Journal of Vocational Rehabilitation

How do individuals with developmental disabilities identify job preferences? They may first receive information on various jobs, then identify preferred ones. Preferences jobs could then be considered in relation to job skills, job requirements, resources, limitations, job availability, and other variables to make a job placement. This article describes a video-based job preference program developed for individuals with developmental disabilities. Using a computer and CD ROMs, individual participants and a facilitator (e.g., rehabilitation counselor, transition specialist) initially watch video to identify preferred working conditions. At this stage, an individual watches 20 jobs in 10 pairs matching preferred work conditions and identifies preferred jobs. After two sets of pairings involving the same 20 jobs, preferred ones are inferred based on repeated selection. The article reviews the program's development and initial reliability and validity research. Use of the program is discussed as part of the vocational assessment process.

Persons with epilepsy experience numerous problems securing and retaining employment, and may require the assistance of state Vocational Rehabilitation (VR) services. Unfortunately, very little is known about VR clients with epilepsy, including their typical characteristics, the VR services they receive, the relative success of VR programs, and how VR services impact their ability to financially support themselves (i.e. income and insurance). This study collected data retrospectively to determine the demographic characteristics of state VR clients with epilepsy, their employment/financial outcomes, the type and frequency of VR services they receive, and the best predictors of successful employment for VR clients. The main outcome measures included demographic indices, financial/insurance status at case referral/closure, VR services offered, and vocational status at time of case closure (i.e., successful, unsuccessful, etc.). Study participants were 156 VR clients with epilepsy from Missouri who requested services between 2000 and 2001. Demographically, the participants were primarily Caucasian (81%), male (53%), and of limited education (i.e., 79% with a high school degree or less). Twenty percent of the participants were successfully employed at case closure, compared to 42% who were closed as unsuccessful, 14% who had services interrupted, 5% who had no services provided after referral, and 19% who were closed for 'other reasons'. The most common VR services offered were assessment, transportation, maintenance, job services, and training. Stepwise logistic regression indicated that the delivery of VR services (i.e., on-the-job training, etc.) were the only significant predictors of positive employment outcome. It was concluded that state VR programs can assist persons with epilepsy in becoming successfully employed, increasing personal income, and decreasing reliance on government support.

Asian Americans and Pacific Islanders (AAPI) with disabilities have been under-served in the Rehabilitation Services System for decades and little research has been published with specific data depicting their overall status. The purpose of this study is to investigate the status of rehabilitation services provided to this target population. Utilizing the 1999–2000 RSA-911 database, the percentages of AAPI with disabilities served by vocational rehabilitation system are compared with the percentages of AAPI in the general population of each state in the US. Then, three elements of rehabilitation services (sources of referral, type of closures, and work status at rehabilitated closure) are used to describe the delivery of rehabilitation services in the top five states ranked by total AAPI population. Study results are discussed and recommendations presented.

Asian Americans and Pacific Islanders (AAPI) is one of the fastest growing minority groups in the country. Limited research with this ethnic minority, however, provides a major barrier for Vocational Rehabilitation (VR) practitioners to establish culturally appropriate policies and practices in the VR field. A chi-square test was conducted to investigate the statistical difference of closure types between AAPI and White Americans with disabilities who were recorded in the RSA-911 database for the fiscal year 1999–2000 as having closed for VR services. AAPI with disabilities were less likely to be "accepted" and, of those who were accepted, AAPI had less "successful closure" than White Americans in the VR process. The test results revealed statistically significant disparity in closure types between the two groups at the 0.05 level. Study results and limitations were discussed. Suggestions for future research and implications for VR service improvement were presented.

In this study, employers with and without experience in hiring individuals with developmental disabilities were surveyed regarding their perceptions. Respondents were surveyed and their responses were divided based on location (small or large city), type and size of business, average length of employment, and educational qualifications. Most respondents with experience indicated the employment usually or sometimes worked well and they were likely to hire again. Many inexperienced respondents were also receptive to hiring. Experienced respondents identified advantages to employing individuals with disabilities at higher rates than inexperienced respondents. The most frequently identified advantages were consistent attendance, workforce diversity, long-term employment, and co-worker partnerships. Experienced respondents also identified more concerns than inexperienced respondents. The most frequently identified concern was safety. Implications of the research are examined.

This paper describes two programs designed to enhance social and employment opportunities for individuals with mental retardation, Best Buddies Jobs and Best Buddies College. A case study is included that demonstrates the growth and value of the relationships developed for a Best Buddies College participant and his college "buddy". In addition, competitive employment outcomes are reported for two Best Buddies Jobs projects in Miami and Los Angeles. Implications for the field are presented.