Organizational variables, including policies, practices, collaborations, and funding mechanisms resulting in high performance in integrated employment, were described through case study research in 3 states. Findings address how contextual factors, system-level strategies, and goals of the system are related as well as how they sustain systems change. Strategies such as flexibility in funding and practices; communication of values through data, rewards, and funding incentives; and innovation diffusion through relationships and training were most successful when they were embedded within the context of a solid values base, a network of dedicated stakeholders, and clarity about systemic goals. Implications are presented with respect to state systems, community rehabilitation providers as partners in planning, and future leadership in the field.

In this paper we present a comprehensive timingbased attestation system suitable for typical enterprise use, and evidence of that system's performance. This system, similar to Pioneer [20] but built with relaxed assumptions, successfully detects attacks on code integrity over 10 links of an enterprise network, despite an average of just 1.7% time overhead for the attacker. We also present the first implementation and evaluation of a Trusted Platform Module (TPM) hardware timing-based attestation protocol. We describe the design and results of a set of experiments showing the effectiveness of our timing-based system, thereby providing further evidence of the practicality of timing-based attestation in real-world settings. While system measurement itself is a worthwhile goal, and timing-based attestation systems can provide measurements that are equally as trustworthy as hardware-based attestation systems, we feel that Time Of Check, Time Of Use (TOCTOU) attacks have not received appropriate attention in the literature. To address this topic, we present the three conditions required to execute such an attack, and how past attacks and defenses relate to these conditions.

More than three decades have passed since the passage of the Individuals With Disabilities Education Act (IDEA), which promised students in the United States a "free and appropriate public education." A critical component of this endeavor was transition planning for the student's life beyond high school, including postsecondary education and employment. In spite of these promises, research shows that the majority of adults with intellectual and/or developmental disabilities are being served in either facility-based work or community-based nonwork programs (Butterworth et al., 2011;Taylor & Seltzer, 2011). For the minority who work in community businesses, employment entails part-time positions in entry-level jobs. This results in low income, limited access to benefits such as health care, and dependence on public welfare (Boeltzig, Timmons, & Butterworth, 2008).Another area of concern is postsecondary education attainment. Students with disabilities and their families increasingly plan for participation in postsecondary education because of its potential as an intermediate step toward employment (Camarena, 2009;Newman, Wagner, Cameto, & Knokey, 2009). In response to this need, more colleges and universities are offering services specifically designed to assist students with disabilities. According to a recent national survey, more than 150 such programs operate in the nation (Grigal & Hart, 2010). The importance of postsecondary education for youth with disabilities is also demonstrated by the several regulations introduced in the past decades to meet the support needs of this group of students (Stodden & Mruzek, 2010). Despite this effort, the availability of programs and participation of youth with intellectual disabilities in postsecondary education remains an issue (Grigal & Hart, 2010;Newman et al., 2009). Employment and postsecondary education outcomes of youth with autism are also a concern because they are weaker than those of youth with other disabilities (Barnhill, 2007;Howlin, Goode, Hutton, & Rutter, 2004). Although transition outcomes of this group remain bleak, the demand for services, especially vocational rehabilitation (VR) services, is increasing (Cimera & Cowan, 2009). Within the group of people with developmental disabilities, the percentage of people with autism seeking VR services tripled from 1% to 3% between 1995(Migliore & Butterworth, 2008.This increase in the number of youth with autism seeking rehabilitation services has prompted an increased interest in research about predictors of transition outcomes for this 43R CB55310.

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The role of the workplace and its culture in supporting social inclusion and workplace support for employees with disabilities is discussed and results of a qualitative study of the workplace experiences of 8 young adults with developmental disabilities presented. Data were collected using participant observation and semi-structured interviews. Four characteristics of supportive workplaces were identified: (a) multiple context relationships, (b) specific social opportunities, (c) a personal and team-building management style, and (d) interdependent job designs. The more supportive workplaces had all of these characteristics, suggesting that collectively they represent key features of a supportive workplace culture. Implications for job development and job creation are identified.

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BACKGROUND: In response to continuing disparity in the employment outcomes of young adults, the Administration on Intellectual and Developmental Disabilities established an initiative to support state consortia to implement systems change with an explicit focus on policies, infrastructure, and collaboration across state agencies and other stakeholders. Eight states received 5 year grants under the Partnerships in Employment project. OBJECTIVE: This manuscript provides an overview of the initiative, and key lessons learned including the importance of a backbone organization, the need for a long term approach to change and capacity building, the role of data as a communication mechanism, integration across initiatives, linking local implementation and state policy, and intentional investment in communication. CONCLUSION: A holistic model for addressing systems change is offered that reflects the importance of intentional investment in relationships and connecting activities that link stakeholders across state governmental systems change, local implementation, and advocacy.

The concept offacilitating natural supports as a resource for obtaining and maintaining employment has received considerable attention, and a number of strategies for facilitating natural supports from an individual's network of family and friends and an employee's co-workers and employers on the job have been proposed. Interviews were conducted with key personnel in 17 schools and 16 adult service organizations in Massachusetts to obtain descriptive information regarding which practices are currently used and what barriers exist to the implementation ofsuch practices. Each organization was nominated as representing current best practices. Results indicate wide use of some practices as well as much confusion about the concept of natural supports and the role of human service providers in facilitating involvement.