Implementation of Job Development Practices

Abstract

We investigated the extent to which employment consultants implemented job development practices recommended in the literature when assisting job seekers with intellectual or developmental disabilities. We contacted 83 employment consultants from 25 employment programs in Minnesota and Connecticut. Fifty-nine participants were eligible and completed surveys. We found inconsistencies between the employment consultants' practices and the job development literature in areas such as involvement of family members and acquaintances, observation of job seekers in work and nonwork environments, analyses of employers' needs, development of customized jobs, and assistance with work incentives planning. We recommend a system-wide effort for supporting employment consultants in implementing promising job development practices. This effort needs to involve funding agencies, employment programs, accreditation agencies, training programs, and researchers.

National Core Indicators ©: Data on the current state of employment of adults with IDD and suggestions for policy development

“…The successful transition of job seekers to employment depends in large part on the knowledge, skills, and abilities of employment support professionals to develop, match, and support jobs that meet both the job seeker's and the employer's interests and needs (Hewitt & Larson, 2007;Migliore, Butterworth, Nord, Cox, & Gelb, 2012). The literature defines a number of research based and promising practices including person-centered career planning and assessment (Callahan, Shumpert, & Condon, 2009;Kluesner, Taylor, & Bordieri, 2005); customized employment (Griffin, Hammis, Geary, & Sullivan, 2008); workplace culture analysis (Butterworth, Hagner, Helm, & Whelley, 2000;Carlson, Smith, & Rapp, 2008); using personal and professional networks (Luecking, Fabian, & Tilson, 2004;Owens & Young, 2008); and building and ensuring natural supports (Becker & Drake, 2003;Test, Sollow, & Flowers, 1998).…”

The State of the Science of Employment and Economic Self-Sufficiency for People With Intellectual and Developmental Disabilities

“…In addition, system investment in the employment support workforce was also identified as a key characteristic. For effective employment services, it is necessary to provide training and development to equip employment professionals with knowledge and skills about best practices to effectively support people with IDD in the community (Conley, 2003;HaU et al, 2007;Migliore, Butterworth, Nord, Cox, & Gelb, 2012). Effective training and development can pay dividends, as research has found, through more community-based job placements and job placements with high wages and more work hours per week .…”

Helping veterans achieve work: A Veterans Health Administration nationwide survey examining effective job development practices in the community.

“…Accordingly, vocational providers have emphasized the complexity of job development (Kukla, McGuire, & Salyers, 2016b) and the need for additional guidance with regard to effective job development strategies. Another potential issue is lack of generalizability of recommended job development practices; previous studies examining job development have utilized small samples that may not generalize to other settings with differing resources and populations (e.g., Migliore, Butterworth, Nord, Cox, & Gelb, 2012).…”