The purpose of this article is to present a trainer-advocacy approach to job site training and placement for moderately and severely handicapped individuals. A major focus of this article is that job placement into nonsheltered work environments should be a more frequent option for handicapped individuals than it has been in the past. A model program for job placement is discussed, with interim data presented on the individuals placed to date. At this point, over $90,000 has been earned cumulatively by 33 moderately and severely handicapped individuals, most of whom had never worked competitively before.
The purpose of this article is to describe the competitive employment experiences of 21 persons labeled severely mentally retarded. Over an 8-year period from 1978 to 1986, 21 persons with measured intelligence levels under 40 were competitively employed with ongoing or intermittent job site support. A cumulative total of over $230,000 of unsubsidized wages was earned. Significant vocational problems included slow work rate and lack of appropriate social skills. The majority of the persons worked in part-time, entry-level service positions. The major suggestions for improving the quality of vocational interventions included (a) more creative and comprehensive job development and (b) more powerful systematic instructional techniques. It was concluded that, while this report extends the concerns of competitive employment literature to persons with more severe intellectual handicaps, much more innovative work needs to be performed with individuals who exhibit profound disabilities.
This paper addresses the issues involved in helping severely developmentally disabled individuals become placed in competitive employment. Based on the placement experiences of Project Employability, factors in job selection and in working with employers are described. The client's previous work history, functioning level, supplemental security income, living situation, transportation needs, and parent attitudes are identified as critical factors in selecting an appropriate job. Identification of an appropriate employer is discussed as well. Factors involved in this process include community job assessment, approaching the employer, establishing a training period, and conducting a job interview. The information in this article will facilitate job placement of severely disabled clients with limited work histories.
teacher of learning disabled students, Hanover County, Virginia. Article Descriptors electronic pinball; age-appropriate leisure; generalization; adolescent; severely handicapped; community-based trainingThis study demonstrated the acquisition and generalization into community settings of a chron ologically age-appropriate leisure skill with severe ly and profoundly mentally retarded adolescents. The skill involved operating an electronic pinball machine independently.The study evaluated the effects of an instructional program in a multiple baseline across individuals, with frequent generali zation probes into the community.Systematic in structional procedures were utilized that involved verbal instructions, modeling, physical guidance, and social reinforcement.Modeling was also used to help reduce inappropriate social behaviors, such as self-stimulation actions that took place in the community setting. The results indicated that participants could acquire and generalize use of an electronic pinball machine leisure skill effectively and learn to exhibit appropriate social behavior.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.