Journal of Vocational Rehabilitation

In recent years self-employment has increasingly been recognized as a viable employment option for individuals with disabilities, including individuals with mental retardation or other cognitive disabilities. Eight business owners with cognitive disabilities and those most directly involved in providing support to them were interviewed using qualitative research methods. The purpose of the study was to explore the meaning of self-employment for the business owners, to understand the structure, function and viability of the businesses, and to examine the types and sources of support provided. Findings and recommendations for enhancing the use of this employment option are presented.

In 1993 the Rehabilitation Services Administration funded a nation-wide demonstration on ways to improve consumer choice within vocational rehabilitation services. Seven sites were selected to implement choice-based services. An unanticipated outcome of the demonstration was that approximately 13% self-employment over regular employment. This percentage not only was significantly greater than that in traditional rehabilitation services, it was larger than the percentage of persons who are self-employed in the general population. This article examines the relationship of self-employment to the emerging self-determination movement for persons with disabilities.

This article is a composite of several small businesses owned and operated by individuals with significant disabilities. The article presents a case study type review of the major activities and considerations when designing an enterprise.

People with disabilities are utilizing self-employment as a work option in greater numbers than ever before. However, there has not been a concerted look at methods or practices which may open the option of self-employment for those with severe disabilities or severe support needs. While the unemployment rate for people with severe disabilities remains at around 70%, work. The option of self-directed employment does exist and, according to a review of both social supports and business supports, can be practically applied. Employment efforts that intelligently combine business support systems with personal social support systems more typical for people with severe disabilities can open the option of self-employment and self-directed employment for this group. Future exploration and testing of methods is also discussed.

Starting a business is hard work. For a person with a disability working with a Vocational Rehabilitation agency it requires a deliberate, detailed process. This article presents a recommended Self-Employment Process for Vocational Rehabilitation agencies to use for assisting people with disabilities start the most successful businesses possible.

To have self-employment as a true option for people with disabilities, vocational rehabilitation counselors need to understand what "at risk" means in the small business setting. They need to learn the steps that can be taken to reduce that "risk", increasing the probability of developing a successful business. The advantages of self-employment for a person with disabilities must be taken into consideration when assessing risk, for these often more than outweigh any risk involved. Positive methods should be employed to increase the probability of the person creating a successful, long-term business. These methods including entrepreneurship training, effective business planning that incorporates both personal and business goals, and technical support that looks at, and continues into, the future of the business rather than just its start up. Finally, risk is reduced by utilizing workplace accommodations that increase the effectiveness of the entire business, rather than just focusing the needs of the business owner with disabilities.

This study aimed to test the effectiveness of two interventions employed to assist job seekers with mental retardation to increase self-determined vocational choices. A job taster programme was set up in two South Wales supported employment agencies. During baseline, job coaches were provided with no specific instructions. Intervention 1 comprised a one-day training package to teach job coaches the principles of self-determination and encourage the use of structured job reviews following each job taster. Intervention 2 comprised the introduction of a pictorial job review profile aimed at increasing job seeker independence in the review procedure. Results suggested that job seeker self-determination was enhanced through the project, indicated by a high degree of job seeker accuracy in reporting factual aspects of their experiences accompanied by a drop in the rate of job coach assistance.

No research has been conducted on the validity of the occupations identified from transferable skill analysis (TSA) software. Yet, vocational specialists routinely use TSA programs to identify jobs and associated earnings for individuals with disabilities, and insurance carriers rely on this information to award or deny claims for disability. However, reviews of various court decisions indicate a propensity to reject vocational expert testimony if the expert based his or her opinion solely on the use of transferable skill analysis software. This article reviews (a) research on transferable skill analysis software; and (b) court decisions regarding the acceptance of vocational testimony under {\it Daubert}.