1. “Work as a Priority” Principles and Practices for Employing People with Psychiatric Disabilities who are Homeless Gary Shaheen Advocates for Human Potential, Inc. 262 Delaware Ave. Delmar, NY 12054 518-475-9146, ext. 243 gshaheen@ahpnet.com

2. “RJ”

3. PRINCIPLES FOR BUILDING MOTIVATION Motivation as a State not a Trait: it can change over time and be influenced Ambivalence is Good: Tease out both sides, help tip balance towards change “Resistance” is not a Force to be Overcome-Roll with it Focus on Person as Ally, not Adversary Recovery, Change and Growth are intrinsic to being Human Remember that People who have suffered many losses may relinquish hope to survive

4. Homelessness and Choosing, Getting and Keeping a Job Distrust is common Focus on immediate needs Co-occurring disabilities Learned helplessness Functional limitations Cognitive limitations Illiteracy Communication deficits Physical/emotional trauma Poor self-esteem Fragmented or inadequate services/supports Mobility Skills mismatch Legal issues: custody convictions, judgements, probation Lack of personal documentation Child care Transportation Earning disincentives Lack of permanent address and phone # Lack of hope

5. “If you have had any of the major mental illness…” © Mimi Kravitz 1997 You have strength You can cope You have patience You possess spirituality and hope You have courage You have humility You have imagination

6. “If you have been hospitalized, you…” © Mimi Kravitz 1997 You have survival ability You can tolerate pain You can deal with the unknown You have interpersonal skills

7. “If you have survived hearings for SSI, Food Stamps, etc…” © Mimi Kravitz 1997 You have anxiety tolerance You can organize documentation You can negotiate systems You can persevere

8. “If you have taken medication..” © Mimi Kravitz 1997 You can handle risk You can adapt to adverse conditions You can compensate for induced physical disability You might have gained some knowledge of introductory chemistry

9. Our Challenges……. Will RJ likely to appear at your One-Stop and are you prepared to serve him? Do we know enough about those who serve him now to build a partnership that: Helps him become an independent user Addresses his complex issues Augments our resources Helps us meet our outcome criteria Results in his employability, retention, advancement

10. “Breaking the Cycle” Trust-building is fundamental  Recognize/utilize personal strengths Recognize and address complex needs Affirm personal dignity and self-worth Reinforce personal responsibility, choice and empowerment  Adapt vocational approaches to meet needs Provide comprehensive, long-term supports

11. A New Paradigm Shifting staff assumptions Avoiding lengthy prerequisites and rigid sequencing Taking people’s desires seriously Flexibility Supportive environments “No fail” orientation Recognize that recovery is possible

12. Role Recovery is…. Obtaining and sustaining a valued role as a: Worker Friend Homeowner/tenant Partner, etc By overcoming personal losses, setbacks, obstacles, and limitations Obtaining the skills needed to perform that role Using natural and professional supports as needed

13. Worker Role Recovery-Two Dimensions INSIGHT DEVELOPMENT Identify values preferences, choices Prepare for change Honest self-assessment Trust in self and others Hope for the future SKILL DEVELOPMENT Setting work goals Testing work preferences Evaluating skills and supports against goals Skills Teaching: tasks and work habits Support Service planning

14. Program-Level Challenges Lack of knowledge, experience “Paradigm paralysis” Readiness prerequisites Ethnic/cultural sensitivity Milestone disparity Role disparity Funding inadequacy or fragmentation Lack of coordination, communication Promising more than can be delivered

15. Fragmentation-funding sources, priorities, roles, criteria, etc Stigma and misconception Lack of resources Consistent training across systems Best practices dissemination Service System Challenges

16. Some Strategies……… Use in-house resources for low-impact jobs “on demand” Redefine work readiness Provide wrap-around services supporting work Interagency coordination Intra-agency coordination Cross-training Blended funding More seats at the “table” Involve food pantries, shelters, etc. in employment services planning

17. Continuum of Employment EXPERIENCE EXPOSURE EVALUATION

18. CHOOSE GET KEEP CHOOSE GET KEEP CHOOSE GET KEEP

19. No Wrong Door to Employment” MOTIVATION AND AWARENESS (At Engagement, Drop-In Center, Shelter, etc). Skills, Interests Assessment SUPPORTED OPTIONS In-house jobs Social enterprises Day labor Volunteer work Readiness services Cognitive remediation FAST TRACK OPTIONS Competitive Job Search Competitive Job Placement Job Support Training and education ONGOING CONTACT WITH JOB SPECIALIST RETENTION, CONTINUOUS ASSESSMENT & ADVANCEMENT SERVICES © Advocates for Human Potential 2003

20. Common Themes Jobs that people want Standing offer of work Entrepreneurial approaches Clear & reasonable expectations Flexible outcomes Redefine failure No arbitrary time limits Hire consumers as staff Cultural competence Employment, housing, treatment Literacy, cognitive remediation, physical wellness

21. Developing Collaborations: The Key to Service System Integration Identify and include key stakeholders Identify and secure new resources Develop clarity on priorities, barriers, opportunities and outcomes Market the mission Adapt or adopt programs to meet need Reaffirm, widen, support the collaboration

22. 19 Tools for Successful Collaborations (Winer, M. & Ray, K. 2001) History of collaboration Collaborative group seen as community leader Favorable political/social/funding conditions Mutual respect, understanding, trust Appropriate representation Collaboration=self-interest Ability to compromise Members share in both process and outcome Multiple layers of decision- making Flexibility Development of clear roles and policy guidelines Adaptability Open and frequent communication Established informal and formal communication links Concrete, attainable goals and objectives Shared vision Unique purpose Sufficient funds Skilled convener

23. LAMP Village 527 S. Crocker, Los Angeles, CA 90013 (213) 488-0031 Drop-in Center/Crisis Shelter Lamp Lodge-50 unit permanent housing VILLAGE INDUSTRIES: -Linen Services -Public Laundromat -Public Showers &Toilets 1/3 of staff are consumers Employs 35 people per day

24. “COACH” Comprehensive Opportunities to Assist Consumers who are Homeless HUD Supportive Housing Program Housing: 16 scattered site single apartments rent stipends & grant for furnishings Support Services: 1 FTE case manager Employment: Jobs in Social Enterprises or competitive jobs. Job coach for employee & time-limited wage stipends

25. Chicago Christian Industrial League (Chicago, Il.) Landscape Services Training Program 75 Trainees per season $3.5 mil. Revenues Niche contracts Partnership with Service Master

26. COMMUNITY VOCATIONAL ENTERPRISES 1425 Folson St., San Francisco, CA 94103 (415) 544-0424 Training and employment for persons with mental illness & other people with disadvantages Service Master Partnership Transitional employment in 4 agency-run businesses Professional development seminars Support services/Case management Enrolls +200 persons/year. 50-70 persons employed at any one time

27. Top 10 “To-Do’s”/”Who Does?” NATIONAL LEVEL Data gathering/analysis- what is the problem? Guidance on connecting to BLNs, WIBs, One-Stops Interagency Committee on Employment TA Center-Resource Clearinghouse Flexible outcome and funding guidelines LOCAL LEVEL Include service recipients in program planning Make work a priority in agency mission and practice Commit to local partnerships and collaborations Develop flexible outcome measures Hire, train, support staff with needed competencies

28. If One-Stops Works For All…. Reaffirm, communicate the mandate Recognize our limitations Provide training Develop partnerships & collaborations Ensure easy, ongoing access to TA/support “Market the Message” Document success Set best practice/fidelity standards & measures Process for ongoing technology transfer Assign leadership- address turf issues Ensure ongoing customer inclusion Innovate-create!

29. Keys to Success Belief Motivation Skills Resources Support Resilience Creativity =EQUALS:

30. …The same characteristics we see in many of the people we are trying to serve. Good Luck! © Advocates for Human Potential 2003