This follow-up study examines the employment success of young adults with learning and other mild disabilities. The study questioned the employee with disabilities, his or her parents, and the employer on a number of vocationally related items. A four-factor model is advanced to explain job success. The factors include job match and accommodation, social acceptance, work attitude, and special services. Participants in a total of 41 job situations were queried with 38 completed triads (employee with mild disability, employer, family). The method of constant comparative analysis was used to analyze the data. Although an aggregate of the four factors correlated significantly (p less than .01), job match proved to have the most significant (p less than .01) relationship with the outcome variable. The results are interpreted in light of the need to deliver and understand the types of supported employment services for adults with mild disabilities.
Descriptive data are presented on the employment patterns of youths with mild disabilities who participated in a transition program with an intensive postsecondary component. Data on employment rates, positive and negative job changes, participation in continuing education, and access to benefit packages are reported for 94 youths who participated in the program over a 4-year period. Program participants had favorable outcomes when compared with a national sample, but they stabilized at an entry level of work participation. Their rates of entry into postsecondary education were also greater than the national sample, but advances were nominal.
Social skills training for youth with learning disabilities in transition from school to work is of substantial importance. To examine the generalization of such training to real employment settings, this study used a multiple-baseline design to investigate the effects of 12 measured behaviors (3 behaviors per student) on four high school seniors. An initial simulated social skills package delivered at school led to generalization in 8 of 12 behaviors. Subsequently, in situ training at the work site produced generalization in 4 of 6 behaviors. This two-phase model appears to be a powerful way to promote generalization of behavioral skills.
Youths in transition and in programs which address special needs such as mild handicaps and emotional disturbance are often the defining members of a discordant ecosystem. Employment and employer behavior play a crucial role in any successful transition from school to independent adult life. The Career Ladder Program utilizes principles from Re-ED such as team building, affective education, ecosystematic intervention, and long-range enablement planning to address the issues faced by these young people and to facilitate successful transitions. This article outlines some of the relevant principles, dynamics of the transition experience, and examples of how the principles are actually applied.
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