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Slide 1: Young Adults with Hidden Disabilities and the Challenges They Face in Career Planning The Meaning and Importance of Personal Values in Determining Career Direction Rob Crawford & LDI student samples 2008
Slide 2: Presentation Disclaimer Crawford 2008
Slide 3: There is a dramatic employment and poverty gap between working-age people with disabilities and those without disabilities • The Third Annual Disability Status Report reveals: – 38 % of people with disabilities are employed vs. 80 %of people without disabilities. – There are 22.3 million people with disabilities of working age (21-64), which is 13 percent of the total working-age population. • The researchers also found that Americans with disabilities are more than twice as likely to live in poverty: – 25.4 % of working-age Americans with disabilities live in poverty compared with 9.5 % of those without disabilities. – People with disabilities constitute 28 % of the working-age American population living in poverty. Cornell University Rehabilitation Research and Training Center on Disability Demographics and Statistics (StatsRRTC), funded by the National Institute on Disability and Rehabilitation Research, 2007.
Slide 5: Employer reported skills/qualities needed for successful employment: what’s missing? • • • • • • • • • • 86% - verbal communication skills 77% - interpersonal skills 62% - math skills 59% - written communication 52% - basic business skills 46% - financial accounting 43% - mechanical ability 41% - computer skills 18% - Internet knowledge 18% - science Small business owners in the "Voices from Main Street: Assessing the State of Small Business Workforce Skills”, American Express, 2001 Crawford 2008
Slide 6: Top Employer Concerns about Entry-Level Employees • 59.1% of employers stated poor basic employability skills (attendance, timeliness, work ethic, etc.); • 32.4% poor reading/writing skills; • 26.2% inadequate math skills; • 25.0% an inability to communicate; • 23.7% poor English language skills; • 22.1% an inability to read and translate drawings/diagrams/flow charts; • 22.0% an inability to work in a team environment; and • 12.3% poor computer/technical skills. The National Association of Manufacturers 2001 members' survey asked employers about the most serious skill deficiencies of current hourly production employees.
Slide 7: Employment Statistics for Youth Out of School > 1 yr (NLTS2 Wave 3, 2005) Condition LD Employed ED 42% 30% 15% OHI 65% 19% 17% Autism 37% 21% 54% 62% 19% 8% Fired in last 2 yr Disclosed condition before hired Disclosed condition after hired 0% 2% 5% 9%
Slide 8: What does the research suggest is the impact to adults with hidden disabilities? • • • Many lacked clear understanding of their disability and its impact on career choices and ability to perform a job (Hitchings and Retish 2000). Restricted early opportunities, dependence on family, and experiences of academic failure may lead to low self-esteem and limited self-knowledge (Michaels 1997). Type and severity of disability, amount of time spent on remediation, parental over protectiveness, and low expectations may limit opportunities for career exploration (Hitchings and Retish 2000). Adolescents with LD were more likely to limit their educational and occupational aspirations; aspirations for postsecondary education “did not necessarily translate into comparable occupational aspirations” (Rojewski 1996). Many youth with LD had unrealistic career ambitions or no ambitions. (Kortering and Braziel 2000). • • • Not all who were eligible were involved in comprehensive transition planning in high school (Hitchings and Retish 2000). Crawford 2008
Slide 9: What is the employment status of adults with ASD? • Most adults with ASD report ongoing problems finding and maintaining jobs (Goode et al., 1994; Howlin, 2000; Lord & Venter, 1992; Nesbitt, 2000) • Many continue to experience unemployment and underemployment as a result of their difficulties understanding and responding appropriately to the social demands of the workplace (Nesbitt, 2000). • Only 6% of all people in the UK with an ASD have full-time paid employment, and only 12% of those with highfunctioning autism or Asperger’s syndrome had full-time jobs (Barnard et al, 2001) . Crawford 2008
Slide 10: Common barriers to success: Clinical/practitioner view • • • • • Lack of social maturity Unaware of personal limitations Use of circular logic and rationalization Retreating when successful Difficulty with training because of inability to perform • Inability to distinguish aspects of the job and environment that are controllable from those that are not Crawford 2008
Slide 11: Time & Place: Why executive functioning skills are important Crawford 2008
Slide 12: Psychological Factors for LD/ADHD 1. 2. 3. 4. 5. 6. Moody, quick tempered, easily frustrated Misunderstands facial expressions Makes literal interpretations of what is said Finds it difficult to sit down to read or write Takes too long to organize thoughts Feels/believes self to be lazy, stupid, humiliated by problems Crawford 2008
Slide 13: Psychological Factors for ASD • Stress, frustration and anger reaction to change or interruptions • Struggle to take initiative • Higher anxiety levels particularly when meeting new people or encountering change or new situations • Abrupt manner in expressing thoughts, ideas, or opinions • Single-mindedness, unwilling to see the viewpoint of others. Crawford 2008
Slide 14: Perspective of the adult with the condition • • • • • Having been fired from all your jobs Only being able to obtain entry level jobs Inability to mix well with people on the job Disclosure of disability not received well Job interviewing skills are poor due to nervousness and impulsive responses • Difficulty maintaining focus on the job thus forgetting things frequently • Often disorganized not being able to find things quickly and observed as a poor performer. Crawford 2008 Feeling Worthless:
Slide 15: What it feels like to live with a hidden disability Crawford 2008
Slide 16: Career planning: More than just getting a job • The interrelationship of personal and career problems becomes more apparent in the lives of adults (with hidden disabilities) as they: – Experience changes in work environments – Difficulties associated with other life roles – Work maladjustment – Career transitions – Changing work requirements – Concerns of older adults – Changing values and interests Crawford 2008 (Super, 1993)
Slide 17: Jumping and Leaping • • • • Impulsive job acceptance Training in career that is not suited to skills Belief that the ADA will protect you The environment doesn’t matter so long as the boss is understanding • I have medication now it will take care of everything • The last job was just my boss, things will be different in the next job no matter what Crawford 2008
Slide 18: Job Misery Epidemic • 77% of Americans hate their jobs • 87% don’t like their jobs • The majority show up, but focus on where their next job will be (Gallup, 2005) Crawford 2008
Slide 19: Cost of Job Misery • Increased absenteeism and employee turnover • Loss of creativity and productivity • American employers had over $360 BILLION dollars each year in lost productivity (Forbes, 2005) Crawford 2008
Slide 20: A miserable job is not the same as a bad one • A bad job lies in the eye of the beholder • A miserable job makes a person cynical, frustrated & demoralized • It drains the enthusiasm, energy and selfesteem • Miserable jobs are found at all levels and fields of employment Crawford 2008
Slide 21: What exactly is being in a miserable job mean to you? • “Being in a job that’s not what you expected, boring, and repressive.” • “Anything similar to the movie ‘Office Space’ such as cubical work.” • “Being stuck in a routine where I am feeling unchallenged. If I feel unchallenged or unappreciated, I am going to get depressed pretty quickly.” Crawford 2008
Slide 22: Prairie dog culture in Cube City Crawford 2008
Slide 23: #1 reported factor influencing job satisfaction is…? • Compensation • Prestige/personal accomplishment • Work-life balance • Working conditions • Relationship with boss (Ken Blanchard, 2005) Crawford 2008
Slide 24: What do you want your manager to know about you, your personal dreams, and interests? • “I am eager and willing to learn new things. I lack patience, but more than make up for that in persistence. I will get a job done no matter what the task, and I work the hardest on things I find interesting and enjoy.” • “I would like my manager to be appreciative towards my individual needs as an employee. It would be nice if we were friends, but as long as that respect aspect is there, anything else that comes from the relationship with them would be a bonus.” • “That would depend if the manger was related to helping me on my main career and if not; I don’t see the point unless I develop a friendship with them.” Crawford 2008
Slide 25: The 3 signs of being in a miserable job (Patrick Lencioni, 2007) Symptoms • Anonymity • Irrelevance Remedies • Mentoring manager • Personal impact of work performance • Developing meaningful contribution/success metrics Crawford 2008 • Immeasurement
Slide 26: How does your job make a difference in the lives of others such as customers, coworkers, and the boss? • “It can cause either relief or stress, but it all depends on the personality of the person it being at that time.” • “I like to find the best appropriate piece of equipment for each customer that comes in there. I like to think when I am on the sales floor, my boss doesn’t have to worry about anything going wrong that day. He has told me that I am one of the four people they are strongly counting on for our department to perform on a consistent basis every day, so it is nice to see that they appreciate me there.” • “If I had a job as Vet Tech, I’d make a difference in the customers by providing optimal health procedures for the patients, co-workers by making it easier for them to work with my assistance, and boss by being cooperative and willing to take on tasks assigned to me.”
Slide 27: What are some specific ways you could be able to tell if you are doing your job? • “By the time it takes to get the job done and by the amount of corrections the supervisor has to make.” • “We have set quotas we have to meet. I know if I am meeting my quotas, I am doing an adequate job. The other way to tell is by the percentage of returns a salesman gets. We have a salesman that is really good at selling people on things, but the majority of his sales come back and hurt him later. My products usually stay sold, which is a good sign that customers get along with me and appreciate my style.” • “If it was a matter of motivation, then I would find the job easier and if it wasn’t there, I wouldn’t know why I asked for the job.” Crawford 2008
Slide 28: If the 3 signs of a miserable job are so obvious, why don’t managers do something about it? • “They are under so much stress from the company they work for that it rubs off on the people below them.” • “Because managers need someone to do the job, even if it is a miserable one. It’s not their position to make your life better, it’s your own.” • “Usually managers have so much on their plate from the corporate side and that’s where the majority of the pressure comes from, so they are less inclined to fix something until it figures into the bottom line and they get issues about the problems from higher up above.”
Slide 29: Perils of having a receptive language processing disorder Crawford 2008
Slide 30: Defining the meaning, nature and importance of work • “I want to find a career where I feel as though I make a difference in the lives around me and enjoy doing that job to the extent that work can be considered fun. If I take pleasure in my work, I can take pleasure in life more as well. My attitude will improve, I will have higher self-esteem, and I will be able to find compassion for others.” Crawford 2008
Slide 31: Will you find meaning with work, through work, or in spite of work? • “For me, work is a necessary evil that I have to do in order to make money and come to terms with a world that I struggle with every day to comprehend and assess rationally. The only meaning I want to get from work is finding a career path and a job that eventually pays me handsomely and challenges me to the point of happiness” Crawford 2008
Slide 32: Crawford 2008
Slide 33: Will you find meaning with work, through work, or in spite of work? • “I will find meaning in life through work. A career or job should not just be something you do to make money; a job should help you gain experience about the world around you, help you make friends, better decisions, and give your life a more satisfying edge. You should be able to go home each day and say to yourself, “Today I made a difference.” be that difference big or small, if we feel as though we made no impact at all, we begin to feel worthless and unimportant. Our meaning in life should come in part from our career.” Crawford 2008
Slide 34: The Decision Problem Decision Problem What do I need to do to start myself off on the path of becoming successful in the field of animal services? Assumptions I will enjoy working with animals I can handle the stress I want to be a vet tech Triggers How do I choose a career? Will I be satisfied with my choice? Will I burn out from the stress? How will I support myself? Connections Choose a career that involves animals The stress will keep me on my toes I can make a decent salary as a VT Crawford 2008
Slide 35: Will you find meaning with work, through work, or in spite of work? • “I do not want my career to be my whole life. Although it is my goal to love what I do, there should be other aspects to life. The key is to find the balance between work and leisure. My goal is to find a career where I can fuel my creativity however I don’t require my friends to be creative or artistic. In fact, I prefer them to have different interests. In this way. We are learning different things from each other.” Crawford 2008
Slide 36: Decision Problem Decision Problems What steps do I need to take to see if a career in film is right for me? Triggers I know a lot about editing and filming I know people that work in the industry My parents are supportive of me Assumptions I will have to go to film school I will have to start as a “gopher” It may take a long time to find a job Connections I will need to live in LA I need a fall back plan The income will be small at first Crawford 2008
Slide 37: Identifying Objectives as much art as science • Write down everything you hope to look for or accomplish through your decision – – – – – – – Make a wish list What do you want to avoid? Impact on others in your life Talk to others in similar situations Develop idealistic alternatives Look at the worst outcomes How would you justify it? Crawford 2008
Slide 38: Rob’s class requires a lonnng sequence of steps Crawford 2008
Slide 39: What Matters Most? • • • • • Being happy Being in a stable environment Having the means to support myself financially Going to college and getting a degree Effectively balance life and work Crawford 2008
Slide 40: What is Being Happy? • • • • Have a career I enjoy Be with people I enjoy Be in an environment I feel comfortable in Make enough money to get by, possibly with more left over • Do something I feel I make a difference by doing Crawford 2008
Slide 41: Wants and Needs of Being Happy • Wants – Having more than enough money to support myself and family and live comfortably – Having enough time to do what I want when I want – Success – Going on vacations Crawford 2008 • Needs – Having friends – Having enough money to pay my bills – Having the time to do what I need to do – Taking breaks once in a while
Slide 42: Best and worst case scenarios of Being Happy • Best Case – Enormously fulfilled by my chosen career – Make enough money to live comfortably – Make a large impact in the lives of others – Surrounded by people I work well with and care for. • Worst Case – Chose a career that I don’t enjoy – Not make enough money to even pay bills – Not feel like I make any sort of impact – Feel unsatisfied with my life – Surrounded by people who either don’t care about me or dislike me Crawford 2008
Slide 43: My Objectives: Family: Make the people who believe in me proud Personal: Stand on my own two feet and make my mark Day to Day: Workplace that provides new challenges Extra Curricular: Job that allows me to travel and see new parts of the world Financial: Enough incoming money to substantially support myself and a family Long Term: Continually grow no matter how successful or unsuccessful I am in the workplace Crawford 2008
Slide 44: Objective #1: Family Pride -Make my mother and various family members proud of me in a business sense as well as a personal sense. -Be able to stand on my own two feet and leave something of definite value behind. -Enhance the McDonald family name and reputation with more people. -Owe no individual a large amount of money. Never let anyone else break me financially. -Committing to something and putting more then just the first couple of initial non-committal steps towards it. -Be able to spend more time in Australia with my extended family. Crawford 2008
Slide 45: Objective #1: Family Pride: Wants: -Stand on my own two feet and not be financially dependant on others. -Pay back money owed to my mother ($17,000) -Start being consistent in terms of a career and not being so non committal. -Be able to spend more time in Australia in future. Needs: -Adapt towards paying more and more bills myself. -Show signs of positive development and chip away at money owed without any more loans. -Narrow down choices on careers I enjoy doing. -Find a career that is easily adaptable internationally. Crawford 2008
Slide 46: Objective #3: To be mentally challenged • Look at each assignment as a learning experience and not beneath me • Don’t get frustrated when I don’t get it right away just keep on doing it till I do • Except as much advise and training as I can get • Keep with it Crawford 2008
Slide 47: Objective #3 Wants & Needs • Wants • To exceed my expectations in what I can do in the career I choose • To reach new heights in that career • Needs • To work the hardest I can work • To feel a sense of self accomplishment • To do the very best I can and learn the most I can each day Crawford 2008
Slide 48: Anticipating consequences • Major point: Be sure to understand the consequences of your alternatives before you make a choice Crawford 2008
Slide 49: I hope they like my “beach day” costume Crawford 2008
Slide 50: Career-related stress conditions 1. Conditions of work: Unpleasant work environment, necessity to work fast, excessive and inconvenient hours 2. Work itself: Perception of job as uninteresting, repetitious, overloaded, and demanding. 1. Shift work: Rotating shifts affecting bodily functions and role behaviors 1. Supervision: Unclear job demands, close supervision with no autonomy, scant feedback from supervisors 1. Wage and promotion: Inadequate income • Role ambiguity: Lack of clarity about one's job and scope of responsibilities 7. Career development stressors: Little job security, impending obsolescence, dissatisfaction over career aspirations and current level of attainment 1. Group stressors: Insufficient group cohesiveness, poor group identity in the organization 1. Organizational climate: Impersonally structured organizational policies 10. Organizational structure: Too bureaucratic or too autocratic
Slide 51: How long is this going to take? • Culture of speed • Quick fixes • Maturity issues concerning recognition What commitment am I willing to make? Peter Block: The Answer to How is Yes Crawford 2008
Slide 52: Crawford 2008
Slide 53: Career Ladder SVP 5-6 • Animal Treatment Investigator – DOT: 379.263-010 – SVP: 5 • Veterinary Technician – DOT: 079.361-014 – SVP: 6 • Sales Representative, Veterinarian Supplies – DOT: 276.357-018 – SVP: 6 Crawford 2008
Slide 54: Career Ladder: Veterinary Technician DOT: 079.361-014 SVP: 6 • Outlook (Arizona Phoenix-Mesa Area) – Percent Growth (1998-2008): 49% – Base Year Employment (1998): 820 – Projected Employment (2008): 990 • Wages – Arizona Phoenix-Mesa Area Median: $11.91/hr • Employment By Industry – Veterinary Services: 41.5% growth – Education, Public and Private: 13.0% growth – Federal Government: -5.0% growth Crawford 2008
Slide 55: Job Requirements -Online Animal Kingdom Puppies N Love Animal Care Tech VCA Animal Hospital Vet Receptionist Position named: Experienced Vet Receptionist, so some previous experience probably is required MUST be able to work evenings, weekends and holidays with the longer shifts on Saturday Arrow Service Group Hospitals Kennel Attendant None Banfield Veterinary Assistant Tech None Previous Experience required? Job experience or schooling is preferred but not required. Must be self motivated with the ability to work independently. Ability to lift 50 pounds * Bending and squatting Qualifications needed Positive Attitude * Willingness to learn * Adaptability * Initiative High school diploma or GED. AD / BA preferred -Vet Tech license preferred -lift and/or move up to 50 pounds -comfortable around Pets Yes No Loud, busy Unknown Discount on pet services, Health available Job training offered? Testing on app? Work environment? Salary Range Benefits Probably No Indoors, sometimes loud $7.50 to $9.50/hour Offer health insurance and profit sharing Possibly Maybe Fast paced, busy, fun $8/hr 401K Retirement Plan, Health, Vision and Dental Insurance, Pet Benefits Yes Probably not Loud, smelly 6.75/hour Unknown Dress Code Work Shifts Company Shirt and own pants Full time, Part Time scrubs Full and Part Time Positions scrubs Tue, Thu, every otr Sat 103:30pm scrubs Third shift (Night) Crawford 2008
Slide 56: How hard will this be? • In career decision making… • At work…. • Personal costs… What price am I willing to pay? Peter Block: The Answer to How is Yes Crawford 2008
Slide 57: Career Planning and Job Development Guidelines • Essential functions of the job • Assessment of skills, abilities, aptitudes, experience • Assessment of interpersonal, communication skills • Determination of organizational fit Crawford 2008
Slide 58: Building a consequence table • Gather hard information (job descriptions) • Use subjective judgments (fun place to work) • Use numbers where appropriate (starting salary $10.00 per hour) • Use graphics, diagrams, photos, symbols for emphasis and interest (suitcase icon for work travel requirements) Crawford 2008
Slide 59: Jobbing.com • • • • • • • • • • • • 1. The daily work schedule is M-F 7AM-Varies. 2. Everyone Supervises their own duties. 3. The General Manager has priority for requests. 4. The General Manager handles disciplinary issues. 5. Tasks are given verbally everyday from the Producer. 6. Tasks are given in writing to editors in a script form. 7. Creativity, outgoing, and knowledgeable are people skills needed for this position. 8. The company culture is a team environment. 9. Previous experienced required would be 2-3 years of experience, knowledge of software, and a reel. College is preferred. 10. The salary range is $27-40,000. Freelance work pays more. 11. They offer health, vision, and dental. They will pay for training, schooling, and car & gas. 12.Position requirements for performing tasks on your own is to know how to understand TV scripts. Crawford 2008
Slide 60: Jobbing.com Continued • • • • • • • • • • • • 13. The typical volume of work done daily is 3-4 shoots. 14. The physical demands of this job are moving equipment and stress. 15. This position has a lot of involvement with the care and maintenance of equipment. 16. Operating procedures are not usually changed but you learn by mistakes. 17. In order to maintain the position you must keep up to date with technology and software. 18. There is no higher position above this one. 19. There is no training to move up to a higher position 20. It is always appropriate to ask for help. With technical issues you should ask someone or look online. 21. You can always ask for help. 22. The company measures an employee’s performance by client feedback and projects being done in timely manners. 23. Employees are cross-trained by learning everything for every market in a 2 week period. 24. The best preparation for this occupation is experience Crawford 2008
Slide 61: Job Shadow Chart for Career in Sports Production Job Title Production Assistant NFL Network 15-20hr, $20,00050,000 TV/Film Editor Fox Sports 50-95hr depending on experience Health, Vision, Dental 401K Degree not required. Completion of Film School or Program Preferable 5-7 Days of the week Hours greatly vary 12,14,18 hour shifts, daytime, evening, graveyard Long Hours. Can be strenuous Storyboard Creator Fox Sports $30,000-75,000 Grip 20th Century Fox 10-25hr Depending on difficulty of task Health, Vision, Dental Degree Not Required. Producer 20th Century Fox $50,000-250,000 Depending on film, tv, music video Health, Vision, Dental 401K Degree not required. Completion of Film School or Program Preferable Anytime producer is needed to be on set or in the office Salary Benefits Health, Vision, Dental 401K Degree Not Required but Degree preferable Health, Vision, Dental 401K Degree Preferable. Must have Art Portfolio Education Work Schedule Usually M-F. Filming may be on weekends Usually work a full day of shooting 10-14 hours M-F 9-6 Occasion weekends Usually M-F. Filming may be on weekends Usually work a full day of shooting 10-14 hours Work Environment Lots of running around. Checking on Actors & Crew Will Have to create lots of boards. May take a long time Must have physical strength. Be able to fix things or make quick solutions Overseeing crew, writing ideas, managing budget, rentals of equipment, hiring
Slide 62: Consequence Chart Objectives Successful College Living Happiness Work Enviroment Jobbing.com 2 3 2 2 1 Bryman Media 3 2 3 3 3 Fox Sports 1 1 1 1 2 Crawford 2008
Slide 63: School Tour of Phoenix College • • • • • • • • • 20 Minutes, not very informative and didn’t sell the school at all Nice campus Diverse population Offered services for people with disabilities and finding jobs Different buildings for different subjects Major of interest offered here (paralegal) Tuition: cheaper because it is a community college It seems as though students have to come in knowing what they want to take or major in Overall, not a place I would attend Crawford 2008
Slide 64: How will I get my coworkers and boss to change for me? • The wish to control • Risks of focusing on others changing • Risks of being too honest • Giving advice where none is asked for What is my contribution to the problem I am concerned with? Peter Block: The Answer to How is Yes Crawford 2008
Slide 65: Dealing with the “D” Word Crawford 2008
Slide 66: Functional Limitation: Self-direction • The capacity to organize, structure and manage activities in a manner that best serves the objectives of the individual. Such functions include the abilities to organize, structure and plan appropriate approaches to achieve necessary tasks and to do problem solving. These executive functions are frequently seriously limited by ADHD-related deficits in cognition and reasoning. Crawford 2008
Slide 67: Sound like anyone you know? (Self-Direction) • Lack of insight, i.e., inadequate awareness of strengths and weaknesses, an inability to monitor performance to detect if it is meeting the demands of the environment, and inability to adjust behaviors and activities if the current performance is not adequate. • Limitations in self-direction are often evident in problems related to time management, such as underestimating the time (and energy) needed to complete work assignments, causing other responsibilities not to be addressed; missing or being late for appointments and meetings; and making decisions impulsively without considering previous plans or experiences. TECHNICAL ASSISTANCE CIRCULAR RSA-TAC-05-01 January 10, 2005 Crawford 2008
Slide 68: Which candidate has AS/NVLD? Crawford 2008
Slide 69: Extenuating circumstances • Testing for the job - needed accommodation • Promotion • Team-based assignments • At the time of job offer and acceptance • New assigned job tasks • Transfer or relocation to new environment Crawford 2008
Slide 70: Individuals must educate the employer • Ask the employer to discuss the duties (essential functions) of the job and/or to provide a copy of the job description • Look at the essential functions • Look at the job site • Determine if an accommodation is needed and if it is reasonable • Disclose only after this has been determined (unless there are extenuating circumstances) Crawford 2008
Slide 71: Risk vs. Reward Crawford 2008
Slide 72: Key Uncertainties Chart: Will my job make me happy overall? Outcomes I love my job all of the time Not very likely I enjoy my job I do not enjoy most or some of my job at all the time Most likely Some days and tasks are better than others, but overall I enjoy what I do and get the things that matter most to me Not very likely I despise every aspect of what I am doing, get nothing I want, and dread having to show up every day Chances Consequences I don’t have any problems with my employer and I get everything I want (e.g. benefits, vacation time, good salary, promotions) Crawford 2008
Slide 73: Achieving successful job placement (1) work personality and work environment should be amenable (2) individual needs are most important in determining an individual's fit into the work environment (3) individual needs and the reinforcer system that characterizes the work setting are important aspects of stability and tenure (4) job placement is best accomplished through a match of worker traits with the requirements of a work environment. Crawford 2008
Slide 74: We have to teach individuals to selfadvocate in an appropriate manner • The individual has to know how they learn and what their functional limitations (disabilities) are • Know how to interview understanding that they may be asked to discuss their competencies • Know if, when, and how to disclose and what accommodations they need Crawford 2008
Slide 75: I desire to create a world that will solve for others what I have struggled so much with myself rcrawford@life-development-inst.org Crawford 2008