Employment of People with Disabilities and DHS

Alex Bartolic Olmstead Committee August 2, 2012

Why is Work Important?

      Self-esteem and self-worth Identity Sense of purpose Structure and routine Economic stability Opportunities to use talents      Contributions to society Physical health Mental health & recovery Social network Impacts society’s view about the abilities of individuals with disabilities

Minnesota Employment Policy Initiative Policy Recommendations       Themes:  Expectations  Preparation for employment during high school years/transition  Educate people about benefits to work, resources and how to balance work and access to service Improve employment service system Transportation Data Support change in stakeholders Measure ROI

Employment Terminology



Competitive Employment



Supported Employment

Quick Stats for Minnesota

 Percent of working age people on DD waiver with monthly earnings

Year Statewide 2007

71.0%

2008

71.2%

2009

70.9%

2010

70.3%

2011

70.8%  Percent of working age people on other disability waiver with monthly earnings

Year Statewide 2006

24.0%

2007

23.9%

2008

24.2%

2009

23.8%

2010

24.1%

Quick Stats for Minnesota

 Percent of working age people on DD waiver with monthly earnings of $250 or more

Year Statewide 2007

22.5%

2008

22.3%

2009

21.7%

2010

22.0%

2011

22.1%  Percent of working age people on other disability waiver with monthly earnings of $250 or more

Year Statewide 2006

10.1%

2007

10.0%

2008

10.4%

2009

9.9%

2010

9.7%

Employment-related Services Available through MA         Career counseling Job evaluation and/or employment planning Job placement On-the-job training Job retention Independent living skills Purchase of equipment Transportation

Pathways to Employment

   Medicaid Infrastructure Grant (2006-2011) Mission: to increase competitive employment of Minnesotans with disabilities and meet Minnesota’s workforce needs. Some key outcomes:  Employment incorporated into CCA’s “key domains of life”  MA-EPD grew (28% increase in enrollment) and became more viable option (12% growth in enrollee earnings)  Increased leadership capacity within partner agencies and community groups; increased, continuing collaboration  DB101 developed (web-based tool for planning around disability and benefits

MA-EPD

 Medical Assistance for Employed Persons with Disabilities  Allows working people with disabilities to qualify for Medical Assistance with higher income and asset limits than standard MA

Disability Benefits 101

   DB101 online tool for planning about work and benefits; also a platform to support on-going systems change DB101 provides:  Centralized, accurate, easy to understand content  Estimators that tailor information to the user  Experts who can help, including real-time chats and problem-solving, as well as real-time access to benefits information Supports people at all stages Doesn’t know/belie ve work is an option Exploring work as an option Limits work potential (TWP, SGA, …) Wants to work to potential (no limits) Has a work plan Working as planned Work/life changes (raise, promotion, marriage, disability)

DT&H

 Day Training and Habilitation – Licensed supports to provide persons with help to develop and maintain life skills, participate in community life and engage in proactive and satisfying activities of their own choosing

Results from DT&H Survey Report, September 2011   16,235 people access services (81% have DD diagnosis) Percent of people receiving most widely used types of services  Social skills training (59%)  Community integration /utilization skills training (56%)  Leisure activities training (53%)  Vulnerability self-preservation/maltreatment self protection skills training (52%)

Results from DT&H Survey Report, September 2011  Percentage of people in different types of employment and work experiences  Facility-based employment: 61%  Group community employment: 34%  Individual job placement – community: 12%  Self-employment: 1%   Non-paid community work/volunteer: 8% Non-paid DT&H work: 3%   Non-paid community and DT&H work: 5% Non-paid only (work/volunteering): 4%

Results from DT&H Survey Report, September 2011  Wages  Facility-based: 85% have commensurate special or sub minimum wage; 13% minimum wage  Community-based group: 61% commensurate special or sub-minimum wage; 32% minimum wage  Community-based independent: 9% commensurate special or sub-minimum wage; 55% minimum wage  Self-employment: 9% commensurate special or sub minimum wage; 50% minimum wage

National Issues

 Oregon lawsuit and Department of Justice Finding regarding segregated work/settings  Minimum wage debate