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This document is intended to help the rehabilitation professional identify and understand current and future labor market trends and their implications for persons with disabilities. Strategies, methods, and tools are included that counselors can immediately use as they prepare persons with disabilities for the workforce. Chapter 1 examines economic forces and labor market trends, as well as current workforce issues. Employment patterns and trends for people with disabilities and opportunities available through computer technology are addressed. Chapter 2 explores new ways to think about the concept of "work" and the skills needed by consumers to compete effectively in the environment created by new and different employment opportunities. Chapter 3 reviews skills used by counselors to assist consumers and the ways in which these skills may be modified to take advantage of the employment market trends. Chapter 4 reviews resources that provide vocational rehabilitation counselors with substantial information to assist consumers in making informed career choices. Chapter 5 considers the role of leadership in establishing and maintaining a vocational rehabilitation agency that makes its primary organizational goal the employment of persons with disabilities. Appendices include labor market information divisions and job bank resource listings. (Contains 53 references.) (CR)

This document provides a resource and problem-solving guide for vocational rehabilitation counselors serving people with brain injuries acquired through trauma or other circumstances. An introduction defines acquired brain injury, characterizes the uniqueness of people with acquired brain injury, and describes community resources. Chapter 2, "Assessment and Evaluation," discusses referral for vocational rehabilitation services, sources of information, and vocational testing. Chapter 3, "Planning," outlines information needs, consumer involvement, family issues, and agreement on rehabilitation goals. Chapter 4, "Service Delivery," focuses on identifying and selecting appropriate services and programs and evaluating service providers. Chapter 5, "Achieving Employment Outcomes," examines general placement considerations (consumer, job site, employer, and support system); placement options; vocational supports; job retention; employer training; and case closure. The final chapter, "Administrative Issues," addresses administrative commitment, the role of the state agency's acquired brain injury coordinator and specialty counselors, case management issues, resource development, staff training, and interagency coordination. An appendix titled "Understanding Neuropsychological Factors Related to Work Performance" concludes the document. (Contains approximately 175 references.) (JDD)

This document, the result of the collaborative efforts of the members of the Prime Study Group of the Institute on Rehabilitation Issues, provides information concerning techniques, strategies, models, and resources for rehabilitation professionals who are working with persons with coexisting abuse problems and disabling conditions. Chapter I, an introduction, defines "coexisting disability," outlines prevalence and incidence, examines multicultural issues, and explores personal and social attitudes about substance abuse. Chapter II addresses the medical aspects of substance abuse, covering the classification of substances; effects on the central nervous system; pharmacology; and interaction of substances with physical, cognitive, mental, and emotional disabilities. Chapter III considers assessment of substance abuse as a coexisting disability, with special attention given to the diagnostic interview. It describes signs and symptoms of substance abuse, criteria for psychoactive substance dependency, and methods of detecting substance abuse. Chapter IV covers the definition of treatment, intervention strategies, the need for family involvement, and interagency cooperation. Chapter V begins with the vocational rehabilitation counselor's responses to substance abusing clients and then addresses resources and networking, confidentiality, and appropriate methods for sharing information. Chapter VI discusses how traditional substance abuse treatment programs fail to meet the needs of many persons with disabilities and discusses ways to develop more accessible treatment programs. Chapter VII addresses job development and placement in cases of substance abuse as a coexisting disability. Appendices contain the 12-step model for addiction recovery, a glossary of drug street language, and an annotated list of 19 suggested readings. (Each chapter contains references.) (JDD)

This guide examines rehabilitation of older persons with disabilities, to improve understanding of the problems that older workers face and to assist in helping them become employed or functionally independent. Chapter 1, "Overview of Aging and the Work Force Characteristics," presents demographic characteristics concerning the age of work force participants, income, living arrangements, and disabilities, and describes programs for older persons. "Perceptions of Aging" explores common perceptions in the areas of health, senility, and productivity and notes such positive qualities as family role and community role. "Vocational Rehabilitation Issues: The Counselor's Perspective" discusses the impact of the aging population on rehabilitation at the service delivery level, with special emphasis on networking. "Independent Living and Aging/Disability" provides a historical perspective and discusses funding, service models, and elements of a rehabilitation model. "Administrative Issues" considers what is being done now with older workers, why older disabled persons want to work, and why employers would hire them. "Rehabilitation and Public Policy Issues in Aging" notes existing policies and needed changes. An appendix describes lack of services and action options in such areas as mental health, nutrition, long-term health care, day programs, housing, and legal services. (Includes a bibliography of 64 items and a list of seven additional readings.) (JDD)

The purpose of this book is to aid vocational rehabilitation professionals in maximizing human resource capacities. It is intended to help build a delivery system based on needed skills and attitudes among its work force, through integration of various human resource components. The book proposes that in order for rehabilitation agencies to succeed, all managers must function as leaders, and leaders must adopt the Human Resources Systems (HRS) approach. This approach presents the viewpoint that responsible, dynamic change in a rehabilitation agency values individual and organizational growth. The book provides strategies and guidance on how to effectively address opportunities, needs, and challenges in rehabilitation agencies. The outcome of all this will relate agency/staff responsiveness to the needs of persons with disabilities, to the quality of services, and to the efficiency and effectiveness of the human service delivery system. Four major challenges to the rehabilitation system are discussed: cultural diversity, new rehabilitation professionals, new knowledge and skills, and changing societal values and attitudes. Following an introductory chapter, other chapters discuss: implications for human resources of the changing work force and the changing work place; philosophy, purpose, components, and opportunities of human resource systems; human resource planning; human resource management; human resource development based on a philosophy of individual growth; leading through organizational change; and specific recommendations to key constituencies within the state-federal rehabilitation program. The book concludes with a case study and a glossary. References accompany some chapters. (JDD)

This handbook describes the processes used in a project to identify technological changes taking place in business and industry and to infuse content related to these changes into the curricula of technical colleges and local education agencies in rural areas. The handbook includes 15 modules. The first module explains the system developed by the project, and the other modules present more specific processes. Topics covered are the following: high-technology curriculum updating processes; envisioning process; needs assessment; planning and conducting statewide or regional surveys and interview surveys of businesses and industries; planning and conducting follow-up studies; planning and conducting a Delphi study; selecting appropriate sampling techniques and determining valid sample sizes; working with small groups; necessary skills matrix; articulation--helping students transition from secondary to postsecondary institutions; module development guidelines; evaluation; work-based learning experiences; and developing partnerships between education and business and industry. (KC)

This book for sheltered workshop administrators outlines and explains the essential elements of an accurate work bid. Part 1 discusses issues that need to be resolved prior to calculating costs for a potential job. Part 2 describes the factors necessary for determining accurate bids, including direct costs (job setup, direct labor, direct materials, freight, direct machinery, and equipment); indirect costs (indirect labor, indirect materials, supervision, administration, indirect equipment); overhead (general administration, building occupancy); profit; and rehabilitation costs. Part 3 is a completed example of a contract bid. The publication also provides a procedural format for establishing bids (including examples and sample forms), and defines the terms and concepts necessary for the development of an accurate bid. (KC)

This publication examines production scheduling procedures for sheltered workshops. The manual includes three major sections: (1) the importance and benefits of production scheduling; (2) how-to information on performing basic scheduling in the workshop; and (3) answers to the question, What makes production scheduling work? The scheduling procedure presented in this manual has been designed to meet workshop requirements for a production schedule that takes client performance levels, varying work hours, and other factors into account. The guide has two practitioner-oriented goals: to enhance the user's understanding of production scheduling, and to provide the user with basic methods for performing production scheduling in the sheltered workshop. Sample production schedules are included. (KC)

This guide is intended to provide rehabilitation facilities with assistance in developing or improving their facility personnel manual, along with examples of what some rehabilitation facilities are including within their personnel manuals. The introduction to the guide discusses how a facility can begin the formulation of its personnel manual. The remaining nine sections of the publication each deal with one specific aspect of the personnel manual: developing personnel policies; recruitment, screening, hiring, and orientation; hours of work, attendance, and absenteeism; wage and salary administration; seniority, promotions, transfers, and layoffs; employee fringe benefits; disciplinary and grievance policies; termination of employment; and miscellaneous policy statements. Each section contains a brief narrative or overview of what the section covers, and the importance of the section. Finally, each section contains examples of what other rehabilitation facilities have prepared for their personnel manual in order to meet the requirements of the section. A checklist at the end of the publication can be used by the facility to determine which of the policy statements discussed should be developed and placed in its personnel manual. (KC)

The goal of this publication is to provide rehabilitation facilities with a guide to improve their image in the community and increase contract sales, job placements, donations, and client numbers. It is intended (1) to assist them in identifying individuals or groups that facilities should be trying to reach with their public relations efforts and (2) to list the types of public information messages or techniques that can or should be used when developing and transmitting public information to those identified groups. The first section addresses the need for facility public relations. Section 2 discusses planning of a public relations program, including administrative involvement, determining program directions, selection of public relations director, staff involvement, reviewing the past, and evaluating the results. The next three sections focus on the three major target groups the facility will want to reach: (1) handicapped persons and those individuals, groups, or agencies and organizations working with them; (2) business groups (including employers); and (3) community groups. In each section subgroups within the target group are discussed, and then the messages and techniques for developing the messages relevant to the client groups are considered. (YLB)

Intended for state administrators, district supervisors, and middle managers in vocational rehabilitation agencies, this document proposes a marketing approach to placement of the disabled. Chapter 1 outlines an approach to marketing the rehabilitation agency's "products" and services toward the end result of "selling" them to employers. Basic decision areas and their relevance to the vocational rehabilitation agency are addressed. Chapter 2 examines the first steps in implementing such an approach by exploring the concepts of market analysis and segmentation. In chapter 3 development of a product strategy by the state agency is considered. The first part of chapter 4 on marketing strategies deals with dissemination of information to the employing community to condition the market. Part 2 provides information on developing approaches that access the market through various channels and use of these channel strategies. Chapter 5 suggests strategies for interacting with local labor unions to market work-ready clients. Chapter 6 discusses implications of the marketing approach for state vocational rehabilitation agencies in the areas of policy, program development, training agency organization, and staff assignments. Appendixes include information on the Employer Account System and brochures on financial incentives for hiring handicapped persons. (YLB)

This manuscript was written to provide rehabilitation professionals, and vocational evaluation practitioners in particular, with information about learning style assessment instruments. The first section of the guide consists of a literature review that focuses on such aspects of development of the learning styles concept as individual differences, aptitude by treatment interactions, cognitive styles, learning styles, and learning disabilities. Discussed next are various problems and issues in the application of learning styles, including matching strategies, stability of learning styles, identifying one's own learning style, teaching and learning style congruence, and the lack of technology for matching all possible learning styles. Twelve selected learning style instruments are reviewed. The remaining three sections of the guide deal with the role of learning style in vocational rehabilitation, the benefits of learning style assessment, and the limitations of existing learning style assessment instruments. A list of references is provided. Appendixes to the guide include summaries of the 12 individual learning style instruments reviewed and purchasing information about each of the instruments. (MN)

This document explains how to take an entrepreneurial approach to the delivery of a social service. Chapter 1 defines relevant terms, including entrepreneur, profit, social service, and management and also discusses the nature of "value" and the changing public perceptions on the use of public funds. Chapter 2 offers guidance on how to select either a for-profit or not-for-profit organizational approach, write a mission statement, and use a corporation issues chart. Chapter 3 (and the rest of the document) assumes that the entrepreneurial approach was chosen and includes a checklist that covers 66 elements over 8 principal areas (accounting, budgeting and expense control, cash management, credit management, inventory control and management, purchasing, plant and equipment, and pricing) that will affect the ability of the manager to control costs of the enterprise. Chapter 4 describes how to establish a for-profit corporate entity and how to operationalize it. A start-up checklist, a hypothetical schedule, and job aids are included. Chapter 5 explains the application of basic human principles to entrepreneurial enterprises. The appendices contain the following job aids; a Value/Demand Chart; a Selection Issues Chart; a Stakeholder Input/Responsibility Chart; an Implementation Planning Sheet; and a Needs Assessment Worksheet. (CML)

Vocational rehabilitation facilities can vary greatly from the standpoints of the client populations they serve and the services they provide. Therefore, to be maximally effective, training manuals for the staff at vocational rehabilitation facilities must be developed at the individual facility at which the staff training is taking place. This guide is intended to serve as a blueprint that will allow facility staff to write training manuals to satisfy the unique needs of their own facility. The following topics are covered in the individual chapters: three critical elements of a training manual (presentation of factual data, knowledge and performance factors, and criteria levels for passing each knowledge and performance area); ways of combining the critical elements in manual form; techniques for describing program content and procedures (research-based and descriptive methods); analysis of program content and procedures (including all critical elements and following standard instructional development strategies); and procedures for reviewing the manual. Appendixes include two sample training manuals--a "services" manual and a manual based on combining knowledge-based data, skill-based data, and presentation description. (MN)

This workbook contains materials for a practical, step-by-step course on job seeking and related skills. The materials are intended for a 30-hour course. The six units are: Getting to Know One Another, Knowing Myself and Choosing Job Goals, Doing the Paperwork, Getting Ready to Find a Job, Getting a Job and Keeping It, and Where Do I Go From Here--What Next? Types of materials provided for each unit are: exercises, sample materials, examples, and informative material. The exercises include checklists, short-answer questionnaires, and sample forms to fill out. A reference list is appended. (YLB)

This instructor's manual complements the Job Seeker's Workbook, which is a practical, step-by-step course on job seeking and related skills. The manual contains a suggested lesson plan for a 30-hour course. The lesson plan is structured around goals and measurable outcomes for each section of the six-unit course. The goals and outcomes are correlated with methods and materials used and staff and equipment involved. Units are: Getting to Know One Another, Knowing Myself and Choosing Job Goals, Doing the Paperwork, Getting Ready to Find a Job, Getting a Job and Keeping It, and Where Do I Go From Here--What Next? Appendixes provide master copies for class handouts, visual aids, and a participant's evaluation report that can be reproduced for use in documenting participant achievements. An instructor's resource list provides suggestions for further readings related to the area of job seeking/keeping skills. (YLB)

This manual is concerned with developing community-based work for persons with disabilities, particularly disabled workers in segregated settings and individuals who are considered not yet ready for or capable of work. The first part of the publication deals with the following topics: the concepts of community, work, and severe disabilities; the pros and cons of a two-client model; marketing principles (strategies for developing a business approach and product definition and development); provision of company services (assessment, goal setting, intervention, and monitoring); job positions as variables and job creation as problem solving; and organizational implications for agencies (implications for a marketing approach and for community programming). The second part of the guide consists of case studies of a manufacturer of small electronic motors, a bakery, a power company, and an apartment complex. Concluding the guide is a descriptive listing of 48 different services that agencies can offer their client companies, including affirmative action consultation, accounting and bookkeeping, accident review, contract production, employee placement, financial assistance, human factors consultation, job description development and review, labor force planning, market development, patronage, performance evaluation, production expertise, public relations, safety awareness and training, supervision of workers, time studies and work measurement, try-outs, and writing services. (MN)

This manual provides step-by-step directions for developing an inservice staff training program in a rehabilitation facility. The manual is organized in five chapters. Following an introduction that defines inservice training, the first chapter discusses inservice problem identification procedures (conduct a needs assessment and determine present performance and existing deficiencies), while the second chapter presents 10 steps for developing an inservice training program (commit the facility to staff training; select training objectives; write performance objectives; select course prerequisites; select and sequence course content; construct competency tests; select an instructional method; determine instructor requirements; select and prepare training aids; and determine equipment requirements). The third and fourth chapters provide information on evaluating the inservice training program and responding to changing inservice needs. The final chapter presents three models of training programs: the Stanton conferencing instructional package for group instruction; the Rottier "turnover notebook" style of instructional packages for individual learning; and the Rehabilitation Associate Training for Employed Staff (RATES) modules for individual or group learning. Appendixes contain needs assessment formats, a DACUM chart format for developing curriculum objectives, a chart of instructional strategies, a resource list, and inservice training forms and curriculum. (KC)

This publication is intended to help production staff understand (1) what job specifications are, (2) why written specifications are important, and (3) what is involved with documenting specifications. A definition of job specifications is followed by a discussion of the importance of and necessity for such specifications as regards the rehabilitation facility. The section on determination of job specifications is divided into two parts. The first part discusses the requirements of materials for the job and their relationship with shipping/receiving, manufacturing control, and quality control. The second part of this section discusses manufacturing specifications from the standpoint of the support services restrictions placed upon the manufacturing of the product, namely shipping/receiving methods, manufacturing control, and quality control. Forms and checklists are appended. (YLB)

This training manual addresses the vocational rehabilitation (VR) of persons with the Human Immunodeficiency Virus (HIV) or AIDS (Acquired Immune Deficiency Syndrome) and related conditions. It considers the medical, cultural, social, legal, psychological, and economic implications of this condition; and how these factors relate to the vocational rehabilitation process. VR management issues considered include Federal responsibility, the role of state VR agencies, procedural barriers to service, organizational structure, and advocacy. Basic information includes the historical context of the epidemic's course; the spectrum of HIV, symptoms, and opportunistic infections; routes of transmission; and infection precautions for caregivers. Also discussed are cultural and social issues, characteristics of the population, psychosocial issues, the counselor, the co-worker, and HIV and attitudes. Counselors are encouraged to look at AIDS as just another disability. Service delivery is considered in terms of case finding, the initial interview, functional limitations, eligibility, and development of the Individualized Written Rehabilitation Program. Legal issues such as confidentiality and the duty to warn are also addressed. Appendixes include resources (e.g., AIDS hotlines for all states), a glossary, and a reprint of "Aids Rehabilitation: A Resource Guide" by Thomas Backer. Contains 14 references. (DB)

The manual is intended to encourage vocational rehabilitation decision makers to expand application of technical assistance (TA) to enhance Westbrook provides guidelines on planning TA, setting goals, selecting participants, developing the TA plan, determining measurable outcomes, involving the community, providing for information exchange, assessment, determining cost effectiveness, and managerial involvement. The third chapter, "Planning Technical Assistance," developed by Diane Oonk and David Mank, offers a framework for reviewing responsibilities, identifying specific issues, pinpointing causes, specifying needed changes, identifying approaches, and identifying sources. Chapters IV and V, by Esther Fergus and Joseph Marrone, are titled, "User's Guide: Preparing for Technical Assistance" and "User's Guide: The Process Itself." Stressed is that the TA process needs to be values based, that its purpose is the delivery of better services to the agency's primary consumers, and that identifying a need for TA is not an admission of incompetence. The final chapter, "The Future is Here", by Chris Mason, notes changes that are occurring, advances for people with disabilities, and service delivery factors. Most chapters include references. (DB)

Intended to help rehabilitation facility administrators increase organizational income from manufacturing and/or contracted service sources, this document provides a decision-making model for the development of a production consortium. The document consists of five chapters and two appendices. Chapter 1 defines the consortium concept, explains three consortium models (referral, general contractor, and facility contractor), and briefly discusses the objectives of a consortium. The second chapter explains the five stages, each with multiple steps, in the consortium development process. Chapter 3 tells how to create the structure for interaction among consortium members and others, including determining the scope of interaction, creating operating procedures, creating a business image, removing the risk associated with the consortium, determining member capabilities, and using systems analysis to examine the procedures for interaction once they are set up. Chapter 4 addresses how to accomplish the interaction, once its structure has been established. Among the topics discussed are pricing, advertising, product planning, and distribution. Chapter 5 tells how to evaluate the consortium so that members will know whether it is beneficial to their facilities. The appendices include an eight-item bibliography and work sheets intended to help readers make marketing decisions relevant to their particular consortium. (CML)

This document is intended to assist agencies in formulating and initiating a financially realistic public relations plan specifically designed for their community-based vocational rehabilitation organizations. The document consists of 6 chapters, a 43-item bibliography, a glossary, and information about the author. Chapter 1 defines public relations, lists 11 communications objectives, and raises the issue of accountability. Chapter 2 shows how to develop a strategic public relations plan, including setting goals and objectives, developing a budget, choosing vehicles for communication, and hiring staff. Chapter 3 addresses how to design print communications that are internal to the agency, and those that are external. Working with printers, using good design principles, and taking effective photographs are among the techniques discussed. Among the types of print communications discussed are brochures, annual reports, press releases, and op-ed articles. Chapter 4 deals with developing audiovisual communications, including video productions, public service announcements, media relations, and public speaking. Chapter 5 tells how to run public relations projects such as special events (open houses, agency anniversary, annual meetings, and the like), membership and volunteer recruitment campaigns, and fund raising campaigns. Crisis management is also covered. Chapter 6 tells how to develop a system to evaluate the agency's public relations efforts. The bibliography lists references both alphabetically, and by subject. (CML)