Transcript Job Development, Placement & Support Strategies for

Job Development, Placement &
Support Strategies for
Consumers w/SMI- Part I
Improving Employment Outcomes for
Individuals with Mental Health Disabilities
Learning Community Series
Charles Bernacchio, Ed.D., CRC
Eileen J. Burker, Ph.D., CRC
University of North Carolina at Chapel Hill
Consultants:
Bonnie Schell, Consumer Affairs Project Manager
Obie Johnson, BA/QMHP
Laurie Coker, Director of NC CANSO
March 30, 2012
2
Webinar Overview
• Effective approaches to use with employers (including
job development techniques and handling disclosure)
 IPS Model- Evidence-based practice for SMI
• Individualizing jobs matching and modifications
 Strategies for work supports
• Research on job modifications/accommodations
• Identifying employment opportunities, and job creation
• Suggestions/recommendations for rehabilitation
counselors
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
3
Job Development & Job Support
(Leff et al. 2005)
• More likely to obtain competitive employment with job
development [JD] (5X greater)
• Duration of JD’s effects on job acquisition lasts after
other factors are controlled
• Substantial overlap of voc. counseling w/ job support
(JS) which skewed causal role it played
• Receipt of JS correlated positively w/ # of mos. and
hours worked in 1st competitive job.
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
4
Benefits to Employers of Hiring
Consumers
(Hoff, Gandolfo, Gold & Jordan, 2000)
• Meeting personnel needs of company when qualified
people w/ SMI (consumers) fill jobs [less flexibility]
• Hiring consumers benefits viability or profitability in ways
indirectly related to short-term business objectives
(enhance image/community commitment)
• Practice fulfills company values- diversify workforce, be
socially responsible reflects business leadership as “right
thing to do” for business world’s perception.
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Learn About Employers’ Needs
(Hoff, Gandolfo, Gold & Jordan, 2000)
• Gather info systematically from employers to find
potential job openings
• Outline info needed; ask questions/gain info in initial
meetings to ascertain company’s needs; speak w/
operations manager to learn of need in actual dept.
where the person would work
• Emphasize why consumer is good match for specific
needs of employer
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Workplace Culture & Available
Support
•
•
•
•
•
(Hoff, Gandolfo, Gold & Jordan, 2000)
How formal/informal is the workplace
Level of socializing on & off job; social rituals
Employee types and co-worker support of each other;
level of independence expected
Flexibility of duties and roles; adherence to rules and
regulations (“unwritten” workplace rules)
Amount of training; level of supervision offered
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Principles Guiding Disclosure
•
•
•
•
(Hoff, Gandolfo, Gold & Jordan, 2000)
Describe person by job qualification/not disability
Stress positive current activity; avoid negative past
experiences if possible
Don’t volunteer negative info about consumer
Avoid use of medical terms (e.g., Bipolar) or jargon (e.g.,
job coach, task analysis, supported employment or
benefits) which can confuse and potentially scare
employers (use applicant, job description, work force- all
terms that relate to employers)
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
8
Factors to Consider with
Disclosure
•
•
•
•
•
•
(MacDonald-Wilson, 2005 ; Ralph, 2003)
Need for reasonable accommodation in job
Co-worker & supervisor support at work
Self-identity/self-acceptance vs. hiding
Symptom visibility; risk of masking
Process of disclosure- who, what, what, to whom and
why ; (where are the supports?)
Preparing for disclosure; managing disclosure process in
the workplace (Tables 1 & 2)
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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What Is Supported Employment?
• Supported Employment helps people with mental
illnesses find and keep meaningful jobs in the community
• The jobs exist in the open labor market, pay at least
minimum wage, and are in work settings that include
people who are not disabled
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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SE as an Evidence-based
Practice- SAMHSA, 2010
Key elements of fidelity- (Cook, 2005; Bond,
2004)
• Competitive employment is the goal
• Rapid job search (establish work hx.)
• Integration of Rehabilitation & MH services
• Attention to consumer preferences
• Continuous comprehensive assessment
• Time unlimited support
• Economic disincentives (benefit risk)*
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Practice Principles of Supported
Employment - SAMHSA, 2010
 Eligibility is based on
consumer choice
• Personalized benefits
 Supported Employment
•
services are integrated
with comprehensive
mental health treatment
•
 Competitive employment
is the goal
•
counseling is important
Job search starts soon
after consumers express
interest in working
Follow-along supports are
continuous
Consumer preferences
are important
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Supported Employment Is Integrated
with Mental Health Treatment
Employment specialists coordinate services
with other mental health practitioners
(for example, case managers, therapists,
psychiatrists, etc.)
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
13
Competitive Employment Is the
Goal
• Employment specialists help consumers find jobs that
exist in the open labor market and that pay at least
minimum wage, including part-time and full-time jobs
• Consumers are not steered into sheltered jobs (jobs that
are set aside for people with disabilities and that may not
pay minimum wag) but work in community settings with
people who do not have disabilities
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Personalized Benefits Counseling
Is Important
• Employment specialists help consumers learn how
benefits (such as SSI or Medicaid) will be affected by
working so they can make informed decisions about
starting or changing jobs
• Most consumers are able to work and continue to
receive some benefits, e.g., Medicaid
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
15
Job Search Starts Soon After
Consumers Express Interest in Working
• Employment specialists help consumers start looking for
jobs within 1 month after they start the program
• Pre-employment assessment, training, and counseling
are not required and are kept to a minimum
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Follow-Along Supports Are
Continuous
• Employment specialists continue to stay in regular
contact with consumers and (when appropriate) the
employer— without arbitrary time limits
• Consumers are never terminated from Supported
Employment unless they directly request it
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Consumer Preferences Are
Important
• Employment positions are found based on consumers’
individual preferences, strengths, and work experiences
• Job finding is not based on a pool of jobs that are
available or set aside specifically for consumers
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Individualized Marketing
Consideration
•
•
•
•
•
•
(Hoff, Gandolfo, Gold & Jordan, 2000)
Screening in or out by normal hiring practice?
 application/testing/interview
Does applicant present well?
 verbally competent; good self-advocate
Message disability “label” gives to employer?
Does consumer need accommodations? (support need)
 fit to job or need job creation or restructuring?
Have options/implications been discussed w/ person?
Customizing approach to applicant & employer needs?
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Consider Job Setting in Match
•
(Becker & Drake, 2003)
In addition to co-worker/supervisor disclosure and
support roles; plus wage impact on benefits
• Work schedule- daily demands, flexibility and paid leave
benefit (sick, holiday, vacation)
• Work environment- characteristics, (e.g., lighting, in/out,
temp., contact, noisy/quiet, odors) and stressors (e.g.,
fast pace, public contact, danger)
• Transportation- public options, cost, safety
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Improved Employment Outcomes for
Persons w/ Psychiatric Disabilities
• Screening Criteria
(Becker & Drake, 2003)
 Job Accommodations
 Sample primarily people with psychiatric disabilities
 Approved Research Designs
• Experimental; Quasi-experimental
• Pre-test/Post-test; Observational cohort
• Correlational; Survey Research
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Improved Employment Outcomes for
Persons w/ Psychiatric Disabilities cont’d
• Post-screening, 19 Quantitative Studies selected for
Review
 4 studies examined Outcomes of job
accommodations
• All Correlational or Survey Designs and rated for
rigor
 15 studies described accommodations and related
factors – Process Studies
• 9 Qualitative Studies on job accommodations and
disclosure
Findings on: a) effectiveness; and b) nature, attitudes,
disclosure and functional limitations
(MacDonald-Wilson & Farkas, 2011)
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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CPR/BU 5 Year Study: Effectiveness
of Accommodations
• Unsatisfactory job terminations are related to unmet
accommodation needs such as flexible hours, more
training, and improved supervision and support
• Suggestive evidence from two uncontrolled
correlational studies (Becker, Drake, Bond, Xie, Dain,
& Harrison, 1998; Mak, Tsang, and Cheung, 2006)
• Employment tenure was positively associated with
number of job accommodations
• Weak evidence due to a small sample from a single
program and the use of a retrospective design
(Fabian, Waterworth & Ripke, 1993)
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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CPR/BU 5 Year Study: Effectiveness
of Accommodations cont’d.
• Inadequate accommodation is associated with disability
leave status and with poorer employment outcomes
among individuals working, such as lower job
satisfaction, lower sense of mastery and well-being,
and a lack of opportunity for promotion
• Suggestive evidence from one uncontrolled
correlational study (Akabas & Gates, 2000)
(MacDonald-Wilson & Farkas, 2011)
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Summary of Synthesis: Process
• Evidence from existing descriptive and qualitative
•
studies suggest that most accommodations for people
with psychiatric disabilities require little to nothing in
direct costs
Most frequently used Accommodations
• Flexible schedules
• Job assistance by vocational rehabilitation service
providers
• Interpersonal or other support interactions provided by
supervisors and coworkers
• Changes in job tasks
• Changes in the job training process
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Findings: Nature of Job
Accommodations
• Job accommodations for people with psychiatric
disabilities cost little to nothing in direct costs to the
employer
 Consistent evidence from correlational and qualitative
studies (Granger et al., 1997; MacDonald-Wilson et
al., 2002; Scheid, 1999).
• Employees and supervisors tend to identify different
accommodations when asked about a particular job.
 Employees - flexibility in schedules or other support
and supervision; Supervisors - modifications in job
tasks or demands, as well as flexibility in schedules
(Qualitative studies: Mancuso, 1993; Secker et al.,
2003)
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Findings: Nature of Job
Accommodations cont’d.
• Relationship accommodation needs were least often met
in the workplace (vs. task or routine accommodation
needs)
 Correlational study (Akabas & Gates, 2000)
(MacDonald-Wilson & Farkas, 2011)
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Funded by RSA Grant # H264A080021. © 2012
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Summary of Synthesis: Process
cont’d.
• The functional limitations requiring accommodation
are most often cognitive or social-interpersonal in
nature, less frequently emotional or physical in nature
• Disclosure of psychiatric disabilities to employers is a
complex process for which individuals need guidance
in order to weigh both the risks and the benefits of
disclosing and to make decisions about what to say,
when, and to whom.
• Disclosure is less complicated when employees with
psychiatric disabilities are involved in supported
employment (SE) services, since SE service providers
often are actively involved in the disclosure and
arranging of accommodations.
(MacDonald-Wilson & Farkas, 2011)
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Findings 1: Attitudes
RE: Accommodations
1. Since the ADA, employers are aware of the ADA and
accommodations for people with psychiatric
disabilities
• Providing job accommodations (adjusting work hours,
part-time jobs, restructuring jobs)
• Majority are satisfied with these employees (Scheid,
1999).
(MacDonald-Wilson & Farkas, 2011)
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Findings 2: Attitudes
RE: Accommodations
2. Coworkers generally supportive of job
accommodations for people with psychiatric
disabilities (flexible work hours, banking overtime for
use as sick leave, and access to counseling)
• Accommodations viewed as ‘less appropriate’ longer or more frequent breaks
• Coworkers who perceived that their employer would
treat people with psychiatric disabilities fairly were
more likely to intend to self-disclose a mental health
condition and seek treatment should they experience
one in the future (Peters & Brown, 2009).
(MacDonald-Wilson & Farkas, 2011)
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Findings 3: Attitudes
RE: Accommodations
3. Some evidence that there remains some bias:
•
•
Psychological conditions are perceived as
“questionable” disabilities (Popovich, Scherbaum,
Scherbaum, & Polinko, 2003)
Accommodations for people with physical disabilities
viewed as more ‘acceptable’ and ‘reasonable’ than
accommodations for people with psychiatric
disabilities (Dalgin & Gilbride, 2003).
(MacDonald-Wilson & Farkas, 2011)
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Findings 1: Factors
RE: to Disclosure & Accommodation
1. People with psychiatric conditions (depression and
•
2.
•
•
substance use disorders vs. physical, sensory) are
less likely to have accommodations in the
workplace
(Zwerling et al., 2003).
Supervisor and coworker supportiveness are
associated with disclosure of disability and
successful accommodations in the workplace
(Akabas & Gates, 2000; Banks et al., 2007; Gates,
2000; Granger, 2000; Rollins et al., 2002)
Desired as accommodations by terminated
employees who identified accommodations that
would have made a difference in their jobs (Becker et
al., 1998; Mak et al., 2006).
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Funded by RSA Grant # H264A080021. © 2012
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Findings 2: Factors
RE: to Disclosure & Accommodation
2. Supervisor and coworker supportiveness are
associated with disclosure of disability and
successful accommodations in the workplace
• (Akabas & Gates, 2000; Banks et al., 2007; Gates,
2000; Granger, 2000; Rollins et al., 2002)
• Desired as accommodations by terminated
employees who identified accommodations that
would have made a difference in their jobs (Becker et
al., 1998; Mak et al., 2006).
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Funded by RSA Grant # H264A080021. © 2012
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Findings 3: Factors
RE: to Disclosure & Accommodation
3. Over-accommodation or excessive supportiveness
may result in employees leaving jobs due to feeling
unchallenged and overprotected in their work
• (Secker et al., 2003).
(MacDonald-Wilson & Farkas, 2011)
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Funded by RSA Grant # H264A080021. © 2012
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Findings 1: Functional Limitations &
Job Accommodations
1. Functional limitations leading to the need for job
accommodations were primarily cognitive and socialinterpersonal functioning in the workplace, such as:
• Cognitive – learning job tasks, concentrating, working
independently
• Social-interpersonal – interacting with coworkers or
customers, responding to supervisor feedback
• Emotional – managing stress, adjusting to changes in
the workplace, lack of confidence
• Physical – maintaining stamina, adjusting to low
energy levels or fatigue, experiencing physical side
effects of medications
(MacDonald-Wilson et al., 2003; Mancuso, 1993; Secker
et al., 2003; Symanski-Tondora, 2003)
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Findings 2 - 4: Functional Limitations
& Job Accommodations
2. The fewer the number of limitations that the employee
has, the fewer the number of accommodations
needed
(MacDonald-Wilson et al., 2003)
3. Cognitive limitations are associated with
accommodations involving job coaching or other
human assistance
(MacDonald-Wilson et al., 2003; Symanski-Tondora, 2003)
4. Cognitive and social-interpersonal limitations are
positively associated with interpersonal
accommodations
• Educating coworkers , phone or other access to
support personnel. (Symanski-Tondora, 2003)
(MacDonald-Wilson & Farkas, 2011)
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Findings 1: Impact of Disclosing &
Requesting Accommodations
1. When SE Services involved:
 Employees are more likely to receive
accommodation
(Banks et al., 2007)
 Providers frequently handle disclosure and
accommodation requests
(Banks et al., 2007; Gioia & Brekke, 2003a; Goldberg
et al., 2005; Granger 2000; Granger et al., 1997)
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Findings 2: Impact of Disclosing &
Requesting Accommodations
2. Disclosure helps employees with psychiatric
disabilities to do their jobs better, makes work feel less
stressful, and allows employees to get support
(Banks et al., 2007; Ellison et al., 2003; Gioia & Brekke,
2003b, Granger, 2000)
 Disclosing may also increase stress with coworkers
(Rollins et al., 2002) or being treated differently by
coworkers (Granger, 2000)
(MacDonald-Wilson & Farkas, 2011)
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Findings 3 & 4: Impact of Disclosing
& Requesting Accommodations
3. Self-accommodation is a successful employment
4.
strategy that helps people avoid disclosure
(Mancuso, 1993; Dalgin & Gilbride, 2003)
Using clear, assertive communication about
accommodation needs and using relationship
accommodations are associated with successful
accommodation outcomes
(Akabas & Gates, 2000; Gates, 2000)
(MacDonald-Wilson & Farkas, 2011)
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Identifying Employment
Opportunities & Job Creation
Job Creation is:
 modifying an existing job or
 figuring out a combination of job tasks that meet
the work needs of an employer and match the
skills and strengths of a client with a disability
You have to thoroughly know the hopes, skills,
attributes of the person with a disability and really
know the employer’s needs not just current job
descriptions.
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5 Key Tasks in Job Creation
1. The Job Seeker Profile
2. The Brainstorming Group
3. Gathering Info from Employers
4. The List of Jobs and Tasks
5. Employer Negotiations
(Condon, Enein-Donovan, Gilmore, & Jordan, 2004)
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Funded by RSA Grant # H264A080021. © 2012
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Task 1: The Job Seeker Profile: What
does your client want to do?
a) Observe your client in a variety of situations
b) Talk with folks who know your client well
c) Sit with client and ask questions: dreams, activities,
d)
likes & dislikes at home, work, school, daily activities
and fun.
Also ask:
• What environment do you fit best in? Most enjoy?
• Are there certain types of people you fit with the best? Most
comfortable with?
• Accommodations? Support needs?
• Where have you been the happiest? The most success?
• Where have you had the most difficulty?
(Condon, Enein-Donovan, Gilmore, & Jordan, 2004)
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Task 2: The Brainstorming Group:
Get other people involved: family members, friends,
other professionals, community contacts--people
from different perspectives
The group helps by:
• Increasing resources
• Creating access to personal
networks/connections/referrals
• Coming up with ideas
• Giving emotional support
• Sharing technical expertise
• Sharing personal stories
(Condon, Enein-Donovan, Gilmore, & Jordan, 2004)
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Task 3: Gather Info from Employers
Using the connections from Brainstorming, go to
employers & evaluate
• What are the tasks needed in the business?
• When is the company busiest? (Day, week, year)
• Are there ways to increase efficiency?
• Are things not being done b/c there is no time?
• Do some tasks take people away from their key roles?
• Are folks working overtime?
• What is the biggest challenge in day-to-day operations?
• Areas of growth?
• Are there tasks being done by students or temp workers?
• Are there things the company could offer if they had the right
•
person?
What is the atmosphere/culture of the company?
(Condon, Enein-Donovan, Gilmore, & Jordan, 2004)
TACE Center: Region IV, a project of the Burton Blatt Institute.
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Task 4: The List of Jobs & Tasks
a) Create a list of tasks or jobs where the client can meet
b)
c)
a need
Don’t create a job that devalues someone by
separating them from other employees or having them
do tasks that are dangerous or unpleasant
Figure out what accommodations can increase your
client’s chance of success

Most accommodations cost less than $500!
(Condon, Enein-Donovan, Gilmore, & Jordan, 2004)
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Task 5: Employer Negotiations
a) Use situational assessment, short-term job try-outs or
b)
temp employment
Extol the benefits of job creation for the company:

Increases workplace effectiveness/efficiency

Fills gaps in workplace

Reduces costs of temp help & overtime

Improves customer satisfaction
(Condon, Enein-Donovan, Gilmore, & Jordan, 2004)
TACE Center: Region IV, a project of the Burton Blatt Institute.
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References - 1
Becker, D. & Drake, R. (2003). A working life for people with severe
mental illness. New York, NY: Oxford University Press.
Bond, G. (2004). Supported employment: evidence for an evidencebased practice. Psychiatric Rehabilitation
Journal, 27(4), 345-359.
Bond, G., Drake, R., Becker,D. & Mueser, K. (1999). Effectiveness of
psychiatric rehabilitation approaches for employment of people with
severe mental illness. Journal of Disability Policy Studies, 10 (1),
18-52.
Condon, C., Enein-Donovan, L., Gilmore, M., & Jordan, M. (2004).
When existing jobs don’t fit: A guide to job creation.
http://www.communityinclusion.org/article.php?article_id=126
Cook, J. (1999) Understanding the failure of vocational rehabilitation:
What do we need to know and how can we learn it? Journal of
Disability Policy Studies, 10, 127–132
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References - 2
Cook, J. et al. (2005). Integration of psychiatric and vocational services:
A multi-site randomized,
controlled trial od supported
employment, American Journal of Psychiatry, 162, (10), 1948-1956.
Hoff, D., Gandolfo, C., Gold, M. & Jordan, M. (2000). Demystifying Job
Development: Filed Based Approaches to Job Development for
People with Disabilities. St. Augustine, FL: Training Resource
Network, Inc.
Leff, H.S. , Cook, J.A. , Gold, P.B., Toprac, M., Blyer, C., Goldberg,
R.W. . . . Rabb, B. (2005). Effects of job development and job
support on competitive employment of persons with severe mental
illness. Psychiatric Services, 36 (10), 1237-1244.
Marrone, J.,Gandolfo, C., Gold, M., & Hoff, D. (1998). Just Doing It:
Helping people with mental illness get good jobs. Journal of Applied
Rehabilitation Counseling, 29(1), 37-48.
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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References - 3
MacDonald-Wilson, K. & Farkas, M. (2011). What does research tell us
about accommodations for persons with psychiatric disabilities.
Center for Psychiatric Rehabilitation, Boston University through
fudning by NIDRR & CHMS/DHHS.
MacDonald-Wilson, K, (2005). Managing disclosure of psychiatric
disabilities to employers, Journal of Applied Rehabilitation
Counseling, 36 (4), 11-21.
Ralph, R. (2002). The dynamics of disclosure: Its impact on recovery
and rehabilitation. Psychiatric Rehabilitation Journal, 26 (2), 165172.
Rollins, A., Mueser, K., Bond, G. & Becker, D. (2002). Social
relationships at work: Does the employment model make a
difference? Psychiatric Rehabilitation Journal, 26 (1), 51-61.
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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References - 4
SAMHSA (2010). Individual Placement Services: An Evidence-based
Practice. Knowledge Information Transfer (KIT) for Supported
Employment.
SAMHSA (2008). Self-disclosure and it’s impact on individuals who
receive mental health services. Department of Health & Human
Services, Community Mental Health Services/SAMHSA.
Tsang, H. Wing-Hong. (2001) Applying social skills training in the
context of vocational rehabilitation for people with schizophrenia.
The Journal of Nervous and Mental Disease, 189 (2), 90-98.
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
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Resources Links
•
•
•
•
www.samhsa.gov/shin
http://www.psych.uic.edu/eidp/default.htm
http://www.dartmouth.edu/~ips/
http://www.communityinclusion.org/article.ph
p?article_id=126
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Comments & Questions
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Funded by RSA Grant # H264A080021. © 2012
52
Contact Information
Charlie Bernacchio
Assistant Professor, Coordinator Rehabilitation
Counseling - University of Southern Maine
Email: [email protected]
Eileen Burker
Associate Professor/Director, Rehabilitation
Counseling & Psychology- University of North
Carolina at Chapel Hill
Email: [email protected]
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
53
Upcoming Webinars
Improving Employment Outcomes for
Individuals with Mental Health Disabilities
• April 17 – Job Development, Placement & Support
Strategies for Consumers w/ SMI – Part 2
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
54
Education Credits
CRCC Credit - (1.0)
Approved by Commission on Rehabilitation Counselor
Certification (CRCC)
• By April 10, 2012, participants must score 80% or
better on a online Post Test and submit an online
CRCC Request Form via the MyTACE Portal.
My TACE Portal: TACEsoutheast.org/myportal
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
55
THANK YOU!
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
56
Southeast TACE (Region IV)
Toll-free: (866) 518-7750 [voice/tty]
Fax: (404) 541-9002
Web: TACEsoutheast.org
My TACE Portal: TACEsoutheast.org/myportal
Email: [email protected]
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012
57
Disclaimer
This presentation was developed by the
TACE Center: Region IV ©2011 with funds from
the U.S. Department of Education, Rehabilitation
Services Administration (RSA) under the priority of
Technical Assistance and Continuing Education
Projects (TACE) – Grant #H264A080021. However,
the contents of this presentation do not necessarily
represent the policy of the RSA and you should not
assume endorsement by the Federal Government
[34 CFR 75.620 (b)].
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © 2012