Download Employment of People with Disabilities and DHS

Employment of People with
Disabilities and DHS
Alex Bartolic
Olmstead Committee
August 2, 2012
Why is Work Important?
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Self-esteem and self-worth
Identity
Sense of purpose
Structure and routine
Economic stability
Opportunities to use talents
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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
2007
Statewide 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
2007
Statewide 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
2006
Statewide 10.1%
2007
10.0%
2008
10.4%
2009
9.9%
2010
9.7%
Employment-related Services
Available through MA
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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
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Social skills training (59%)
Community integration /utilization skills training (56%)
Leisure activities training (53%)
Vulnerability self-preservation/maltreatment selfprotection skills training (52%)
Results from DT&H Survey Report,
September 2011
 Percentage of people in different types of employment
and work experiences
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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 subminimum 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 subminimum wage; 50% minimum wage
National Issues
 Oregon lawsuit and Department of Justice Finding
regarding segregated work/settings
 Minimum wage debate