The Cumulative Cost-Effectiveness of Supported and Sheltered Employees with Mental Retardation

Abstract

This study investigated the cumulative costs generated by supported and sheltered employees with mental retardation throughout one Bemployment cycle,[ that is, from the moment they entered their respective programs to when they exited or stopped receiving services. Data indicate that supported employees acquired services costing funding sources a total of $6,619 over 5.98 fiscal quarters or a per fiscal quarter cost of $1,107. In comparison, sheltered employees acquired services costing funding sources a total of $19,388 over 6.22 fiscal quarters or a per fiscal quarter cost of $3,117.

Supported versus sheltered employment: Cumulative costs, hours worked, and wages earned

“…However, to date, there have been very few direct costcomparisons of sheltered and supported employment. Moreover, the two cost-analysis studies that are available [11,4] may have compared supported and sheltered employees with vastly different characteristics and service needs. Consequently, their findings may not be accurate.…”

“…Previous research identified similar disparities. For example, Cimera [4] found that sheltered employees received services costing nearly three times what supported employees received.…”

“…Although examining the total costs of services received by supported and sheltered employees, Cimera [4] did not examine other outcomes. So it is unclear as to whether sheltered employment's increased costs were due to more hours worked per week, as noted by Lam [11].…”

“…It also sought to extend Cimera [4] by examining the costs of services received by supported and sheltered employees within the context of the hours worked and wages earned. More precisely, this study analyzed the average cumulative cost, cost per month of service, cost per hour worked, and cost per wages earned of 46 pairs of supported and sheltered employees (n = 92) who had identical age, race, gender, diagnose (-es), employment status (i.e., full or part-time), and ratings of the individual's self-injurious behaviors, offensive or violent behaviors to others, communications skills, and toileting abilities.…”

Employment First: A Beginning Not an End

“…Change is an essential component to doing business differently, including (a) responding to the expectation of persons with disabilities that they will work (National Longitudinal Transition Survey, 2008;Migliore, Grossi, Mank, & Rogan, 2008), (b) recognizing the evolving labor market needs (Occupational Outlook Handbook, 2010-2011), (c) acknowledging the need to allocate public resources in a cost effective fashion (Cimera, 2007), (d) providing services that lead to outcomes that support increased economic self-sufficiency , and (e) redirecting resources (personnel, funding, and even psychic energy) to support those that respond to the expectations and preferences …”