessible.
Is there any data at all on those who are self employed or have micro enterprises? Just wondered how successful this model has been ?
on the CIE Blueprint data it lists the target goal numbers. what was the baseline? was the year one target of 1080 that many new jobs?
I like the idea of having a parent cut of the workbook!
From those 22,000 people in Sheltered Workshops reduced to 12K, what is the data that tracked people who transitioned to CIE and retention rate. Also, is there any analysis of strategies that were more successful than others to support the transition to CIE?
I would like to echo the question that Rebecca asked would like to see the data and to see what strategies were more successful.
@Carole Watilo-the Blueprint agreement notes that, when it was signed, 780 individuals with ID/DD were participating in CIE per year. The year one target was to increase that number by at least 300, to 1080.
Completely agree, Andy! Walk the walk!
Customized employment has been an effective intervention for transition from 14-c to CIE. IPS has been cited as a helpful EBP. Family engagement and benefits analysis are also important. Showcasing success of individuals who have transitioned is an inspirational lever.
I would like to see that actual numbers of people who transitioned from Sheltered Employment into CIE from the group of 10,000 individuals noted in the presentation. Then, the retention rates for these individuals would be an extra bonus!!! Thanks!
Helpful online resources about the benefits piece of employment:https://ca.db101.org/andhttps://www.chhs.ca.gov/home/cie/cie-toolkit/ under"SSI Benefits and Medi-CalLearn How CIE Changes a Person’s SSI Income and Their Medi-Cal"
That is often the case Arturo-great example. People are often surprising us with skills and drive that we are not always aware of. I have heard from many parents who say, "wow, I didn't know he/she could do that" after their child becomes employed.
Recursos útiles en línea sobre los beneficios del empleo:https://ca.db101.org/yhttps://www.chhs.ca.gov/home/cie/cie-toolkit/ bajo "SSI Benefits and Medi-CalLearn How CIE Changes a Person’s SSI Income and Their Medi-Cal"(Beneficios de SSI y Medi-Cal Conozca cómo CIE cambia los ingresos de SSI de una persona y su Medi-Cal)
Barrier - Transportation particularly to jobs outside of limited public transit routs and hours
It would be beneficial to keep in mind that the COVID-era mental/behavioral issues could impact people's re-entry into the work place. Supports should be built into the re-entry to address this reality.
barriers that the community had before COVID in terms of employment, the barriers are almost the same, the only thing that in my opinion has changed are the safety protocols to guarantee health, outside of that is the expectation the which has always been the barrier and I am going to give you an example: Once an individual with Developmental Disabilities asks DOR for help, my experience of the protocol is that DOR creates the plans without taking into account the expectations of the client and the family, I think that could be improved if they talked there was a collaborative effort and discussion about expectations first before saying determining how they can help.
I can't raise my hand.
I can't raise my hand
Suzy Requarth, SDRC
I agree with Dave - transportation continues to be a huge issue, COVID or no COVID.
Totally true, we need better education campaigns about the benefits of work, work for all, and we need flexibility in funding the customs supports people really need.
I agree with Carole Watilo’s comments completely.
Residential supports are often not configured to support individuals in entry level positions that do not operate on a 9-5 or Mon - Fri schedule
I can't raise my hand and would like to share
Barriers: some jobs were re-engineered to exclude people with disabilities - WalMart imposing a requirement for greeters to be able to lift a certain amount of weight being a prime example.
Fear of losing SSI benefits, employer concerns over hiring individuals with I/DD population how this would affect worker's comp, improving smooth and quick transition into PIP's, move away from needing constant supervision and truly provide opportunities individually, matching jobs with clients stamina and abilities.
Job developers need training in business. They need to know how to present and talk with employers about business needs.
Barriers to Successful Employment: Transforming the Direct Support Professional Workforce from seeing themselves as caretakers to customized employment specialists; challenges included training directed at DSP level, shifting placement incentives from specific job descriptions (i.e. job developers) to the broader DSP staff in order to create an army of developers, change in philosophical underpinnings to Social Role Valorization model of thinking, high turnover of Job Coaches, Wages of this ‘army of developers’ (i.e. DSP staff), lack of flexibility in funding systems to be reactive enough that when a person gets a job, then job support will immediately be provided if needed (red tape can be difficult to cut through).
I would add ableism, racism, sexism, homophobia and transphobia as barriers that existed before COVID and obviously those barriers continue
For all workgroup members, please feel free to use the chat for any comments
Lack of knowledge at the RC level regarding benefit supports especially when immediate support is needed.
agree with rebecca
Barriers: Many supported employment providers work with companies to create a job suitable for an IDD employee that is comprised of portions of existing jobs held by others. This kind of job engineering is done on a case by case basis. It can be considered a barrier as it is not easily done by the employer by themselves.
meaningful transition plans
Service providers need help in understanding how to cover the expenses of job development and coaching. Many cannot break even with these services. Also, they need to take “easy” placements to help cover that one person with more challenges.
Low wages for Job Developers and Job Coaches lead to high turnover / lack on needed skills and lack of support for Employment
It’s been a challenge for service providers who support volunteering and community integration training and who manage to find a job for someone they serve, but then they are not vendored with DOR. Need more flexibility between systems. Some service recipients won’t take the job if they have to give up their provider of choice. CARF is a real challenge for smaller providers and if DOR won’t add more Supported Employment vendors it is a bigger challenge. Need more clarity for providers and Service Coordinators on working between the two systems.
I agree with Dave Mulvaney
The general public needs educating on the capabilities of people with disabilities. We need statewide messaging on the contributions and ability to work of people who are differently abled. Greater awareness for the general public - so seeing people in the workplace is routine - not exeptional.
Sorry, I can’t raise a hand so I am typing my thoughts in Chat.
I think I typed everything up to this point. Thank you.
Lessons learned: Consider showcasing stories of successful CIE strategies, as was done for Alternative Services.
lessons learned to carry on - remote supports can work for some- this should be carried over but should not be used as a go to for all
Suzy Requarth, SDRC
I also don’t have a hand raise icon but the flexibility that self-determination has provided to those participating shows how creative people can be in reaching employment goals/maintaining competitive/integrated opportunities when there are more options for how service funds can be used
Suzy Requarth, SDRC
Even without COVID, more flexibility in what support looks like could be beneficial
For those workgroup members who do not have "raise hand" on the bottom of your screen, you should be able to access by clicking on "Participants" at the bottom of your screen. A new box will pop open and at the bottom it should say "raise hand"
From comments in the chat, I think there is an assumption being made that individuals that are no longer being paid under 14(c) moved into CIE, when in fact many of them moved into day programs or 055 misc. service code community integration and are not working at all. I would like to see data of where these individuals are and what they are doing today and whether they are working or not and how much their earning power is compared to when they were earning wages under 14(c).
Barriers to employment: We are an Employment First state but we don't have service models to serve persons with all levels of needs who want to work. Aside from SEPs, other day service providers who can provide 1:1 and 100% support at work (when a person is not eligible for SEP) do not have the funds needed to hire job developers. Customized Employment needs to be standardized as a service type to be consistently funded and implemented throughout the state by the 21 regional centers working with DOR (similar to SEP). Our state needs more resources for benefits education and planning. With increased funding for adult day services that support individus with employment, we need to have higher expectations for staff who will support individuals. Working with post-secondary education partners to develop a certification required to be hired to support persons served who wish to become employed (or are employed) is needed. State funding for Project SEARCH as a stetwide employment pathway program is needed.
agree with Erica - Carf is a barrier for smaller agencies
Para aquellos miembros del grupo de trabajo que no tienen la opción "Raise hand” (levantar la mano) abajo de la pantalla, deberían poder acceder haciendo clic en "Participants" (Participantes) abajo de la pantalla. Se abrirá un nuevo cuadro y en la parte abajo debería decir "Raise Hand” (levantar la mano).
An infographic of funding possibilities/paths to support employment.
Teaching job developers how to recognize operational challenges at businesses and suggest solutions via job "carving"
Strategies: It would be beneficial to keep in mind that the COVID-era mental/behavioral issues could impact people's post-covid re-entry into the work place. Supports should be built into the re-entry to address this reality.
Thank you to everyone for this presentation. First of all, I have looked at the material and as a Parent and Community Advocate I have several perspectives to contribute in the different topics, we appreciate the efforts that everyone is making to connect with our community. However, I would be more grateful and it would be more impactful if they made us part of the plans from the beginning. In my opinion, that would be a better way to help and give our opinion or feedback, we also appreciate the training and webinars. My question is what is the end result? What is the follow-up? Our community is diverse but not ignorant, we should to bear in mind that the largest ethnic group served the the RC system is Latino and these families they are made up of multi-generations, In many cases the 1st generation is monolingual speaking only Spanish or whatever their native language is, and the following generations are mostly bilingual and the 3rd generation speaks only English, these meetings and / or trainings must
Strategies: Consider ways to retain job developers and job coaches.
I typed in Q&A, but the msg. disappeared! Here goes again: we need more job developers, better skilled developers, more funding for them, plus higher salaries. They need time and skill to figure out a niche job or create one which meets an employer’s needs. Then, 20% job coaching time may be inadequate, the fade out too compressed. Identifying growing businesses and industries and work with employers to identify specific skills.
Meeting with employers as a company partner and ask them what they need in an employee and then building the employee to meet expectations.
Strategies: Allow DSP's to receive training to perform some job coaching support where that flexibility is desired.
Just restating the good ideas I heard and read.
in the native language of the family or circle of support. The barriers that the community had before COVID in terms of employment, the barriers are almost the same, the only thing that in my opinion has changed are the safety protocols to guarantee health, outside of that is the expectation the which has always been the barrier and I am going to give you an example: Once an individual with Developmental Disabilities asks DOR for help, my experience of the protocol is that DOR creates the plans without taking into account the expectations of the client and the family, I think that could be improved if they talked there was a collaborative effort and discussion about expectations first before saying determining how they can help. My second point is that t As a CBO, The integrated community in its collaborative Integradora efforts has launched a micro-enterprise program under SDP, which brings much opportunity to the participant and focuses on the expectations of the participant, which leads us to EQUITY
email@example.com and firstname.lastname@example.org
and equality since we all know that our loved ones are paid less than the minimum wage, which is not only illegal, but demoralizing as it can disappoint the participant to whom we have told that he is equal to us and his dreams and goals are possible just like any other human being, the community wants be part of the plans before no after, that way we can join the efforts that is the only way. If I remember correctly the Lantermnan Act is based on the fact that ALL Californians as Citizens of the State are Equal. The Advocacy efforts targeting the The Latino community has been in a race for three years to integrate into the RC system, today I believe we are now running side by side with the system, now we are engaged, involved and empowered to be part of the solution only supporting . We are really thankful with the navigators program and family resource centers because they are necessary, however they are not enough, through CBO’s supporting the interest and perspective of the family we establish a dire
Can Connie send links to where those videos for employers are?
directed from the RC perspective OUT to the community and involve them from the beginning to help.
Like Connie Frenzel's ideas about leveraging DSPs who know the client well in a supported employment capacity.
Check out the documentary "Let's Work" funded by SCDD: https://www.youtube.com/watch?v=Jgl-tfUkhsQ
If Regional Centers would vendor agencies not a part of DOR system, to do a Discovery Staging Record or other customized employment assessment it would help.
Love the conversation on expanding the dialogue and making it earlier- Can we develop a subcommittee to pull best practices and ID themes for recommendations
This is Connie. I will do some research on videos that are short and that employers hopefully would watch. But if others have short videos they know of please send me offline a list and we can compile a list email@example.com
Love this idea JJ Johnson
I agree with JJ. We need to move forward with best practices
Encuentre el documental "Let's Work" financiado por SCDD: https://www.youtube.com/watch?v=Jgl-tfUkhsQ
I think that we are thinking about job here, but our community is more proactive we are thinking in create a micro-Interprice for our community
I’ve used the PIP program as a Temp to Hire program.
Some employers view the PIP as free labor - I agree with Carole regarding messaging especially to the employers. Some finish one PIP, don't hire the person, and expect a new individual to come on board as more free labor.
SDP will be very helpful, since we will have the opportunity to create and contribute to the system instead of depending on the system
Agree, Pamela. Each RC develops their own interpretation and at times, road blocks to PIP.
We set a limit as well, Eileen. Has worked successfully.
We actually have a written MOU with employers as we entered into a PIP agreement.
they have been helpful
what about inviting employers to participate on this topic to get their input on what they see as barriers, positives and negatives. Walgreens has been utilizing DD, also Walmart and then perhaps asking a large employer who has not hired DD population
With all of the creative and knowledgeable professionals here we have learned so much - is there a way to share in a forum or open workshop or postings to continue this dialogue on applied strategies -
Is there any updates on the CRDP funds?
Two items: ODEP has conducted an Employer’s study in both 2008 and 2020 that identified Employer’s perspective on benefits and barriers to hiring PWD. And second, Our MOU clearly states the agreed upon outcome as a direct hire within the employer’s workforce.
The ODEP study can inform our dialogue. No sense reinventing the wheel.
Agreed ODEP and EFSLMP as well as LEAD have excellent resources
Another study exists that explores what employers want and what job developers think they want... there is a difference
also resources from Michael Callahan and GHA on Discovery Fidelity and Job Developers fidelity scale
thank you very much to everyone I have to go but it was a very good discusión hopefully all of you take an account our voice .