1. Employment of People with Disabilities and DHS Alex Bartolic Olmstead Committee August 2, 2012

2. 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 societys view about the abilities of individuals with disabilities

3. 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 Minnesota Employment Policy Initiative Policy Recommendations

4. Competitive Employment Supported Employment Employment Terminology

5. Quick Stats for Minnesota Percent of working age people on DD waiver with monthly earnings Percent of working age people on other disability waiver with monthly earnings Year20072008200920102011 Statewide71.0%71.2%70.9%70.3%70.8% Year20062007200820092010 Statewide24.0%23.9%24.2%23.8%24.1%

6. Quick Stats for Minnesota Percent of working age people on DD waiver with monthly earnings of $250 or more Percent of working age people on other disability waiver with monthly earnings of $250 or more Year20072008200920102011 Statewide22.5%22.3%21.7%22.0%22.1% Year20062007200820092010 Statewide10.1%10.0%10.4%9.9%9.7%

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

8. Medicaid Infrastructure Grant (2006-2011) Mission: to increase competitive employment of Minnesotans with disabilities and meet Minnesotas workforce needs. Some key outcomes: Employment incorporated into CCAs 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 Pathways to Employment

9. 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

10. 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 Doesnt 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)

11. 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 DT&H

12. 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

13. 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

14. 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 Results from DT&H Survey Report, September 2011

15. Oregon lawsuit and Department of Justice Finding regarding segregated work/settings Minimum wage debate National Issues