LDA OF WINDSOR ESSEX COUNTY OUTLINE OF EMPLOYMENT SUPPORT SERVICE DELIVERY TO THE ODSP REGIONAL OFFICE: SOUTH WEST REGION

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1 LDA OF WINDSOR ESSEX COUNTY OUTLINE OF EMPLOYMENT SUPPORT SERVICE DELIVERY SECTION 1: SERVICE PROVIDER INFORMATION TO THE ODSP REGIONAL OFFICE: SOUTH WEST REGION Criteria for Consideration and Information Required Staff Size Availability Roles and responsibilities Training, improvement strategies Communication and Marketing Accountability standards Dispute resolution details Agency/Organization Response Staff Comprised of: Executive Director, Resource Manager, Administrative Assistant, 5-6 Program Staff (Program staff facilitate 1 or more of the lifespan programs available, dependant upon education and experience) Administrative staff are available Monday- Thursday 9:00 a.m. 4:00 p.m. Program staff work a flexible schedule to accommodate the needs of the program participants. Program staff is provided a job description for specific roles and responsibilities. See attached job description for Job Developer Appendix A. The Learning Disabilities Association of Windsor Essex County (LDAW-E) is required by our mission and chapter retention guidelines to engage in public education by providing a minimum of 4 public workshops/meetings per year. All staff encouraged to participate in training events and other professional development. Program fees and staff time are reimbursed subject to approval. LDAW-E houses a community lending library and is continually purchasing resources and seeking funding to expand the information available to support individuals with learning disabilities and attention deficit disorder. The Learning Disabilities Association of Ontario provides the chapter with on-line access to Peer Review Journals to ensure that chapter staff has access to the latest research outcomes.

2 Communication and Marketing LDAW-E applies the following strategies to marketing programs and communicating the needs of individuals with learning disabilities and attention deficit disorder: Distribute quarterly newsletter Maintain website ( Participate on the Windsor Essex Employment Group Have representation on 3 local school board Special Education Advisory Committees Have representation on the Learning Disabilities Association of Ontario s Adult Advocacy Committee Established the Pay Attention and Learn Task Force, which is comprised of local professionals whose focus is to facilitate public education, research, post secondary internship and co-op opportunities, and clinical services Participate in Learning Disabilities Awareness Month (October) and an annual provincial public awareness campaign. The 2006 campaign will highlight Learning Disabilities and Mental Health. Provide a full-colour program brochure Participate in community information fairs Accountability Standards Learning Disabilities Association of Ontario chapters are bound by the Public Policies of the provincial organization. Policies surrounding accountability, adult services, and equity are attached Appendix B. LDAW-E has a privacy and confidentiality policy. See attached Appendix C Insurer: Lombard General Insurance Company of Canada Cover: Commercial General Liability; Directors and Officers Liability; Property; Valuable Papers; Accounts Receivable; Electronic Data Processing Equipment; Money and Securities; and Employee Dishonesty.

3 Dispute Resolution LDAW-E Board of Directors established a formal policy for dispute resolution. See attached Appendix D The Learning Disabilities Association of Ontario provides Advocacy Accreditation Training for chapters. Currently one local staff is trained. The training proposes the following guidelines for advocates when resolving issues:1. Listen carefully to determine how the other person sees the situation. 2. Describe how you see the concern. 3. Ask the other person to explain the solution. 4. Tell the other person what you want. 5. Seek a winwin solution. 6. Agree on a solution. 7. Make an agenda. Performance Outcomes History of providing employment support to people with disabilities Outcomes of providing employment supports to people with disabilities for the previous 2 fiscal periods Anticipated service levels for current fiscal year and beyond. Strategies to achieve increased outcomes History of providing employment support to people with disabilities LDAW-E began establishing employment support programs shortly after the opening of its resource and support centre in August Pre-employment services were initiated in partnership with Windsor Outreach Services and targeted individuals with learning disabilities and attention deficit disorder who were in receipt of Employment Insurance or had been receipt of Employment Insurance within the last 3 years. With the closing of Windsor Outreach Services in 2005, preemployment services are now contracted through the Assessment Centre. LDAW-E was approved as a third party vendor for ODSP Employment Support and began by providing pre-employment and job retention/job coaching support. In , services were expanded to include job placement. In response to requests for clients and Ontario Works caseworkers, funding was

4 acquired from Green Shield Canada to develop and implement an Employment Social Skills Program. Referrals for this program have been received from ODSP Employment Support and Ontario Works. Outcomes of providing employment supports to people with disabilities for previous 2 fiscal periods See attached reports: 1. ODSP-ES Services Provided (April 2004 March 2006) Appendix E 2. Transition Outcomes for Adults Assisted by LDAW-E as of February 2006 Appendix F /2006 Number of Adults Using Employment Programs by Funding Source as of January 9, 2006 Appendix G ODSP Employment Support Statistics as of January 9, 2006 Appendix H Anticipated service levels for current fiscal year and beyond Currently there are 2 clients actively seeking employment and application for 5 additional clients are awaiting approval (applications were held until the new fiscal period April 1, It is generally accepted that 10% of the population is affected by a learning disability. Annual statistics reflect a growing need for adult support for individuals with learning disabilities and attention deficit disorder. Referrals for eligible ODSP Employment Support participants are growing despite little focus on marketing. Based on the 2 current job placement clients, the 5 awaiting approval, a conservative estimate for 2006/2007 Employment Support targets are as follows: Job Placement: 9 x $6,000 = $54,000

5 Job Retention: 4 x 6 months x $250 = $6,000 Exceptional Support: $ Strategies to achieve increased outcomes Develop client marketing tools. Increase employer education by continued participation in Windsor Essex Employment Group events and distribution of Learning Disabilities Association of Ontario s employer brochure Appendix I Continue to partner with local school boards to ensure a seamless transition for students leaving secondary school and going directly to employment. Continue to provide 4 public workshop/meetings per year to expand the client base. Professional development for staff to expand job development skills and expand resources specific to employment support for individuals with learning disabilities and attention deficit disorder. Attached find recommendations for staff development and resources Appendix J Service Delivery Determination of employability determination activities On-going case management activities Client progress determinants Client reporting determinants Details of job placement activities Details of job retention activities Outline how job loss is addressed Service Delivery: The following provides in detail LDAW- E s employment service delivery model: Individuals are self referred, referred by another community agency, or by ODSP 1. Verify disability and determine whether the individual meets the organization s eligibility criteria. Disability is confirmed by reviewing existing documents (eg. IPRCs, Individual Education Plans, psychological assessments, medical documents, etc.) 2. If the individual meets the criteria, determine funding source for employment services (HRSDC, ODSP, or Ontario Works). If the client doesn t meet the criteria, refer to appropriate community agency (eg. Community Living, A.P.P.D., Canadian Mental Health Association).

6 3. Upon funding approval, establish employment plan. The employment plan may include the following services in addition to job placement and job retention: pursuing a psychological assessment, acquiring further documentation, Job Fit, employment social skills, and referral for other professional services. 4. Assist with job placement. May include: support with resumes and cover letters, assistance with preparing for interviews, once an appropriate job match has been established identify potential employers, provide training in disclosure of a disability, educate employers with regard to the benefits of hiring an individual with learning disabilities and attention deficit disorder, and train individuals on how to effectively engage in an independent job search. 5. Once a job match has been achieved, maintain regular contact with the client to ensure placement is secure and provide an opportunity to anticipate potential difficulties. The following may be provided to maintain the placements: modify schedule, mediation between employee and employer, complete task analysis so that appropriate accommodation can be acquired and implemented, and provide job coaching. Client progress will be continuously reviewed and success factors will include: maintaining or increasing hours of work, satisfaction with assigned duties, feedback from employer performance appraisals, and direct feedback from employers. 6. Should the placement be terminated by either the employee or employer, outcomes of the placement will be reviewed by the client and program staff and the client will begin an active job search, as outlined in 3. Community Partnerships Details of existing collaboration with other Community Partnerships Details of existing collaboration with other service providers and the services they may/will provide

7 service providers and the services they may/will provide Details of other community resources utilized to support employment activities Strategies to resolve service limitations LDAW-E initiated the Pay Attention Learn Task Force which is comprised of representatives from: University of Windsor, Department of Psychology and Faculty of Education; CHADD Canada; Sandwich Community Health Centre; Help Link; Windsor Essex Family Network; and the Greater Essex County District School Board. The task force has been establishing and facilitating local initiatives that have a positive impact on the lifespan issues of individuals with learning disabilities and attention deficit disorder. Representation on 3 local school board Special Education Advisory Committees. Have been contracted by Ontario Works to provide training for caseworkers and by the Windsor Jail to provide social skills training for youth offenders16-18 years old. Provide sensitivity training regarding individuals with learning disabilities and attention deficit disorder. Provide co-op placement opportunities for post secondary students Details of other community resources utilized to support employment activities Have representation on the Learning Disabilities Association of Ontario s Adult Advocacy Committee The executive director is Vice Chair of the Windsor Essex Employment Group and Chair of the Transition Planning Sub Committee. Partner with the University of Windsor s Clinical Neuropsychology Program to provide low cost psychological assessments for individuals who would otherwise be unable to access an assessment. Continue this partnership to ensure employment support clients who require a psychological assessment to ensure an appropriate job match can be assessed. Access the Opportunities Fund for clients

8 who would benefit from a wage subsidy. Coordinate full day of training for Windsor Essex Catholic District School Board staff on transition planning for secondary school students with disabilities through the Windsor Essex Employment Group. Network with other community agencies to acquire existing documentation (eg. Psychological assessments) to assist in determining the strengths, abilities, and weaknesses of employment support clients. Additional Details Other factors to consider with respect to this proposal Strategies to resolve service limitations Assessment and clear diagnosis is critical to establish an appropriate and achievable plan for individuals with learning disabilities and attention deficit disorder. Many individuals come to the program and understand that they have a learning disability, but they don t know what type and don t have access to documentation to support the diagnosis. LDAW-E networks with other local agencies to acquire documentation for the individual and if there is no existing documentation, a lowcost psychological assessment may be arranged. As learning disabilities affects 10% of the population, the organization is aware that the potential number of people requiring employment support exceeds the organization s current capacity. However, the current staff is contracted on a part-time basis and service hours can be expanded to meet the need. LDAW-E intends to more actively market employment services and anticipates an increase in targets in the coming years.