In 2015, Vocational Rehabilitation introduced a new way of supporting people with disabilities interested in working—a new method called “Discovery.” As a result of this change, the funding reimbursement for employment services and the evaluation/assessment of job seekers changed from Results Based Funding (RBF) to Discovery.
The Discovery employment planning method provides an alternative to traditional evaluation methods used in the past. Currently, the Discovery process has been adopted by a large majority of states across the U.S.
Discovery is:
- is an activity-based process.
- answers the question of what work should look like—not if work is possible.
- has the foundational assumption that all can work.
Discovery starts with a conversation. The key to that Discovery is about the person, not the job. Information learned during Discovery later helps determine if a particular job “fits.” The biggest challenge during Discovery is not jumping to the job too soon, because a good Discovery process takes time—25-60 hours over a two- to six-week period.
For nearly a decade, Indiana has been using Discovery for employment services. In the wake of staff turnover and a pandemic, employment service professionals have had to explore new ways of providing services to increase employment outcomes.
It is time to ask yourself, “Have I strayed from best practice for Discovery and could use a refresher? Am I new in the field and could use in-depth Discovery process training?”
If the answer is “Yes,” then you’ll be glad to know that the CCLC will be rolling out an online Discovery training in June 2022. Information and registration will be coming soon and can be found on our training page.
Natural Supports:
When the job seeker becomes an employee, Discovery is complete and planning and strategizing for supports is the next step. Research shows that employees with disabilities have the most successful and longer lasting jobs when they incorporate natural supports—like the secretary who reminds you the office is closed for the holiday or a co-worker who will give you a ride when the bus doesn’t come. We all use natural supports in one way or another.
Setting up natural supports and training from the beginning will help an employment professional avoid pitfalls such as an employee being overdependent on the job coach, the employee being left out of the office social environment, or an employee seeing the employment consultant as their boss.
Good news! We now offer two-week trainings every month on Supported Employment: Developing Natural Supports. Course information and registration details can also be found on the CCLC training page.
We hope you take the time to explore and consider taking these trainings to learn new skills to help you grow and succeed at work.
Questions?
Contact Brady Powers at bfpowers@iu.edu, or the Center on Community Living and Careers at cclc@iu.edu or 812-855-6508.