SCARC, Inc. 11 US Route 206, Suite 100 Augusta, NJ

Transcription

1 Section: D.6 Page 1 of 5 The purpose of this policy is to define Supported Employment, describe SCARC s Supported Employment, and establish standards and procedures for job development and support for individuals receiving employment services from the Association. SCARC s goal is full community inclusion in the work force. I. General Standards: A. Supported Employment is defined as competitive work in an integrated work setting with ongoing support services for individuals with significant developmental disabilities for whom competitive employment has not traditionally occurred or, because of their disability, was not considered likely. B. Supported Employment approaches to competitive employment involve highly structured job placement, individualized job site training after placement and systematic methods for assuring job retention utilizing Employment Specialists and other natural support as needed. C. Types of Supports The following definitions describe types of support required for Supported Employment. These types of support are flexible to the needs of the individual supported employee. 1. Pre-Placement Activities are defined as those activities, which assist the supported employee in securing employment in a competitive work setting such as career development and exploration, transitional employment, job sampling, assessments and resume development. 2. Job Coaching is defined as the activity to assist the supported employee in acquiring the physical, intellectual, emotional, and social skills needed to perform the specific job tasks, work routine and personal life activities critical to employment success. 3. Follow along services is defined as periodic job-site support by SCARC s Employment Specialist staff to the supported employee. This would include, but is not limited to, problem intervention, retraining, and on-site modifications. D. Employment sites shall include opportunities for integration, social interaction and improved quality of life though the earning of a commensurate or competitive wage.

2 Section: D.6 Page 2 of 5 E. Types of Supported Employment: 1. Individual Placement: one person placed in competitive employment with the support of an Employment Specialist. Support is continued as needed for as long as the worker is employed. 2. Enclave: groups of persons in a community setting with the support of an Employment Specialist at all times, at prevailing wage or piece rate. 3. Mobile Work Crews: paid work performed in the community by supervised workers who travel to locations where work is to be completed i.e., lawn maintenance, janitorial services, cleaning services. The support of an Employment Specialist is utilized as needed. F. Referral and job selection are based on an individual s expressed interests and career objectives. Every attempt will be made to make job sampling available to all individuals in SCARC programs. Supported employment is non-exclusionary. II. Process: A. SCARC s Supported Employment Services will support individuals in employment opportunities when referred by an interdisciplinary team (IDT). Employment center supervisors will maintain a list of referred individuals, and they will notify the Sr. Coordinator of Community Services of additions and deletions from the list. A Service Request Form (Form No. D:430) will be completed and forwarded to the Senior Coordinator of Community Services. B. SCARC staff, volunteers, parents and family members may also make referrals as appropriate to an Employment Center Supervisor, the Senior Coordinator of Supported Employment, or to the Director of Community Services. C. SCARC will maintain a referring relationship with other employment initiatives serving Sussex County including Project HIRE, Highlands Workshop, University Affiliated Program, and others. D. SCARC staff may also make referrals as appropriate to other agencies and employment projects, which are deemed appropriate to assist the individual in obtaining employment.

3 Section: D.6 Page 3 of 5 E. The Senior Coordinator of Community Services, Employment Specialist, or a designee will evaluate all potential employment opportunities utilizing the Employer Contact/Environmental Analysis Form (Form No. D:431), and/or other evaluation tools. F. Employee assessment information and individual s interests will determine the most appropriate work placement. 1. Formal records, interviews and observations will be utilized. Records may include a situational assessment, job sampling and/or SCARC s outcome based assessment. Employment Specialists will complete the job sampling/touring summary (Form No. D:435), the Job Preference Inventory (Form No. D:436), and the Individual s Skills Inventory (Form No. D:437). G. Using assessments and job analysis, the most appropriate job match for each individual will be made. Employment Specialists will complete an employment Contact/Environmental Analysis Form (Form No. D:431) for each job development opportunity. These forms will be maintained in the Employee Contact binder, also a Job Development Log (Form No. D:438) will be kept. H. When a person is referred for supported employment, it must be noted annually in the person s Individual Habilitation Plan (IHP). When a supported employment site is identified for a particular person, it must be the consensus of the IDT. An IDT meeting must be called to make a modification to the IHP, designating what supports the person will need to achieve identified outcomes using the appropriate IHP format as noted in the IHP policy. In lieu of an IDT meeting in person, the center supervisor, or Director of Community Services will obtain the verbal agreement of all appropriate members of the IDT and attach their names to the appropriate IHP form. This form will be sent to the case manager for dissemination and recording. I. After a worker is placed on the job, on the job training activities will occur. The worker will be trained in all areas of the job in sequence as determined by the Employment Specialist. Discrepancy Analysis Coversheet (Form No. D:439a) and Discrepancy Analysis Form (Form No. D:439b) will be completed monthly on an ongoing basis throughout all three phases of employment: pre-placement, intensive, and follow along.

4 Section: D.6 Page 4 of 5 J. When on site job training is completed, follow along services will be initiated immediately to ensure maximum job retention and promote career advancement. Follow along services will include: 1. The worker s progress will be monitored for an indefinite period. 2. Job site visits will occur at least twice each month. 3. Worker evaluations will be performed as needed with the worker s supervisor and other appropriate representatives of the company. 4. The Employment Specialist will function as a liaison with the residential setting and other aspects of the individual s life in order to identify and coordinate necessary supports and services. 5. The Interdisciplinary Team will review matters as needed. K. In the case of enclave or mobile crews, SCARC will provide transportation, supervision and payroll services as appropriate. L. In the event of a change in employment status (i.e. termination, change in hours, temporary layoff), the IDT will meet within 30 days to determine safety net options and provisions. M. In the event an individual is discharged from services, a post discharge follow-along contact will be made within 60 days. N. Workers will be paid in accordance with US and NJ Department of Labor Standards. Using the Hourly Wage Rate Determination Form (Form No. D:433) or the Service Work Rating Form, (Form No. D:434), individual hourly rates will be established for each job that an individual performs. Rating will be reviewed quarterly. Workers will be paid at a rate commensurate with the prevailing wage. Wages for workers involved in enclave work will be determined by a time study using SCARC's Time Study Form, (Form No. D:432). O. The Sr. Coordinator of Community Services or designate shall be responsible for the maintenance of all records concerning the worker s employment. These records may include but are not limited to floor sheets, job proficiency rating forms, payment schedules, records of billing and payments. Current records will be kept at the employment center location or SE office. All worker payroll records shall be confidential information and

5 Section: D.6 Page 5 of 5 shall have limited distribution. All financial records shall be subject to the agency s annual audit. P. At the completion of the work period, or at times agreed on during the process of completing the work, an invoice will be forwarded to the Business office. Bills submitted to the company shall be done in a timely manner either during the contract period or within five days after the completion of the work. In the event that bills are ongoing, these should be mailed on a consistent basis agreed to by the company and SCARC. The Business office will check invoices every thirty days to review payment of bills and past due amounts. The Sr. Coordinator of Supported Employment will be responsible for following up on outstanding bills. Invoices related to enclave and mobile crews shall include hours, times of work, equipment utilized and other relevant facts. Q. In order to assure quality services, an individual and employer satisfaction survey will be utilized to improve existing services and plan for future outcomes. The Senior Coordinator of Community Services will oversee the evaluation process. The results of these reviews will be utilized in the annual goal setting process, or as needed prior to that time. Approval Signature Date of Approval RCL:bh/1-Ypolicy2 1/1/03