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• W80323979 abstract "employment has become a cornerstone of new state and federal initiatives to improve the quality of life of persons with severe disabilities (Will, 1984; Elder, 1984; US Department of Education, 1984). The language of the federal initiative describes the following primary characteristics of supported employment (Rehabilitation Act Amendments of 1986): (a) Supported employment is designed for individuals who are served in day activity programs because they appear to lack the potential for unassisted competitive employment (6) ...involves the continuous provision of training, supervision, and support services that would be available in a traditional day activity program; (c) ...is designed to produce the same benefits for participants that other people receive from and these can be assessed by normal measures of employment quality, e.g., income level, quality of working life, security, mobility, and advancement opportunity; and (d) ...incorporates a variety of techniques and services to assist individuals to obtain and perform work, including assistance to a service agency that provides training and supervision at an individual's worksite; support to an employer to offset the excess costs of equipment or training; supervision of individuals with severe disabilities; and salary supplements to coworkers who provide regular assistance in performance of personal care activities while at work (p.3501). By its very nature, supported employment implies a significant philosophical and practical departure from traditional vocational rehabilitation programs which have served individuals with severe disabilities in sheltered settings with little or no opportunity to perform and reap the benefits of real (U.S. Department of Labor, 1977; Whitehead, 1979; Buckley & Bellamy, 1985; Bellamy, Rhodes, & Albin, 1986). A close analysis of current implementation practices is necessary to determine if supported employment has, in fact, been established according to its underlying values and principles. Vocational Rehabilitation (VR) has been designated as the lead agency for supported employment, providing initial short-term monies, while State Offices of Mental Retardation and Developmental Disabilities (OMRDD) have emerged as the primary source of long-term support dollars. Despite the fact that OVR is only one piece of the supported employment pie, federal regulations have been written solely for VR. Therefore, this paper will primarily focus on the VR service system, though the federal emphasis on VR as the primary medium of supported should be a topic of further debate and discussion. The purpose of this article is to outline the basic underlying tenets of supported employment and of traditional VR practice, to illustrate how supported employment has not been applied according to its founding principles, and to recommend steps which need to be taken in order to implement supported employment programs within the VR system. Principles of Employment The underlying principles of supported employment include four primary ingredients: integrated settings, paid employment, ongoing support, and priority service provision to people with the most severe disabilities. (Rehabilitation Act Amendments, 1986; Federal Register, 1987). Another component which is not included in federal language, but which is sanctioned by advocates of supported employment is unconditional inclusion. Each of these characteristics is described briefly. Integrated settings are those where people with disabilities in close physical and social proximity to nondisabled coworkers who are not paid caregivers (McLoughlin, Garner, & Callahan, 1987). According to the federal regulations, a setting is considered integrated when as many as eight people together with people who are not disabled (Federal Register, 1987). The second basic ingredient of supported employment is paid employment. …" @default.
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• W80323979 title "Supported Employment and Vocational Rehabilitation: Merger or Misadventure?" @default.
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