2. Vision and Mission
Vision - Support all Tennesseans with Intellectual and Developmental Disabilities to live fulfilling and rewarding lives.
Mission - To become the nation’s most Person-Centered and cost-effective state support system for people with Intellectual and Developmental Disabilities.

3. Waiver Services Arlington Waiver Statewide Waiver
Self-Determination Waiver
Effective December 5th, the Arlington lawsuit has been dismissed. DIDD has succeeded in their efforts to assist the class members to transition into community living and employment.

4. Employment First State Leadership Mentoring Program
Employment First is the premise that all citizens, including individuals with significant disabilities are capable of full participation in integrated employment and community life.
States receiving TA: Alabama, Arkansas, Delaware, D.C, Hawaii, Iowa, Illinois, Maine, Maryland, Michigan, North Carolina, Ohio, Pennsylvania, Tennessee and Utah

5. TN’s Employment First Evolution
2012 – Protégé State
2013 – Protégé State
2014 – Core State
2015 Core State
Video -

6. Employment First! Twelve providers working on “transformation”
Training for additional agencies to participate
Movement of segregated services to integrated services
Technical Assistance from nationally recognized Subject Matter Experts
Employment First Task Force
Employment First Provider group

7. Employment First!
Policy development to incentivize community integrated employment
Waiver redesign & renewal
Cross departmental collaboration
Development of 3 parent coalitions
Data collection for accurate numbers
Employer outreach
Publicizing and Marketing efforts

8. DIDD Employment Data
Number of persons with employment services = 1,312
Number of persons actually working = 635
Average weekly hours = 10
Average hourly wages = $7.80
Most hours worked = 45
Least hours worked = 1
What does the data tell us?
Explain the baseline, opportunity for growth, power of numbers in what needs to progress, etc. increase expectations, increase work hours and support the person to be successful in employment.

9. National Disability Employment Statistics
Labor Force Participation
Unemployment Rate
People with disabilities = 19.8%
People without disabilities = 68.3%
People with disabilities = 11.7%
People without disabilities = 5.3%

10. Myths – Fact or Fiction? People with disabilities can’t work
People with disabilities are “too disabled” to work
People with disabilities just want to “draw” checks
It is too risky to hire a person with a disability
Accommodations cost too much
People with disabilities can’t communicate
People with disabilities do not practice work place safety

11. Myths – Fact or Fiction? People with disabilities CAN work
People with disabilities ARE NOT “too disabled” to work
People with disabilities DON’T just want to “draw” checks
It is NOT too risky to hire a person with a disability
Accommodations DO NOT cost too much
People with disabilities CAN communicate
People with disabilities DO PRACTICE work place safety
Average accommodation is $25

12. Benefits to Hiring People with Disabilities
Work place diversity
Increased productivity
Dependable
Punctual
Passionate
Team players
Safety
Consistent work attendance
Increased revenue – community finds it appealing

13. Disadvantages to Hiring People with Disabilities
NONE
It’s a win-win situation

14. Veterans with Disabilities
American Job Centers help with employment
Improve resumes, network, interview, connect with training and find a job
2,700 AJC’s across the county
Want to connect with an AJC? - Enter a zip code and locate a center near you

15. Steps for Hiring Veterans with Disabilities
1- Design a strategy for your hiring program 2- Create a welcoming & educated workplace 3- Actively recruit Vets, Wounded Warriors & Military Spouses 4- Hire qualified Vets & learn about accommodations 5- Promote an inclusive workplace to retain Vets 6- Keep helpful tools at your dispose

16. Person First Language: Puts the person before the disability
INSTEAD OF:
SAY:
Disabled person
Mentally Retarded
Wheelchair bound
He’s in Special Ed
Person w/ a disability
Individual w/ cognitive disability
Uses a wheelchair
He receives Special Ed services

17. Do you have unmet needs? Unmet needs are in every workplace
Identify needs & hire a person with a disability to met those needs
Win-Win for both employer and person working
Can create job descriptions based on needs
Through process of Customized Employment

18. Customized Employment
A flexible process designed to personalize the employment relationship between a job candidate and an employer in a way that meets the needs of both.
Based on an individualized match between the strengths, conditions, & interests of a job candidate & the identified business needs of an employer.
Utilizes an individualized approach to employment planning & job development — one person at a time one employer at a time.

19. Customized Employment
Task reassignment: Some job tasks of incumbent workers are reassigned to a new employee. This reassignment allows the incumbent worker to focus on the critical functions of his/her job (i.e., primary job responsibilities) & complete more of the central work of the job. Task reassignment typically takes the form of job creation, whereby a new job description is negotiated based on current, unmet workplace needs.
Job carving: An existing job description is modified — containing one or more, but not all, of the tasks from the original job description.
Job sharing: Two or more people share the tasks & responsibilities of a job based on each other's strengths.

20. Where to start Identify target population Identify & select partners
Build capacity
Implement policies and procedures
Identify needs
Hire people with disabilities
Grow in your success!

21. Questions

22. Contact Information
Amy M. Gonzalez, M.S., CRC
Office – (615)
Cell – (615)

23. Sources http://www.tn.gov/didd/employment-1st/

24. Sources