ED 276 224 AUTHOR TITLE INSTITUTION SPONS AGENCY PUB DATE GRANT NOTE AVAILABLE FROM PUB TYPE DOCUMENT RESUME EC 190 990 Tindall, Lloyd W.; And Others Replicating Jobs in Business and Industry for Persons with Disabilities. Volume One, Wisconsin Univ., Madison. Vocational Studies Center. Office of Special Education and Rehabilitative Services (ED), Washington, DC. Jul 86 G008530053 216p. University of Wisconsin-Madison, Vocational Studies Center, 964 Educational Sciences Building, 1025 West Johnson St., Madison, WI 53706 ($10.00). Reference Materials - Directories/Catalogs (132) - Guides - Non-Classroom Use (055) EDRS PRICE MF01/PC09 Plus Postage. DESCRIPTORS Adults; *Disabilities; *Employment Opportunities; Employment Potential; *Job Development; *Job Placement; Job Skills; Job Training; *Occupational Information; Salaries; Surveys; Work Environment 11M ABSTRACT Intended for teachers, counselors, job placement specialists, employers, and disabled persons, this publication provides information about jobs performed in business and industry by persons with disabilities. Each of the 71 job descriptions presented specifies the type of job, disability of the person performing the job, company information, job requirements, job information (such as wages, work schedule, training, etc.), significant duties, and special considerations (such as limitations, hiring incentives, and job accommodations). Information on each job description was provided by employers, disabled employees, and job placement specialists. Job titles and disabilities are cross referenced. Positions range from accountants, administrators, and assistants to animal and horticultural workers, messengers, and production operators. Disabilities of workers in these jobs include: cerebral palsy, hearing impairment, visual impairment, emotional disturbance, paralysis, mental retardation, learning disability, and paraplegia. An additional section presents an effective strategy for identifying jobs for the disabled and getting disabled persons placed in jobs. Information on relevant resources (projects, organizations, training programs and publications) is also provided. The job replication form used to obtain information for the 3ob descriptions is appended and readers are encouraged to use it to contribute additional job descriptions to this catalog. (CB) *********************************************************************** Reproductions supplied by EDRS are the best that can be made from the original document. ***********************************************************************
Transcript
ED 276 224
AUTHORTITLE
INSTITUTION
SPONS AGENCY
PUB DATEGRANTNOTEAVAILABLE FROM
PUB TYPE
DOCUMENT RESUME
EC 190 990
Tindall, Lloyd W.; And OthersReplicating Jobs in Business and Industry for Personswith Disabilities. Volume One,Wisconsin Univ., Madison. Vocational StudiesCenter.Office of Special Education and RehabilitativeServices (ED), Washington, DC.Jul 86G008530053216p.University of Wisconsin-Madison, Vocational StudiesCenter, 964 Educational Sciences Building, 1025 WestJohnson St., Madison, WI 53706 ($10.00).Reference Materials - Directories/Catalogs (132) -Guides - Non-Classroom Use (055)
EDRS PRICE MF01/PC09 Plus Postage.DESCRIPTORS Adults; *Disabilities; *Employment Opportunities;
ABSTRACTIntended for teachers, counselors, job placement
specialists, employers, and disabled persons, this publicationprovides information about jobs performed in business and industry bypersons with disabilities. Each of the 71 job descriptions presentedspecifies the type of job, disability of the person performing thejob, company information, job requirements, job information (such aswages, work schedule, training, etc.), significant duties, andspecial considerations (such as limitations, hiring incentives, andjob accommodations). Information on each job description was providedby employers, disabled employees, and job placement specialists. Jobtitles and disabilities are cross referenced. Positions range fromaccountants, administrators, and assistants to animal andhorticultural workers, messengers, and production operators.Disabilities of workers in these jobs include: cerebral palsy,hearing impairment, visual impairment, emotional disturbance,paralysis, mental retardation, learning disability, and paraplegia.An additional section presents an effective strategy for identifyingjobs for the disabled and getting disabled persons placed in jobs.Information on relevant resources (projects, organizations, trainingprograms and publications) is also provided. The job replication formused to obtain information for the 3ob descriptions is appended andreaders are encouraged to use it to contribute additional jobdescriptions to this catalog. (CB)
***********************************************************************Reproductions supplied by EDRS are the best that can be made
from the original document.***********************************************************************
WS DEPARTMENT OF EDUCATIONOffice of Educational Research and Improvement
EDLtAI1ONAL RESOURCES INFORMATIONCENTER (ERIC)
his document has been reproduced asreceived from the person or organizationoriginating it.
U.S. DEPARTMENT OF EDUCATIONOffice of Educational Resealch and Improvement
EDUCATIONAL RESOURCES INFORMATIONCENTER (ERIC)
12is document has been reproduced asreceived from the person or organizationoriginating It
O Minor changes have been made to improvereproduction quality
Points of view or opinions stated in this docu-ment do not necessarily represent officialOERI position or policy
Replicating Jobs leiBusiness and Industryfor Personswith Disabilities
L1oy441. TindallJetet4k. Gugerty
Baebora B. DoughertyThomas J. HeffronLiVonne A. ReschkeLois A. Schafer
The Vocational Studies CenterSchool of Education
University of Wisconsin-Madison
July, 1986
The publication was produced as part of a grant from the U.S. Departmentof Education, Office of Special Education and Rehabilitative Services.Contractors undertaking such projects under Government sponsorship areencouraged to express freely their professional judgement. Points of viewor opinions stated do not, therefore, necessarily represent the officialDepartment of Education position or policy. Grant Number G008530053,
\\ Project Number 158GH50072.N\
LA
Table of Contents
Acknowledgments
List of Figures ii
Cross Reference of the Job Descriptions by Disability and Job Title . . . iii
Section I: Catalog Purpose and How to Use
Purpose 1
How to Use This Volume 1
Section II: Job Descriptions
Accountant; Congenital Deformed Legs, Opelika, AL 7
Accountant; Partial Paralysis of Arms and CompleteParalysis of Legs, Chippewa Falls, Wisconsin 9
Administrator, Human Resources; Mild Cerebral Palsy,Grand Rapids, Michigan 11
Supervisor - Silk-Screen Department; Cardiac of UnknoWn Etiology,Marble, North Carolina 161
Word Processor; Mental Illness (Depression), Oshkosh, Wisconsin 164
Section 111 Salea Techniques for Job Placement
Introduction 167
Working Directly With Employer Groups 167
Contacting Individual Employers 170
Special Considerations for Specific Job Seekers 180
A Word on Attitudes 181
Additional Resources
Projects That Promote Hiring and Retention of Individuals WithDisabilities 183
Organizations That Enhance Job Placement Opportunities ForPersons With Disabilities 187
Inservice Training Programs to Enhance Employment OpportunitiesFor Individuals With Disabilities 190
Publications That Enhance the Job Placement Specialist'sEffectiveness 191
References 195
Appendices
A - Job Replication Form 197
B - You Can Help Us Expand Job Opportunities Ili Businessand Industry For Persons With Disabilities 203
Admowledgments
This publication was developed with the lualp and cooperation of severalhundred individuals who willingly shared their ideas, materials and informationabout jobs which individuals with disabilities perform in business andindustry. Each of these contributions is sincerely appreciated. We especiallywant to extend a "thank you" to the many employers who provided thedescriptions of jobs which persons with disabilities are performing in businessand industry. A special note of appreciation is also extended to the followingpersons who served as members of the format development committee.
Roxanne BensonOwner/ManagerAt Your ServiceP.O. Box 23115Milwaukee, WI 53223
Charles ComptonRetired Corporate ExecutiveSCORE-Madison210 N. BassettMadison, WI 53703
Frank GraeberPersonnel ManagerRay-O-Vac2851 Portage Rd.Portage, WI 33901
Joe MielczarekCoordinator - Program for theVisually ImpairedNorth Central Tech. Inst.1000 Campus Dr.Wausau, WI 54401
John PetterleAdministratorStafford, Rosenbaum, Rieser,and Hansen131 W. Wilson St., Suite 1200P.O. Box 1784Madison, WI 53701
Sue RoodDept. Chairperson,Special Education and DesignatedVocational Instruction Coord.LaFollette High School700 Pflaum Rd.Madison, WI 53716
Wayne SherryChief of JTPA/Special NeedsProgram SectionBureau for Vocational EducationWI Dept. of Public Instruction125 S. Webster St.Madison, WI 53707
Jim StrattonDirector, Classified PersonnelUW-MadisonA.W. Peterson Bldg., Rm. 230Madison, WI 53706
We also extend our thanks and appreciation to Mel Appell, our ProjectOfficer, for his assistance and advice in carrying out the project.
A special thanks is extended to Jay Rochlin, Acting Executive Director,President's Committee on Employment of the Handicapped for his help andassistance.
A sincere appreciation and thank you is extended to Denise Wagner andLaurie Tourdot for typing and processing the many drafts and final copy of themanuscript.
9
List of Figures
Figure One: Employer Contact Form 171
ii 1 0
Croas Reference of the Job Descriptions by Disability and Job Title
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13
Section I
Catalog Purpose and How to Use
lxv
PURPOSE
This publication provides information about jobs performed in ousiness andindustry by persons with disabilities. It is important for pecole withdisabilities to have role models that will help raise their vocationalaspirations and expectations. Exemplary employment models are also needed byteachers, counselors, job placement personnel and employers who work withpeople who are disabled. Each job described in this catalog is performed by aspecific person who is disabled. Readers should not conclude that such jobsare the only ones which persons with similar disabilities could perform,although these jobs might be replicated for persons with similar disabilities.Each description can be used to stimulate thinking about additional jobs whichpersons with disabilities could perform. Keep in mind that the key factors inmatching jobs to persons with disabilities are a person's interests, abilitiesand aspirations.
The job descriptions in this publication are cross referenced by disability andjob title. These jobs show that persons with disabilities are performing atlevels above many people's expectations. These jobs are performed by personswith many different types of disabling conditions and levels of severity. Somejobs included in this publication show that persons with severe disabilitiescan work full time, receive employment benefits and achieve vocationalindependence.
The information on each job description in this catalog was provided byemployers, employees who are disabled, job placement specialists and otherinterested persons. The Jobs Replication Form which was used to obtaininformation on job descriptions in this catalog can be found in Appendix A page197. Please see Appendix B on page 203 for information on how you can help usobtain additional job description on jobs which persons with disabilities areperforming in business and industry.
HOW TO USE THIS VOLUME
Potential users of this catalog include persons with disabilities, specialeducators vocational instructors, rehabilitation counselors, job placement andjob development counselors, employers and others. Each job descriptionspecifies the type of job, disability of the person performing the job and fiveareas of job information.
1. Company Information company name and description, number ofemployees, and the name of a person tocontact for more information
2. Job Requirements academic credentials, work experience,examinations and other job requirements
1 15
3. Job Information
4. Significant Duties
wages, benefits, work schedule, work settingprobationary period, employment history,narrative description, physical demands,physical activities performed, environmentalconditions, special conditions, work group,standard training period and standard amountof supervision
leadership/administrative/managerial, tasksin the areas of problem solving/reasoning,computers, mathematics, writing, reading,communication, manual/perceptual tasks andother significant duties or job features
5. Special Considerations limitations, special training, job accomoda-tions, personal strengths and financialincentives for hiring
This catal,4 presents a cross section of jobs which persons with disabilitiesperform. Many other persons with disabilities may achieve on a level equal tothose whose jobs are described, or learn to perform jobs of greater difficultyand reach higher plateaus. Teamwork, coordination and cooperation among allinvolved in the education, placement and employment of persons withdisabilities are needed if persons with disabilities are to achieve their fullpotential. Listed below are some ideas of how specific.groups and individualsmight use this catalog of je:as.
Persons with Disabilities
. provide direction about specific job areas
help secondary and postsecondary students be aware ofspecific job requirements, duties and conditions
. use when planning a course of study at the secondL.4 orpostsecondary level
help identify skills and interests
use as an incentive for training, promotion or to expandknowledge about successful employees
expand thinking about what jobs successful people withdisabilities are doing in business and industry
. use as a reference during the job search process
. use to inform prospective employers about needed accommodations
use to identify agencies which might supply support services orassist in obtaining a job
. stimulate thinking about career changes and job advancement
162
Special and Vocational Educators
use as examples in a career develolpment curriculum
use as a tool to develop on the job training sites
use with students in individual counseling sessions to helpthem become aware of their potential
use to show students the diversity of jobs which peoplewith disabilities perform
supplement career information systems
use in the preservice and inservice training of regular teachersin order to expand their thinking about the range of jobs thatstudents with disabilities might perform
use with employers in discussing the capabilities ofstudents with disabilities
use as a base for replicating specific jobs in localbusinesses
use to compare similar job titles but different duties
use with parents to stimulate realistic vocational goalsfor their son or daughter
Job Placement and Job Development Counselors
use to stimulate and expand thinking about job possibilitiesfor persons with disabilities
use to replicate a specific job for an interested personwho is disabled
use with employers to establish credibility that the specificjob is being performed by a person who is disabled ina similar place of business
use as a guide to match skills with possible jobs
use in staff development training
use to supplement and reinforce a job matching program
use to find or develop similar jobs in the local community
use the contact persons as additional resources
use as a guide on job accommodations to maintain anemployee on the job
use as a model for developing additional job descriptions
3 17
Employers
review for ideas on job accommodations that other employershave made for persons with disabilities
review to stimulate thinking about jobs that persons withdisabilities might perform in employer's company
use in company training programs and internal publications torelieve employee anxieties about the performance capabilitiesof persons with disabilities
use to replicate a job which exists in a similar worksitutation in another company or another location of thesame company
Guidance Counselors
use as examples during individual and group counseling toencourage students with disabilities to develop and use theireducational and employment potential and to expand theircareer interests
use as role models to show what others are doing
use to help students with disabilities set goals foreducation and employment
distribute to other staff members in order to increase theirawareness of the employment possibilities for studentswith disabilities
use in conjunction with computer assisted counselingprograms
Teacher Educators
provide examples to prospective teachers in order to expandtheir thinking about jobs that their students are capable ofperforming
use as an inservice tool to stimulate and expand thethinking of teachers and admininistrators as to the jobsthat students with disabilities oan and are performing
use as a guide to learn about accommodations that employershave made for persons with disabilities
review the jobs being performed by persons with disabilitiesto gain insight into possible revisions needed in the teachereducation program
184
Parents
study the contents in order to stimuate thinking about possiblejobs for which their disabled son or daughter may prepare
use in the development and implementation of the IEP andas an aid in the school to work transition
use as a discussion tool to help their son or daughter inselecting courses needed to achieve education and careergoals
stimulate job leads and opportunities for the teacher orjob developer
use as a source of information on jobs and duties performedby persons with disabilities
use as a reference on how job accommodations are used tomaintain an employee on the job
Listed below are some ideas on how this Jobs Catalog can be used to increasethe vocational and career aspirations and expectations of persons withdisabilties.
1. Special and vOcational educators can use the listed jobs asa resource to raise their expectations and the expectationsof their students. Students can see what other persons withsimiliar disabilities are accomplishing. If a student isnot interested in the specific job or jobs listed, he or sheshould be made aware that perhaps similar accomodations couldbe made in a job in which they are interested.
2. Parents of handicapped individuals can use these jobs tostimulate their own thinking about the jobs which theirsons or daughters might perform.
3. Handicapped youth can use the job descriptions to stimulatetheir thinking as to the type of jobs they would like to do.Handicapped youth might be encouraged to explore jobs inwhich they had an interest but no incentive to pursue. Theawareness levels of job possibilities and career optionswill be improved.
4. Use as resource in the training of job development and jobplacement counselors.
5. The special considerations section can be used as a resoureto explore appropriate accomodations for handicapped persons.
6. Use in teacher education preservice and inservice classes toshow the diversity of job opportunities for students withhandicaps.
5 19
7. Use with employers to provide stimulation as to the possib-ilities of how they might employ handicapped persons. Anemployer would not need to have the exact job indicated. Anemployer's inginuity and imagination might be triggered byreviewing actual jobs. The examples may help employers over-come their anxiety in hiring handicapped persons. Joblistings may stimulate employers to consider hiringhandicapped individuals in a position in which theypreviously thought impossible.
8. Used in counseling handicapped youth. Teachers andcounselors may need to read and interpret the informationfor the handicapped student.
Section II
Job Descriptions
jero;
21
Accountant
r Company Information
Company NameDiversified ProductsP.O. Box 100Opelika, AL 36801
Description of CompanyManufacture and distribution ofphysical fitness and related pro-ducts.
Number of EmelormApproximately 2500 total companyApproximately 2000 this site
For more information, contactAimee B. Sikes, Personnel Assistant(205) 745-1375
Congenital Deformed Legs
Requirements of This Job
Academic Credentials RequiredBachelor's degree
Work Experience RequiredSufficient to indicate ability toaccept responsibility for attendingregularly, etc.
5 days a week, 9 hours a day8100 a.m. to 5:00 P.m.
Ilihelltaftast studio
Probatiooary PeriodNone
Employment History8 soothe with company8 months in this position
Narrative DescriptionProduces and hosts agriculturalradio programs. Develops andimplements goals for statewidefarm radio network. Assists inpromotion, sales and marketingefforts for the network.
Ph sical Demands90% sedentary, 10% medium work
Physical Activities PerformedPush, pull, reach, run, sit,turn, see, finger dexterity
Environmental ConditionsNoise, cramped quarters
Special ConditionsHigh level of stress
Work GroupSmall group
Standard Training Period30 days
Standard Amount of Direct SupervisionMinimal
Agri-Business Director, Radio Visual Impairment(Legally Blind)
Significant Duties
Leadership/Administrative/ManagerialProvide leadershipDevelop company policiesImplement company policiesRepresent the company at internal
functions
Represent the company at externalfunctions
Problem Solving/Reasoning TasksDetermine own work activitiesRecognize and use appropriate
procedures
Conduct work activities in appropriatesequence
Obtain resources needed to carry outwork
Collect and organize informationAnalyze and synthesize informationIdentify alternative approaches/'solutions
Review progress periodicallyEvaluate for accuracy and compeletenessCorrect deficienciesSummarize and draw conclusionsDevise new ideas and better work
methods
Computer TasksEnter data into computersAccess data from computersPerform word processing
Work SchedulePermanent5 days a week, 8 hours a day8:00 a.m. to 4:00 p.m.
Work SettingFactory/industrial
Probationary Period3 months
Employment History2 months with company2 months in this position 3P
9n
Narrative DescriptionPlace numerous resisters in printedcircuit board by hand. Use blue-prints, knowledge of quality control,crip wires. Use tweezers and pliersfor tightening of resisters.
Physical Demands100% sedentary
Physical Activities PerformedPush, pull, reach, sit, turn, see,finger dexterity
Work SchedulePermanent5 days a week, 9 hours a day8:00 a.m. to 6:00 p.m.
Work SettingOffice, court
Probationary Period6 months
Employment History6 years with company6 years in this position
22
37
Narrative DescriptionAs an attorney for a city government,duties include attending meetings,reviewing contracts and other legaldocuments, preparing cases (inclu-ding the writing of facts, laws,briefs, and legal opinions), andinvestigating.cases.
Ph sical Demands100% sedentary
Physical Activities PerformedSit, turn, see, hear, (attorneyfunctions)
Environmental ConditionsNone
Special ConditionsPrecision/qualityHigh level of stress (deadlines,
etc.)Work GroupWorks alone, one-to-one, and insmall and large. groups
Standard Training PeriodNone
Standard Amount of Direct SupervisionMinimal
Assistant City Attorney Hearing Impairment 85-90 db Loss
Significant Duties
Leadership/Administrative/ManagerialProvide leadershipDevelop company policiesRepresent the company at internal
functionsRepresent the company at external
functions
Problem Solving/Reasoning TasksRecognize and use appropriateprocedures
Conduct work activities in appropriatesequence
Collect and organize informationAnalyze and synthesize informationIdentify alternative approaches or
solutionsReview progress periodicallyEvaluate for accuracy and completenessSummarize and draw conclusions
Computer TasksNone
Mathematical TasksCalculate costsUse numerical values from charts,
diagrams, tables
Writing TasksCopy accuratelyWrite legiblyComplete forms accuratelyWrite sentences in standard EnglishOrganize, select, and relate ideas inwriting
Produce intelligible written documentsIdentify and correct errors in writing
Reading TasksRead technical information
Communication TasksListenFollow intent of oral directionsTalkSpeak clearlyUse appropriate vocabulary and grammarStay on the topic in job-related
conversationsReport accurately what others have
saidGive clear oral instructions and
directionsExplain activities and ideas clearlyEffectively present information to
groups
Manual Perceptual TasksNone
Other Si Meant Duties or Job FeaturesProvide legal counseling
13pecial Considerations for This Worker
LimitationsHearing, following spoken directions
Special TrainingNone
Job AccommodationsAS the hearing loss became more severe,
the amount of trial work was reducedand offset by increases in paperworkand investigative work.
Volume controls were added to thetelephone (Approximately 850).
Personal StrengthsAbility to write and speak the Englishlanguage clearly
Ability to investigate legal mattersInterpersonal communication skills
Financial Incentives for HiringNone
Other FactorsThe installation of various assistivelistening devices.
RR
Assistant Meat Cutter
Company Information
Company NameSnyder's Food MartRD #1, Box 26Kittanning, PA 16201
Description of CompanySupermarket - groceries, meats,produce, carry out service.
Number of Employees16 total company16 this site
For more information, contactSamuel A. Snyder, Meat Manager(412) 543-1322
Wages$4.00 per hour
BenefitsPaid vacation
Slow Learner
I Requirements of This Job
Academic Credentials RequiredHigh school diploma
Work Experience RequiredNone
Examinations RequiredNone
Other Job RequirementsAge 18 minimumDress code
Job Information
Work ScheduleSeasonal5 days a week, 8 hours a day8:00 a.m. to 4:30 p.m.
Work SettingSupermarket
Probationary PeriodNone
Employment History6 years with company5 years in this position
39ea
Narrative DescriptionAssistant Meat Cutter means that em-ployee cuts all kinds and cuts ofmeat, specialty cuts, grinding. Healso is in charge when the meat man-ager is on vacation or days off.
Physical Demands5% sedentary, 15% light work,60% medium work, 20% heavy work
Physical Activities PerformedPush, pull, reach, turn, see, colorvision, hear, sense of smell, senseof taste, sense of touch, fingerdexterity
Asaceiate Chaplain and SupervisorOCIAmleal Pastoral Sduoation
Paralysis of Left Arm andPartial Weakness of Right Arm
(Polio)
Sinnitioant baties
loesdert4intAdlinist,rative/Manaserial
Provide leadershipDevelop departmental policiesImplement departmental policiesReoruit, hire, and terninate studentsSpecify goals and work tasks of othersSupervise personnelRepresent the company at internal
functionsRepresent the oompany at external
functionsReport to a board of directorsLead worship services
jr9blem Solvins/Reasonina TasksDetermine own work activitiesRecognise and use appropriate
prooeduresConduct work activities in appropriate
sequenceObtain resouroes needed to oarry out
workReoognise the effects of ohanging
quantity or quality of materialsColleot and organise informationAnalyse and synthesise informationIdentify alternative approaohes/solutions
Review progress periodically!valuate for accuracy and completenessCorrect deficienciesSummarise and draw conclusionsDevise new ideas and better workmethods
Comz::er Tasks
Mathematical TasksCaloulate coatsPrepare budgeta
27
Writing TasksCopy aoouratelyWrite legiblyComplete forms accuratelyWrite sentences in standard EnglishOrganize, select, and relate ideas in
writingProduoe intelligible written docu-
mentsIdentify and correct errors in
writing
Reading Tasks
Identify work-related symbols/signsRead simple directionsRead teohnioal information
Communication TasksListenFollow intent of oral directionsTalkSpeak olearlyUse appropriate vocabulary and
grammarStay on the topic in job-related
oonversationsRepol-t accurately what others have
saiel
Give clear oral instructions anddirections
Explain activities and ideas clearlyEffectively present information to
groupsBe able to stay calm in trauma
situations
Manual Perceptual TasksNone
Other Significant Duties or Job FeaturesImportant to be able to copeeffectively with stress
Work SchedulePermanent status5 days a week, 8 hours a day8:00 a.m. to 4:30 p.m.
Work SettingOffice
Probationary Period3 months
Employment History4 months with company4 months in this position
45
32
Narrative DescriptionUses a computer to access informationin compiling reports for the use ofthe decision makers. These reportsadvise the decision makers on themost time efficient and cost effectivemeans to manufacture their products.
Work SchedulePermanent status5 days a week, 8 hours a day8:00 a.m. to 4:30 p.m.
Wor, SettingOffice
Probationary Period3 months
Employment History4 months with company4 months in this position
4 7
32
Narrative DescriptionUses a computer to access informationin compiling reports for the use ofthe decision makers. These reportsadvise the decision makers on themost time efficient and cost effectivemeans to manufacture their products.
Physical Demands100% sedentary
Physical Activities PerformedSit, see
Environmental Condit5insNone
Special ConditionsHigh level of stress
Work GroupSmall group
Standard Training Period90 days
Standard Amount of Direct SupervisionMinimal
Automation Coordinator Quadriplegia
Significant Duties
Leadership/Administrative/ManagerialRepresent the company at internalfunctions
Problem Solving/Reasoning TasksRecognize the.effects of changingquantity or quality of materials
Collect and organize informationAnalyze and synthesize informationIdentify alternative approaches/solutions
Summarize and draw conclusionsDevise new ideas and better workmethods
Computer TasksEnter data into computersAccess data from computers
Mathematical TasksEstimate quantities needed to do a jobCalculate costsUse numerical values from charts,
Make and use measurementsUse formulasPrepare budgets
Writing TasksOrganize, select, and relate ideas inwriting
Produce intelligible written documents
Reading TasksRead technical information
Communication TasksListenTalkSpeak clearlyUse appropriate vocabulary and grammarStay on the topic in job-related
conversationsReport accurately what others have saidEffectively present information togroups
Manual Perceptual TasksUse keyboard skills
Special Considerations for This Worker
LimitationsCarrying, lifting, reaching, grasping,handling, fingering, pushing, pulling,balancing, stac,ding, walking, climbing,kneeling, squatting, bending, mobility(uses an electric wheelchair)
Special TrainingNone
Job AccommodationsRaised desk that was too small forwheelchair
Family member provides personalassistance and drives accessible van
Delaware Valley Projects with Industryfacilitated the interviews andprovided standard 60-day followup toinsure employer and employee aremutually satisfied. 33
Personal StrengthsMotivation, intelligence, perseveranceExtensive work experience with Army
transportation before disabilityCharming personality, makes others
comfortable with his disability
Financial Incentives for HiringNone
Other FactorsThe employer recognized this person'sabilities to perform the job andwanted to hire him because he couldmake a contribution to the company,therefore they were willing to makeany accomodations needed.
48
Banquet Set-Up Peraon
Company Information
Company MameMHH CompanyWilkinson Enterprises, dbaCapital Plaza Hotel405 Wilkinson BoulevardFrankfort, KY 40601
Description of CompanyHotel (lodging, food, banquets,meetings)
Number of Employees180-200 this site(operates 60 hotels)
For more information, contactChris Fox, General Manager(502) 227-5100
Wages,
$3.40 per hour
Developmental Disability
I Requirements of This Job I
Academic Credentials RequiredNone
Work Experience RequiredNone
Examinations RequiredNone
Other Job RequirementsAge 16 minimumUniform/Dress codeOn call
Work SchedulePermanent5 days a week, 8 hours a dayRotating shifts
Work SettingHotel
Probationary PeriodNone
Employment History6 months with company6 months in this position
4934
Narrative DescriptionMake sure banquet and meeting faci-lities are clean, arrange seatingaccording to specifications, caterto needs of guests, have refreshmentsready at designated time, rearrangeand clean area for next meeting and/or banquet.
Special TrainingSupervisor provided additional initialtraining time and closer supervision.Employee entered permanent employmentupon completion of the special training.
Job AccommodationsCapital Work Experience, who placed theindividual with us, and we have hiredseveral of their participants, givessupport and follow up as a routineprocedure. If we should need theirstaff to assist with a situation, wecall, and they are here as quickly aspossible.
Personal StrengthsAttendanceAppearanceDesire to work
Financial Incentives for HiringYouth Try-Out Employment monies forfirst 250 hours of employment.
Other FactorsFind an agency who is dedicated to jobtraining and placement of individualswith handicapping conditions, and abusiness will receive some of the finestemployees they have ever put on theirpayroll.
50
Clerk
Company Information
Company NameEau Claire County Department
of Human Services202 Eau Claire St.Eau Claire, WI 54703
Description of CompanySocial ServicesHuman Services
Number of Employees96 total company
For more information, contactJudith S. HodgsonSocial Work Supervisor(715) 833-1977
Wages$3.25 per hour
Mental Retardation
Requirements of This Job
Academic Credentials RequiredNone
Work Experience RequiredNone
Examinations RequiredNone
Other Job RequirementsAge 18 or older
Job Information
BenefitsWorker's compensationUnemployment compensationMedical insurance when one-yearSocial Security waiverexpires.
Work SchedulePermanent3 days a week, 8 hours a day8:00 a.m. to 5:00 p.m.
Work SettingOffice
Probationary Period30 days
Employment History6 months with company6 months in this position
5136
Narrative DescriptionClerk position within clericalsupport unit of a large humanservices agency. Responsible for-various tasks such as photocopying,collating, paper shredding, sortin6,paper cutting, and some courierservices.
Physical Demands80% sedentary, 20% light work
Physical Activities PerformedReach, balance, stoop, crouch, sit,turn, see, color vision, depth percep-tion, sense of touch, finger dexterity
Environmental ConditionsNoise, cramped quarters
Special ConditionsNone
Work GroupWorks alone
Standard Training Period30 days
Standard Amount of Direct SupervisionMaximal
Clerk Mental Retardation
Significant Duties
Leadership/Administrative/ManagerialNone
Problem Solving/Reasoning TasksRecognize and use appropriate
proceduresConduct work activities in appropriatesequence
Obtain resources needed to carry outwork
Recognize the effects of changingquantity or quality of materials
Collect and organize informationCorrect deficiencies
Computer TasksNone
Mathematical TasksCountUnderstand order
Writing TasksNone
Reading TasksIdentify work-related symbols/signs
Communication TasksListenFollow intent of oral directionsTalkSpeak clearlyUse appropriate vocabulary and grammarStay on the topic in job-relatedconversations
Report accurately what others havesaid
Give clear oral instructions anddirections
Explain activities and ideas clearly
Manual Perceptual TasksHand workConstruct, fabricate or assemblematerials
Use job-specific hand tools andequipment
Operate machine(s)
Special Considerations for This Worker
LimitationsCannot work alone, reading,writing, spelling, math, speaking,following written directions
Special TrainingShe is unable to read, so job coach andsupervisor use adaptive signs/symbols
Job AccommodationsNeeds more supervision at the beginning
of a new task.Job coaching provided by University ofWisconsin-Stout, Vocational Rehabili-tation student.
Problem solving with social worker fromhospital staff.
Financial counseling by hospital staff.
37
Personal StrengthsWork speed'Time managementAmount of work produced
Financial Incentives for HiringNone
52
Clerk I
Company Information
Company NameUniroyal Tire Co.P.O. Box 127Eau Claire, WI 54702
Description of CompanyTire manufacturing
Number of Employees1605 this site
For more information, contactRudy PahlSpecification Supervisor(715) 836-6275
Personal StrengthsTries hardPerforms work assignedRequires minimal amount of super-
vision
Financial Incentives for HiringTargeted Jobs Tax Credit and on-the-job training wage subsidy
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Work SchedulePermanent status5.days a week, 8 hours a day7:30 a.m. to 4:00 p.m.
Work SettingOffice
Probationary Period1 year
Employment History5.5 years with company5.5 years in this position
42
57
Narrative DescriptionSystems analyst - manage the operatingsystems of 3 large mainframes. Plansoftware improvements as well astrouble shoot existing softwareproblems.
Physical Demands95% sedentary, 5% light work
Physical Activities PerformedPush, pull, reach, sit, see,finger dexterity
Environmental ConditionsNone
Special ConditionsNone
Work GroupSmall group
Standard Training Period6 months
Standard Amount of Direct SupervisionMinimal
Computer Scientist Spinal Muscular Atrophy
Significant Duties
Leadership/Administrativel.ManagerialProvide leadershipDevelop company policiesImplement company policiesSpecify goals and work tasks of othersSupervise personnel
Problem Solving/Reasoning TasksDetermine own work activitiesRecognize and use appropriate
proceduresConduct work activities in appropriatesequence
Collect and organize informationAnalyze and synthesize informationIdentify alternative approaches/
solutionsReview progress periodicallyEvaluate for accuracy and completenessCorrect deficienciesSummarize and draw conclusionsDevise new ideas and better workmethods
Computer TasksWrite programsPerform systems analysis
Mathematical TasksNone
Writing TasksComplete forms accuratelyOrganize, select, and relate ideas
in writingProduce intelligible written docu-
ments
Reading TasksRead technical information
Communication TasksGive clear oral instructions and
directionsExplain activities and ideas clearlyEffectively present information togroups
Communication TasksListenFollow intent of oral directionsTalkSpeak clearlyUse appropriate vocabulary andgrammar
Stay on the topic in job-relatedconversations
Report accurately what others havesaid
Give clear oral instructions anddirections
Explain activities and ideas clearly
Manual Perceptual TasksHand workUse job-specific hand tools andequipment
Other Significant Duties or Job FeaturesInstruct other handicapped workers
LimitationsGrasping with one hand, limitedstamina, walking (partially)
Special TrainingSupervisor taught worker how tomaintain balance while getting onand off the boat
Job AccommodationsStepping Stones provided job searchworkshops, job placement counselingby case worker and counseling by jobdeveloper.
;
Supervisor monitored to inhibitworker's tendency to pick on others.
45
Personal StrengthsKnowledge of materials, supplies,boat maintenance
Getting along with supervisorTeaching trainees in crew
Financial Incentives for HiringGrant from Dept. of Rehabilitation
Other FactorsWilling to take time for the personto learn the routine
60
Counselor
Company Information
Company NameCenter for Disabled Student Services160 Olpin Union BuildingUniversity of UtahSalt Lake City, UT 84112
Description of CompanyProvides support services and in-sures access to programs and coursesfor students with physical orlearning disabilities who areseeking post-secondary degrees.
Number of Employees12 total company6 this site
For more information, contactOlga Nadeau, Coordinator(801) 581-5020
Work SchedulePermanent3 days a week, 10-15 hours aweek
Flexible hours
Work SettingOffice
Probationary Period3 months
Employment History9 months with company9 months in this position
6 1
46
Narrative DescriptionCounselor works with students whohave a learning disability to provideappropriate services, act as anadvocate for the student, assist withsome personal problems that may occuror make referrals to appropriate onor off campus resources.
Physical Demands80% sedentary, 15% light work,5% medium work
Physical Activities PerformedSit, see, hear, finger dexterity
Environmental ConditionsCramped quarters
Special ConditionsNone
Work Group,
Works alone, one-to-one, and insmall group
Standard Training Period2 days
Standard Amount of Direct SupervisionModerate
Counselor ILearning Disability
Significant Duties
Leadership/Administrative/ManagerialImplement company policiesRepresent the company at internal
functionsRepresent the company at external
functions
Problem Solving/Reasoning TasksDetermine own work activitiesRecognize and use appropriate
proceduresConduct work activities in appropriate
sequenceObtain resources needed to carry outwork
Recognize the effects of changingquantity or quality of materials
Identify alternative approaches orsclutions
Review progress periodicallyEvaluate for accuracy and completenft:s
Computer TasksNone
Mathematical TasksCountUnderstand order (e.g., first, second,
last)
Estimate quantities needed to do a job
47
Writing TasksCopy accuratelyWrite legiblyComplete forms accuratelyOrganize, select, and relate ideas inwriting
Produce intelligible written documentsIdentify and correct errors in writing
Communication TasksListenFollow intent of oral directionsTalkSpeak clearlyUse appropriate vocabulary and grammarStay on the topic in job-related
conversationsReport accurately what others have
saidGive clear oral instructions and
directionsExplain activities and ideas clearlyEffectively present information to
groups
Manual Perceptual TasksEye-hand coordination
62
L Special Considerations for This Worker
LimitationsReading, writing, spelling, remembering,following written directions
Special TrainingSupervisor provided repetition of
information to insure understandingonce or twice.
Printed material reworded for betterunderstanding; taped information forreferral by employee.
Job AccommodationsFewer demands on caseload and paperwork,flexible schedule, and additional timewith supervisor are used to reducestress and workload.
48
Personal StrengthsGood communication skillsHas good understanding of the populationworking with
Works well with others, especiallystudents that are counseled
Financial Incentives for HirlasNone
Other FactorsImportant factors include: works wellwith others; patient and understandingof the needs of the LD student; goodattitude about the disability.Employer needs to adapt the environ-ment to accommodate the employee'slimitations in terms of learning andretaining information.
63
Dark Room Technician
Company Information
Company NameAlexian Brothers Medical Center800 W. Biesterfield RoadElk Grove Village, IL 60007
Description of CompanyMedical center
Number of Employees1872 total company1872 this site
For more information, contactTeresa CieslickiSpecial Projects Coordinator(312) 981-3574
Wages
$7.35 per hour
Blindness
Requirements of This Job
Academic Credentials RequiredGED or high school diploma
Work Experience RequiredWent through training programprior to employment
Work SchedulePermanent5 days a week, 8 hours a day7:15 a.m. to 3:00 p.m.
Work SettingX-ray department - dark room
Probationary Period6 months
Employment History6 years with company6 years in this position
49
Narrative DescriptionIdentification of film by type,correct position, etc. Developing ofdiagnostic and x-ray films. Properstocking of filw. Fast-moving pace,at times very stressful with noroom for error.
Physical Demands20% sedentary, 80% light work
Physical Activities PerformedPush, pull, reach, stoop, sit, turn,hear, sense of smell, sense of touch,finger dexterity
Environmental ConditionsNone
Special ConditionsHigh level of stress at times
Work GroupWorks alone
Standard Training Period6 months
Standard Amount of Direct SupervisionNone
64
Dark Roan Technician Blindness
Significant Duties
Leadership/Administrative/ManagerialNone
Problem Solving/Reasoning TasksDetermine own work activitiesRecognize and use appropriate
proceduresConduct work activities in appropriate
sequenceObtain resources needed to carry outwork
Recognize the effects of changingquantity or quality of materials
Identify alternative approaches orsolutions
Evaluate for accuracy and completenessCorrect deficienciesDevise new ideas and better workmethods
Computer TasksNone
Mathematical TasksCountUnderstand order (e.g., first, second,
last)
Estimate quantities needed to do a job
Writing TasksNone
Reading TasksIdentify work-related symbols/signs
Communication TasksListenFollow intent of oral directionsTalkSpeak clearlyReport accurately what others have
saidExplain activities and ideas clearly
Manual Perceptual TasksHand workUse job-specific hand tools andequipment
Operate machine(s)
Special Considerations for This Worker
LimitationsVision, following written directions
Special TrainingChicago Lighthouse for the Blind pro-vided special training for supervisor.
Job AccommodationsDoesn't take lunch or breaks, works 7.5
hours, per employee request.Implemented on all patient identifica-
tion cards a punching hole in theupper right hand corner, per employ-ee's request, to differentiate properstamping of ID card.
Employee works Monday through Friday.Job requires every other weekend. Ex-ception is made since employee takes5 buses to get here and there is limi-ted bus transportation on Saturday.
50
Personal StrengthsDependabilityAmbitionDedication
Financial Incentives for HiringNone
Other FactorsChicago Lighthouse for the Blindtraining program was very beneficial.
65
I Requirements of This Job I
[Deputy, Space Science Division-7
Company Information
Company NameNational Aeronautics and SpaceAdministration
Ames Research CenterMoffett Field, CA 94035
Description of CompanyAerospace Research
Number of Employees22,316 total company2,159 this site
For more information, contactRae Myers, MmagementPersonnel Specialist(415) 694-5615
Work SchedulePermanent5 days a week, 8 hours a day8:00 a.m. to 4:30 p.m.
Work SettingOffice
Probationary PeriodNone
Employment History23 years with company2 years in this position
51
Narrative DescriptionManagement of the technologicalaspects of a division of 76 scian-tists, engineers, technicians andsupport people. Includes planning,policy setting and directing.
Physical Demands100% sedentary
Ph sical Activities PerformedSit, turn, see, finger dexterity
Environmental ConditionsNone
Special ConditionsHigh level of stress (deadlines,etc.)
Work Group
Works alone, one-to-one, and insmall and large groups
Standard Training Period90 days
Standard Amount of Direct SupervisionNone
66
1
Deputy, Space Science Diviaion Paraplegia
Significant Duties
Leadership/Administrative/ManagerialProvide leadershipImplement company policiesRecruit, hire, and terminate personnelSpecify goals and work tasks of othersSupervise personnelRepresent the company at internal
functionsRepresent the company at external
functionsReport to a board of directors
Problem Solving/Reasoning TasksDetermine own work activitiesRecognize and use appropriate
procedures'Conduct work activities in appropriate
sequenceObtain resources needed to carry outwork
Recognize the effects of changingquantity or quality of materials
Collect and organize inrormationAnalyze and synthesize informationIdentify alternative approaches or
solutionsReview progress periodicallyEvaluate for accuracy.and completenessCorrect deficienciesSummarize and draw conclusionsDevise new ideas and better work
methods
Computer TasksEnter data into computersAccess data from computersPerform word processingWrite programsPerform systems analysis
Mathematical TasksCalculate costsUse numerical values from charts,
diagrams, tablesConstruct diagrams, charts, records
using numerical calculationsMake and use measurementsUse formulas (translating, substituting
values)Prepare budgets
52
Writing TasksWrite sentences in standard EnglishOrganize, select, and relate ideas inwriting
Produce intelligible written docamentsIdentify and correct errors in writing
Reading TasksIdentify work-related symbols/signsRead technical information
Communication TasksListenFollow intent of oral directionsTalkSpeak clearlyUse appropriate vocabulary and grammarStay on the topic in job-related
conversationsReport accurately what others have
saidGive clear oral instructions anddirections
Explain activities and ideas clearlyEffectively present information to
Job AccommodationsWheelchair access to facility needed.Employer installed ramps, widened bath-
room stalls and installed.hand bars.
53
Personal StrengthsStrong technical backgroundManagement skills - working with peopleCommunication skills
Financial Incentives for HiringNone
Other FactorsShowing/training employers that don'trecognize that persons with handicapscan perform.
68
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Loy and programs forMumma Newtons fop physioally (tumbled.Admimister state policies tbru oountysesial servtess department and Inds-pemdemt Living Caster. Provide trainingamd teshmisel assistance.
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Direotor - Offioe for Personswith Physioal Disabilities Spinal Cord Quadriplegia
Significant Dutiea
Leadership/Adminiatrative/ManagerialProvide leadershipDevelop company policyImplement company policiesRecruit, hire, and terminateSpecify goals and work tasks of othersSupervise peraonnelRepresent the company at internal
functionsRepresent the company at external
functionsReport to a board of directors
Problem Solving/Reasoning TasksDetermine own work activitiesRecognize and use appropriate
proceduresConduct work activities in appropriate
sequenceObtain resources needed to carry out
workRecognize the effecta of changing
quantity or quality of materialsCollect and organize informationAnalyze and synthesize informationIdentify alternative approaches/solutiona
Review progreaa periodicdllyEvaluate for accuracy and compietenessCorrect deficienciesSummarize and draw conclusionaDevise new ideas and better work
methods
Computer TeaksAccess data from computers
Mathematical TasksEstimate quantities needed to do a jobCalculate costsUae numerical values from charts,
diagrama, tablesConstruct diagrams, charts, records
using numerical calculationsMake and use measuremFntsUse formulas (translating,
substituting values)Prepare budgets
55
Writing TasksWrite sentences in standaru EnglishOrganize, select, and relate ideas in
writingProduce intelligible written documentsIdentify and correct errors in writing
Reading TasksRead technical information
Communication MaksListenFollow intent of oral directionsTalkSpeak clearlyUse appropriate vocabulary and grammarStay on the topic in job-related
conversationsReport accurately what others have saidGive clear oral instructions and
directionsExplain activities and ideas clearlyEffectively present information to
Attendant provides assistance ($7.00per hour paid by employee).
Employee provides speaker phone and taperecorder ($25.00 per month) and aspecial height desk to accommodatewheelchair ($1500).
State of Wisconsin, Department ofAdministration provided modified van,and Department of Health and SocialServices contributes to the replace-ment of this vehicle through doublemileage reimbursement.
56
Personal Strengths
Personal experiences with a disabilityCommunicationsAnalytical abilities
Financial Incentives for HiringNone
Other FactorsAccessible building
71
Educational Director
Company Information
Company NameNew Way SchoolP.O. Box 1481Scottsdale, AR 85252
Description of CompanyPrivate school for children withlearning disabilities and under-achievers. Developmental andremedial program designed to returnthem to mainstream education in1-3 years, functioning at gradelevel and in good emotional health.
Number of Employees17 this site
For more information, contactEvelyn Wiseman, Educational Director(602) 946-9112
Learning Disability
Requirements or This Job
Academic Credentials RequiredMaster's degree, state teacher'scertificate
Work Experience RequiredEducational background, teachingexperience
Examinations RequiredNone
Other Job RequirementsNone
Job Information
Wages,
Information not provided
BenefitsPaid vacationPaid holidaysPaid sick daysFICAWorker's compensationUnemployment compensationLife insuranceCredit union(Medical insurance is availableif employee pays for it)
Work SchedulePermanent5 days a week, 7 hours a day8:30 a.m. to 4:00 p.m.
Work SettingSchool
Probationary PeriodNone
Employment History18 years with company18 years in this position
57
Narrative DescriptionDevelop, coordinate, and implementeducational program. Supervisedevelopment of curriculum anddelivery of instruction. Counselteachers, staff, students, andparents. Organize evaluation systemand instructional delivery system.Schedule classes, plan and deliverinservices. Interview prospectivestudents and their parents.
Physical Demands50% sedentary, 50% light work
Physical Activities PerformedPush, pull, run, stoop, kneel,crouch, sit, turn, see, color vision,depth perception, hear, senses ofsmell and touch, finger dexterity
Environmental ConditionsWork inside and outside
Special ConditionsHigh level of stress
Work GroupWorks alone, one-to-one,small group, large group
Standard Training Period2-3 months
Standard Amount of Direct SupervisionNone
72
Educational Director Learning Disability
Significant Duties
Leadership/Administrative/ManagerialProvide leadershipDevelop company policiesImplement company policiesRecruit, hire, and terminate personnelSpecify goals and work tasks of othersSupervise personnelRepresent the company at internal
fUnctionsRepresent the company at external
functionsReport to a board of directors
Problem Solving/Reasoning TasksDetermine own work activitiesRecognize and use appropriateprocedures
Conduct work activities in appropriatesequence
Obtain resources needed to carry outwork
Recognize the effects of changingquantity or quality of materials
Collect and organize informationAnalyze and synthesize informationIdentify alternative approaches or
solutionsReview progress periodicallyEvaluate for accuracy and completenessCorrect deficienciesSummarize and draw conclusionsDevise new ideas and better work
methods
Computer TasksNone
Mathematical TasksCountUnderstand order (e.g., first, second,
last)Understand concepts of greater than andless than
Handle basic calculations (+,-,x,/)Estimate quantities needed to do a jobUse numerical values from charts,diagrams, tables
Make and use measurementsWork with test data (pupil assessments,
IQ tests)58
Writing TasksCopy accuratelyWrite legiblyComplete forms accuratelyWrite sentences in standard EnglishOrganize, select, and relate ideas inwriting
Produce intelligible written documentsIdentify and correct errors in writing
Reading TasksIdentify work-related symbols/signsRead simple directionsRead technical information
Communication TasksListenFollow intent of oral directionsTalkSpeak clearlyUse appropriate vocabulary and grammarStay on the topic in job-relatedconversations
Report accurately what others have saidGive clear oral instructions and
directionsExplain activities and ideas clearlyEffectively present information to
Work SchedulePermanent5 days a week, 8 hours a day8:00 a.m. to 4:30 p.m.
Work SettingElectroplating facility
Probationary Period4 weeks
Employment HistoryApproximately 2 years with companyApproximately 2 years in thisposition but employee has much moreresponsibility in the same position.
60
Narrative DescriptionEmployee is responsible for loading/unloading trucks, preparing metal partsand systematically "racking" them in aproper manner prior to electroplating.Paper work associated with purchaseorders and shipping, quality controland electroplating.
Physical Demands40% sedentary50% light work10% medium work
Work GroupWorks alone, one-to-one,and in small group
Standard Training Period60 days
Standard Amount of Direct SupervisionModerate
7 5
1 Special Considerations for This Worker 1
Electroplater Enotional Disturbance
Significant Duties
Leadership/Administrative/ManagerialNone
Problem Solving/Reasoning TasksDetermine own work activitiesRecognize and use appropriate
proceduresConduct work activities in appropriate
sequenceRecognize the effects of changingquantity or quantity of materials
Devise new ideas and better workmethods
Computer Tasks,None
Mathematical TasksCountUnderstand order (e.g., first, second,
last)Understand concepts of greater than andless thanHandle basic calculations (+1-,x,/)Estimate quantities needed to do a jobMake and use measurements
Communication TasksListenFollow intent of oral directionsTalkSpeak clearlyExplain activities and ideas clearly
Manual Perceptual TasksHand workConstruct, fabricate or assemblematerials
Use job-specific hand tools andequipment
Tend machinesOperate machine(s)Set up machine(s)Operate job-related power tool(s)
Other Significant Duties or Job FeaturesNone
LimitationsWe were quite pleased to discoverthat the employee essentially hadno limitations.
Special TrainingNone
Job AccommodationsJob placement and post-employmentfollow-up by rehabilitation facility.
61
aonal StrengthsEmployee is loyalEmployee works well with othersEmployee is a very willing worker
Financial Incentives for HiringOn-the-job-training wage subsidy
Other FactorsPerhaps make other employees aware thatan individual is being hired that rna_yrequire special considerations andpossibly some additional patience.
76
I Requirements of This Job I
Executive Director
Company Name
Wisconsin Agri-Business Council, Inc.1400 E. Washington Ave, Suite 185Madison, WI 53703-3041
Description of CompanyAgriculture/Business Information
Number of Employees3.5 total company3.5 this site
For more information, contactRussel Weisensel, Executive Director(608) 255-7976
Wages$2500 per month
Paraplegia
Academic Credentials RequiredExperience
Work Experience RequiredKnowledge of Wisconsin governmentPublic relations skills
Work SchedulePermanent5-6 days a week9:00 a.m. to ? (quite a few
evening meetings)
Work SettingOffice
Probationary Period3 months
Employment History15 years with company15 years in this position
62
Narrative DescriptionOrganize and manage time andinformation in a manner whichwill be of greatest value toassociation members and thisentire industry.
Physical Demands93% sedentary, 5% light work,2% medium work
Physical Activities PerformedSee, sense of touch, fingerdexterity, hearing
Environmental ConditionsNormal office
Special ConditionsHigh level of stressHeavy work load
Work GroupWorks alone, one-to-one, and insmall and large groups
Standard Training Period6 months
Standard Amount of Direct SupervisionNone
Executive Director Paraplegia
Significant Duties
Leadership/Administrative/ManagerialProvide leadershipDevelop company policiesImplement company policiesRecruit, :lire, and terminate personnelSpecify goals and work tasks of othersSupervise personnelRepresent the company at internal
functionsRepresent the company at external
functionsReport to a board of directors
Problem Solving/Reasoning TasksDetermine own work activitiesRecognize and use appropriate
proceduresConduct work activities in appropriate
sequenceObtain resources needed to carry outwork
Recognize the effects of changingquantity and quality of materials
Collect and organize informationAnalyze and synthesize informationIdentify alternative approaches/
solutionsReview progress periodicallyEvaluate for accuracy and completenessCorrect deficienciesSummarize and draw conclusionsDevise new ideas and better workmethods
Computer TasksNone currently, but will be soon
Mathematical TasksCountUnderstand order (e.g., first, second, last)Understand concepts of greater than and
less thanHandle basic calculations (+,-,x,/)Estimate quantities needed to do a jobCalculate costsUse numerical values from charts,
Job kccommodationsRearrange furniture for more space
to accomodate wheelchair..Ramp provided by employee for access
into old office building (1971 -1984).
Bathroom was also not accessible atthat site.
64
Personal StrengthsAbility to work with peopleBackground
Financial Incentives for HiringNone
Other FactorsVan with lift and phone in auto wouldhelp, but are not in place yet. Anemployee also should be willing tocontribute to building adaptationsin order to be employed!
79
Fiscal Clerk III
Company Information
Company NameThe Vocational Studies CenterUniversity of Wisconsin964 Educational Sciences Bldg.1025 W. Johnson St.Madison, WI 53706
Description'of CompanyEducationResearch and development in
vocational education
Number of Employees50 total company50 this site
For more information, contactDr. Roger LambertAssociate Director(608) 263-2704
Work SchedulePermanent5 days a week, 8 hours a day7:45 a.m. to 4:15 p.m.
Work SettingOffice
Probationary Period6 months
Employment History10+ years with company10+ years in this position
65
Narrative DescriptionGenerate and maintain and recordledger accounts for 40 projects.Prepare, compile, check and tabulatebudget amounts for financial reports.Trace and respond to financialdiscrepancies with sources. Reviewgrant application budgets for accuracy.Fiscal Management duties. Procureoffice supplies.
Physical Demands100% sedentary
Physical Activits PerformedPush, pull, r -h, sit, turn, see,finger dexterity
Environmental ConditionsNoise, radiant energy
Special ConditionsPrecision/qualityHigh level of stress
Work GroupWorks alone and one-to-one
Standard Training Period3 weeks
Standard Amount of RimallapervisionMinimal
80
Fiscal Clerk III Right Cerebral Hemiplegia
Significant Duties
Leadership/Administrative/ManagerialImplement company policiesRecruit, hire, and terminate personnel
Problem Solving/Reasoning TasksRecognize and use appropriate
proceduresConduct work activities in appropriate
sequenceCollect and organize informationAnalyze and synthesize informationReview progress periodicallyEvaluate for accuracy and completenessCorrect deficiencies
Computer TasksEnter data into computersAccess data from computers
Mathematical TasksUnderstand order (e.g., first, second,
last)
Understand concepts of greater than andless than
Handle basic calculations (+,-,x,/)Calculate costsUse numerical values from charts,diagrams, tables
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nicial Incentives for Hiring
83
General Animal Control Care Taker
Company Information
Company NameCity of EspanolaP.O. Box 37Eapanola, NM 87532
Descripion of CompanyCity of Espanola, Public SafetyDepartment, Animal Control Division
Number of Employees130 total company5 thia site
For more information, contactRichard Guillen, Chief of Police(505) 753-2377
Wages
$3.35 per hour
Mild Mental Retardation
Requirements of This Job
Academic Credentials RequiredNone
Work Experience RequiredHandling, feeding and wateringanimals preferred
Examinations RequiredNone
Other Job RequirementsAge 16 minimum
Job Information
BenefitsFICAWorker's compensation
Work ScheduleTemporary5 days a week, 8 hours a day8:00 a.m. to 5:00 p.m.
Work SettingOffice and animal control andshelter areas
Probationary Period6 months
Employment History3 months with company3 months in this position
69
Narrative Description,Feeds and waters animals; cleansanimal cages and pens; some recep-tionist tasks - answers phone,receives people; assists in puttinganimals to sleep; keeps records ofanimals received, sold, neutered,spayed, put to sleep, etc.; keepsinventory of animal food and cus-todial supplies.
Physical Demands65% sedentary, 30% light work,5% medium work
Physical Activities PerformedPush, pull, reach, stoop, kneel,crouch, crawl, sit, turn, see, hear,sense of smell, sense of touch,finger dexterity
Work GrouPWorks alone, one-to-one, and insmall group
Standard Training Period6 months
Standard Amount of Direct SupervisionModerate to maximal
84
Caneral Animal Control Care Taker Mild Mental Retardation
Significant Duties
Leadership/Administrative/ManagerialLimited to directing visitors
Problem Solving/Reasoning TasksConduct work activities in appropriate
sequenceRecognize the effects of changing
quantity or quality of materialsCollect and organize informationEvaluate for accuracy and completenessCorrect deficienciesSummarize And draw conclusionsDevise new ideas and better work
methods
Computer TasksNone
Mathematical TasksCountUnderstand order (e.g., first, second,
last)Understand concepts of greater than and
less thanHandle basic calculations (+,-,x,/)Estimate quantities needed to do a jobMake and use measurements
Writing TasksCopy accuratelyWrite legiblyComplete forms accurately
Communication TasksListenFollow intent of oral directionsTalkSpeak clearlyUse appropriate vocabulary and grammarStay on the topic in job-related
conversationsReport accurately what others have
saidExplain activities and ideas clearly
Manual Perceptual TasksEye-hand coordinationHand workUse job-specific hand tools and
equipment
Special Considerations for Tbis Worker
LimitationsReading, writing, spelling, mathematicsstanding, walking (due to weak ankles)
Special TrainingMastery of 6 basic goals predicated up-
on the pre-designed job description.Co-worker and supervisor provided
daily and weekly counseling regardingachievement of established goals andskills with assistance of job deve-loper's counseling.
Basically daily co-worker guidance,weekly performance evaluation andcounseling, and monthly staffassessments of performance, followedby counseling sessions that addressall "NEEDED IMPROVEMENT" areas.
Job AccommodationsNone .70
Personal StrengthsReadiness, willingness and abilityLiking for animalsDeep desire to earn own living
Financial Incentives for HiringLas Cumbres Learning Services receivedDepartment of Vocational Rehabilitationfunding to provide On-the-Job Trainingsupport service to the traineeduring the entire On-the-Job Trainingperiod as needed.
85
Horticultural Worker
Company Information
Company NameOrchard of Lafayette4010 Mt. Diablo Blvd.Lafayette, CA 94549
Description of CompanyNursery retail sales
Number of Employees30 total company30 this site
For more information, contactTom Courtright, Owner(415) 284-4474
MA822$3.35 per hour
BenefitsNone
Specific Learning Disability inLanguage Processing and /kith
Requirements of This Job
Academic Credentials RequiredNone
Work Experience RequiredNone
Examinations RequiredNone
Other Job RequirementsOver 15 years of age
Job Information
Work SchedulePermanent4-5 days a week, 5-6 hours a day1:00 p.m. to 5:00 p.m.Rotating shifts (more time on
weekends)
Work SettingOutdoors
Probationary PeriodNone
Employment History2 months with company2 months in this position
Narrative DescriptionDigs, packs and prepares soil (coldframe and hot beds) for planting,waters, keeps plants neat; tiesbunches, wraps and packs flowers;carries plants to cars.
Physical Demands100% medium work
Physical Activities PerformedPush, pull, reach, run, climb,stoop, kneel, crouch, crawl, sit,turn, see, color vision, sense ofsmell, sense of touch, fingerdexterity
Teacher requested that job projectteacher and job developer providecareer education and daily support.
TRI-SELPAS (Three District SpecialEducation Local Plan Areas) JobProject for special educationplacement talked to employer aboutthe learning disability and providespost-employment follow-up, butthere have been no problems regardingthe learning disability.
Very supportive family pushed him intoworking.
Personal StrengthsPunctuality, regular attendance,personal appearance, ability to getalong with co-workers, completingwork, ability to ask questions,ability to follow directions
Financial Incentives for HiringJob Training Partnership Act reim-bursed 50% of wages
Targeted Jobs Tax Credit
Other Factors
Understanding that this youth with aspecific learning disability from aspecial day class has strengths andpotential and not underestimating theyouth.
8 772
Job Developer
Company Information
Company NameMainstream, Inc. Project LINK2121 San Jacinto, Suite 855Dallat-, TX 75201
Descriptic:. lf CompanyPrivate, ,,)n-profit serviceFree emplont service for
disabled p.aons
Number of Employeea13 total company4 this site
For more informatiwi n.cnt:act
Larry Underwood, %g1.4ra.i lik-ger(2i4) 969-0118
Wages$1500 per month
Alcoholian and CardiovascularDisability (Tripls By-Pasa)
Requirements of This Job
Academic Credentials RequiredGED, High school diploma
Work SchedulePermanent5 dL:3 a week, 7 hours a day8:30 a.m. to 4:30 p.m.
Work SettingOffice
Probationary Period90 days
Employment History3 years with company3 months in this positior.
Narrative DescriptionResponsible for identifying businessesto contact regarding how LINK canassist them with their employmentneeds; solicits job leads on regularbasis; monitors the type, location,etc. of jobs needed by the Job Place-ment Coordinator's clients.
Physical Demands100% sedentary
Physical Activities PerformedSpeech due to phone work, publicspeaking, etc.
Environmental ConditionsNone
Special ConditionsHigh level of stress
Mark GroupSmall group
Standard Training Period90 days
Standard Amount of Direct SupervisionMinimal
73 88
Job Developer Alcoholism and CardiovascularDisability (Triple By-Pass)
Significant Duties
Leadership/Administrative/MhnagerialRepresent the company at external
functions
Problem Solving/Reasoning TasksDetermine own work activitiesRecognize and use appropriate
proceduresConduct work activities in appropriate
sequenceRecognize the effects of changingquantity or quality of materials
Collect and organize informationAnalyze and synthesize informationIdentify alternative approaches/
solutionsReview progress periodicallyEvaluate for accuracy and completenessCorrect deficienciesSummarize and draw conclusionsDevise new ideas and better work
methods
Computer TasksEnter data into computersAccess data from computers
Mathematical TasksCount
Writing TasksWrite legiblyComplete forms accuratelyWrite sentences in standard EnglishOrganize, select, and relate ideas inwriting
Produce intelligible written documents
Reading TasksRead technical information
Communication TasksListenFollow intent of oral directionsTalkSpeak clearlyUse appropriate vocabulary and grammarStay on the topic in job-related
conversationsReport accurately what others have saidGive clear oral instructions and
directionsExplain activities and ideas clearlyEffectively present information togroups
Other FactorsBeing aware that one's ability canover-compensate for one's disability.It is the same process of hiring themost qualified person for a job...anyjob... that counts. Businesses wantto hire the qualified-.
89
Kitchen Helper
Company Information
Company NameAchievement House, Inc.P.O. Box 3060San Luis Obispo, CA 93406
Description of CompanyProviding work activity (habilita-tion) services to 90 developmentallydisabled adults. Work activitiesinclude food service, clerical,crafts, janitorial, woodworking,assembly, nursery and landscaping.
Number of Employees90 this company7 this site (7 employees work in a
kitchen and motor control locatedin the Caltrans (State transporta-tion) building in downtown S.L.O.
For more information, contactTom Nichols, Client Program Planner(805) 543-9383
Mild MMntal Retardation,Dyslexia and Mbtor Control
Work ScheduleSeasonal3 days a week, 7 hours a day8:00 a.m. to 3:30 p.m.
Work SettingKitchen located in state employee'sbuilding. Training site operated byAchievement House, Inc.
Probationary PeriodNone
Employment History4 months with company4 months in this position
75
Narrative DescripW.miPreparing and cooking: using grill,making salads, making sandwiches.Wiping tables, sweeping and moppingfloors, washing dishes; using cashregister, stocking food items.
Physical Demands20% light work, 80% medium work
Physical Activities PerformedReach, stoop, sit, turn, see, depthperception, hear, sense of smell,sense of taste, sense of touch,finger dexterity
Work SchedulePermanent5 days a week, 8 hours a day8:00 a.m. to 4:30 p.m.
Work SettingFactory
Probationary Period60 days
Employment Hist=8 months with company8 months in this position
81
Narrative DescriptionMake boxes with stapler machine.Pack rags in boxes - varying sizes,10, 15, 25 lb. - using scale.Occasionally disassemble smallmachine parts for scrap iron.Load and weigh carts with material -use of floor scale. Sweep floorand pick up lunch room debris.
Problem Solving/Reasoning TasksDetermine own work activitiesRecognize and use appropriateprocedures
Conduct work activities in appropriatesequence
Obtain resources needed to carry outwork
Evaluate for accuracy and completenessSummarize and draw conclusions
Computer TasksNone
Mathematical TasksCount
Understand order (e.g., first, second,last)
Understand concepts of greater thanand less than
Estimate quantities needed to do a jobMake and use measurements
Writing TasksNone
Reading TasksIdentify work-related symbols/signs
Communication TasksListenFollow intent of oral directionsTalkSpeak clearlyUse appropriate vocabulary and grammarStay on the topic in job-related
conversation
Manual Perceptual TasksHand work
Construct, fabricate or assemblematerials
Use job-specific hand tools andequipment
Operate job-specific equipment
I Special Considerations for This Worker I
LimitationsReaching, fingering, balancing (slight),cannot work alone,reading, Writing, spelling, math,remembering (can remember if job coachedthoroughly; job is repetitious),following spoken directions,following written directions
Special TrainingLonger training period required
Job AccommodationsClient would occasionally fall behind
in work or act angry when told to dosomething. Explained to client howeveryone had to accept criticism ifnot doing job.
Supervisor was a positive hard-workingperson who encouraged client, gave peptalks and was straight forward enoughto to say "that's the way it is."
Post-employment follow-up and jobcoaching by Association for RetardedCitizens On-the-Job Project.
Parents were kept informed of clientsprogress or lack of. They keptpointing out to client benefits ofjob - money, adult responsibilities.Client lived at home and did not haveto provide for himself.
For incentive, ARC counselor helpedclient find a security apartment forhandicapped, The.client wants to keepapartment and knows that to do that heneeds to be at work every day.
Client had previous job through sameprogram but missed too much work andwas fired. In job now held, client isat work every day and family ishelping with budget skills.
83
Personal StrengthsGood AttendanceAbility to distinguish weight differenceMotivated to go to work to support
himself
Financial Incentives for HiringTargeted Job Tax Credit wage subsidy
Other FactorsHaving a positive supervisor whoworked (so as not to giveimpression that work didn't need tobe done). Job must be defined andrepetitious.
98
Bequirements ormals Job 1
Landscape Laborer
Company Information
Company NameTidewater Nurseries, Inc.523 Oyster Point RoadNewport News, VA 23602
Description of CompanyLandscape nursery trees, shrubs,chemical and landscape services.
Number of Employees40 total company9 this site
For more information, contactVictor D. Kane, President(804) 877-7494
Wages$3.35 per hour
Deafness
Academic Credentials RequiredNone
Work Experience RemiqedNone
Examinations ReqviredNone
Other Job Requ&rementsAge 16 minimrimDress codeShould be im gpod physical shape
Job Information
g4
BenefitsPaid vacationFICA
Worker's compensationUnemployment compensation
Work SchedulePermanent5 days a week, 8 hours a day8:00 a.m. to 4:30 p.m.
Work SettingResidential and commercial
Probationary Period30 days
Employment History2 months with company2 months in this position
Narrative DescriptionPlanting trees and shrubs, raking,installing mulch, cleaning up area,loading and unloading trucks.
Physical Demands70% sedentary, 20% medium work,10% heavy work
Physical Activities PerformedPush, pull, stoop, crouch, turn, see,
Manual Perceptual TasksEye-hand coordinationHand workUse job-specific hand tools andequipment
) special Considerations for This Worker
LimitationsInteractions with coworkers, reading,writing, spelling, mathematics, hearing,speaking, following spoken directions,following written directions
Special TrainingSupkivisor and interpreter providedtraining on communications and workprocedures on a continual basis.
Job AccommodationsAn interpreter is used 2 hours perweek for communication on the job.
Personal StrengthsPhysical strengthDesire to work and do a good jobAbility and desire to learn simple
procedures
Financial Incentives for HiringOn-the-Job Training wage subsidy
Library Aide
Company Information
Learning Disability
Company NameUnited States Air ForceLangley Air Force Base LibraryLangley Air Force Base, VA 23665-5725
Description of CompanyA general library on a headquartersAir Force Base.
Number of Employees13,000 total company20 this site
For more information, contactDavid A. L. Smith, Base Librarian(804) 764-2906
Wages$4.45 per hour
BenefitsNone
Ralemdrements of This Job
Academic Credentials RequiredHigh school diploma
Work Experience RequiredLibrary and/or clerical preferred
Examinations RequiredNone
Other Job RequirementsNone
Job Infermation
Work SchedulePermanent5 days a week, 4 hours a day10:00 a.m. to 2:00 p.m.
Work SettingAdministrative.office
Probationary PeriodNone
Employment History6 months with company
86
Narrative DescriptionEmployee works as a library page -places new newspapers and magazinesin reading racks, files back copiesof papers/magazines, adds securitystrips to newspapers/magazines, worksin "technical services" to processnew books, shelves books and straigh-tens shelves.
Special TrainingNot special, just a longer trainingperiod - two days
Job AccommodationsAssociation of Retarded Citizensprovided job coaching for 1-1/2 daysand a few follow-up visits
Personal StrengthsGood work ethicResponsible for getting to work on timeTakes direction from supervisors well
Financial Incentives for HiringTargeted Job. Tax CreditAssociation for Retarded Citizensprovided on-the-job training wagesubsidy (50% of first 160 workinghours and 25% of second 160 workinghours) and job coaching
Other FactorsMake sure the individual is strong anddoesn't mind working outside.
F.-Machine Cleaner
Company InfOrmation
Company NameChocolate House4121 South 35th St.Milwaukee, WI 53221
Description of CompanyWholesale salesChocolate products
Number of Employees60 permanent employees plusseasonal workers as needed
For more information, contactAllen McVieVice-President Operations(414) 281-7800
Wages$3.50 per hour
Mental Retardation(Moderate Level)
Remarementa of.This Job
Academic Credentials RequiredNone
Work Experience RequiredSome exposure to machinery
Work SchedulePermanent5 days a week, 7.5 hours a day4:00 p.m. to 12:00 a.m.
Work SettingFactory
Probationary Period90 days
Employment History1 year, 8 months with company
Narrative DescriptionMonitors machine operation foraccuracy of production and forfunctional problems; performssecondary operations on molded parts,some packaging and/or boxing ofparts. Performs quality-assurancecheck on each part as it is produced.
Physical Demands20% sedentary, 40% light work,40% medium work
Physical Activities PerformedPush, pull, reach, stoop, sit,turn, see, color vision, depthperception, sense of touch,finger dexterity, standing
Work SchedulePermanent5 days a week, 7.5 hours a day8:00 a.m. to 4:00 p.m.
Work SettingFactory
Probationary Period90 days
Employment History1 year, 10 months with company
1 1 11 year, 10 months in this position
.96
Narrative DescriptionCheck plastic molded parts and productsfor quality assurance while assemblingthem and add necessary accessories;make boxes; package and box items; workon shrink wrapping, hot stamping, andheat staking machines.
Physical Demands10% sedentary, 40% light work,50% medium work
Physical Activities PerformedPush, pull, reach, turn, see, standcolor vision, depth perception,sense of touch, finger dexterity,
LimitationsVision, following written directions,cannot copy type, cannot proof own work,cannot work alone.
Special TrainingLonger period at trainee level (10 .
months). Daily verbal review of newterminology by supervisor of themedical transcriptionist staff.
EMployer provided special glossaries.At completion of training, employee
receives promotion from trainee levelto experienced transcriptionist level.
Job AccommodationsEmployer provided permanent desk assign-ment and arrangement and cabinet forstoring Braille dictionaries ($200).
Supervisor proofreads work, resolvesphone problems, keeps log of work doneby this employee and assigns toanother worker dictation that dependson requisition forms for patient data(5 hours per week $65.00).
Coworkers work more often because thisworker cannot work alone and cannotrotate weekends or holidays.
Family provides transportation.
Personal StrengthsGood transcription (medical) and typing
skillsAbove average intelligence and concen-
trationVery industrious
Financial Incentives for HiringNone
116
1
Member - Cleaning Crew
Company Information
Company NameAt Your Service Professional
Janitorial Contractor, Inc.P.O. Box 23115Milwaukee, WI 53223
Description of CompanyJanitorial ServiceCommercial and residential
Number of Employees5 total company5 this site
For more information, contactRoxanne M. Benson, President(414) 354-1400
Mental Retardation
f Requirements of This Job
Academic Credentials RequiredNone
Work Experience RequiredNone
Examinations RequiredNone
Other Job RequirementsDriver's license, own vehicle,uniform, on call
Job Information
Wages$4.50, 4.75, 5.25 per hour,depending on type of work
Employment History2 years, 2 months with company6 months in this position (lead man)
Narrative DescriptionCalled upon to maintain small officebuildings (works alone) - also tohelp on jobs, such as carpet clean-ing, floor stripping, or otherprojects in both commerical andresidential bookings.
Work SchedulePermanent5 days a week, 7.5 hours a day8:15 a.m. to 4:45 p.m.
Work SettingOffice (mail room is part oftotal office setting)
Probationary Period6 months
Employment History1 month with company1 month in this pOsition
119104
Narrative DescriptionResponsible for delivering messages,packages, etc. from employing companyto other companies in downtown Minne-apolis. When not delivering, employeeinserts letters, puts labels on en-velopes and performs routine mailservices.
Ph sical Demands
15% sedentary, 85% medium work
Physical Activities PerformedClimb, sit, turn, see, color vision,hear, finger dexterity, walk
Environmental ConditionsHigh places
Special ConditionsGreat deal of walking
Work GroupWorks alone and in small group
Standard Training Period16 hours
Standard Amount of Direct SupervisionModerate
Messenger Mental Handicap
Significant Duties
Leadership/Administrative/ManagerialNone
Problem Solving/Reasoning TasksRecognize and use appropriate
proceduresConduct work activities in appropriate
sequenceObtain resources needed to carry outwork
Identify alternative approaches orsolutions
Computer TasksNone
Mathematical TasksCountUnderstand order (e.g., first, second,
last)
Understand concepts of greater than andless than
Read and understand maps and direction
Writing TasksCopy accuratelyWrite legiblyComplete forms accurately
Communication TasksListenFollow intent of oral directionsTalkSpeak clearlyUse appropriate vocabulary and grammar
Manual Perceptual TasksEye-hand coordinationHand work
Special Considerations for This Worker
LimitationsSensitive as to how employee is super-vised, following spoken directions,reading, writing, spelling, mathematics
Special TrainingJob coach from Vocational/technicalschool provided 1 week additionaltraining to learn job routine andcompany locations. Special map ofdowntown Minneapolis and specifiedkey locations was developed.
Job AccommodationsSchool work experience coordinator to
provide periodic checks on progress.Staff support needed to monitor mail
route and work routine.Special training provided to learn
public bus transportation.Monitoring individual transition plan
by staff membei. 105
Personal StrengthsDiligent, hard-working, responsibleDresses wellHighly personable and enthusiastic
Financial Incentives for HiringTargeted Jobs Tax Credit
Other Factors
Attitude of supervisor and excellent jobcoaching.
Cooperative attitude on part of super-visor.
120
Music Director Grades K4
Company Information
Company Name
Mazon-Verona -Kinsman CUD #21007 North St.Mazon, IL 60444
Description of CompanyEducation, primary andintermediate
Number of Employees48 total company22 this site
For more information, contactWilliam Murray, Superintendent(815) 448-2200
Wages
$1833.33 per month
Blindness
I Requirements of This Job I
Academic Credentials RequiredBachelor's degreeCertificate (Limited Special
Work SchedulePermanent5 days a week, 7.5 hours a day8:00 a.m. to 3:30 p.m.
Work SettingSchool
Probationary PeriodNone
Employment History21 years with company21 years in this position
Narrative DescriptionTeach general music classes gradesK-5. At the junior high school,direct the band and chorus as well asgiving private and class instrumentalmusic instruction. Also handlecurriculum, scheduling, and budget.
Physical Demands35% sedentary, 35% light, 20% medium,10% heavy
Physical Activities PerformedSit, sense of touch, finger dexterity,sense of hearing
Environmental ConditionsNone
Special ConditionsHigh level of stress
,Work Group
Works alone, one-to-one, and insmall and large groups
Standard Training PeriodNone
Standard Amount of Direct SupervisionMinimal
1061 21
MUsic Director Grades K-8 Blindness
Significant Duties
Leadership/Administrative/ManagerialProvide leadershipDevelop company policiesImplement company policiesRepresent the company at external
functionsReport to a board of directorsPublic relations and performances
Problem Solving/Reasoning TasksDetermine own work activitiesRecognize and use appropriate
proceduresConduct work activities in appropriate
sequenceObtain resources needed to carry outwork
Recognize the effects of changingquantity or quality of materials
Collect and organize informationAnalyze and synthesize informationIdentify alternative approaches/
solutionsReview progress periodicallyEvaluate for accuracy and completenessCorrect deficienciesSummarize and draw conclusionsDevise new ideas and better work
methods
Computer Tasks,None
Mathematical TasksHandle basic calculations (+,-,x,/)Estimate quantities needed to do a jobCalculate costsUse numerical values from charts,
diagrams, tablesConstruct diagrams, charts, records
using numerical calculationsPrepare budget3
107
Writin&TasksWrite legiblyComplete forms accuratelyWrite sentences in standard EnglishOrganize, select, and relate ideas inwriting
Produce intelligible written documentsIdentify and correct errors in writing
Reading TasksIdentify work-related symbols/signsRead simple directionsRead technical information
Communication TasksListenFollow intent of oral directionsTalkSpeak clearlyUse appropriate vocabulary and grammarStay on the topic in job-related
conversationsReport accurately what others have saidGive clear oral instructions and
directionsExplain activities and ideas clearlyEffectively present information togroups
Manual Perceptual TasksHand workConstruct, fabricate or assemblematerials
Use job-specific hand tools andequipment
Operate machine(s)Use keyboard skillsDevelop visual presentationsUse all types of recording &musical equipment
Other Significant Duties or Job FeaturesTeach approximately 400 students
122
Lifsligmenta of Thie Job I
Fulmer
r' =11771=
1=sermsoltinery Company/Custom Paskaging Company715 Peustaim AvemueLameaster, PA 17601
gptrastran-a-Illaok A Deckerassesseries amd other products.
4 days a week, 10 hours a day6:50 a.m. to 5:00 p.m.
imMtagpre:romary Periog
allmorarutilgidathsoompany10 months la this position
Narrative DescriptionDepending on jobs being run, thereare three types of jobs: 1) packa-ging: making boxes, filling them,labelling, and packing; 2) machinefeeding: placing parts at appropriatelocation, on moving line; 3) bench-work: assembling kits, aasemblingaccessories, placing parts intopouches. May be done on conveyorbelt.
Ph sical Demands
25% sedentary, 75% light workPhysical Activities PerformedPush, pull, reach, stoop, sit, turn,see, color vision, depth perception,hear, sense of smell, sense of touch,finger dexterity
Communication TasksListenFollow intent of oral directionsTalkSpeak clearlyStay on the topic in job-related
conversationsReport accurately what others have
saidExplain activities and ideas clearly
Manual Perceptual TasksEye-hand coordinationHand workConstruct, fabricate or assemblematerials
Use job-specific hand tools andequipment
Tend machine(s)Operate machine(s)Operate job-related power tool(s)
125
I Special Considerations for This Worker
LimitationsLow frustration tolerance, acceptanceof supervision, interactions with co-workers, psychosomatic conditions comewith stress, reading, writing, spelling,mathematics, lifting, carrying, kneeling,squatting, trouble functioning wherework piles up, following written dir-ections, allergies
Special TrainingIndividual training on a daily basis for1 week by job trainer from Goodwill.Training and followup services weregradually decreased until employeeentered permanent employment and a wageincrease.
Job AccommodationsThe employee received additional on-the-
job training for supervision, moni-toring speed and efficiency feedback onwork performancei and concerns ofhealth problems, by the Goodwillplacement personnel.
The employer received assistance withscreening applicants, evaluating theirsuitability for the job and coordina-ting the financial incentives program.
Goodwill job developer/trainer and Officeof Vocational Rehabilitation providesguidance in housing, carpooling bud-geting and scheduling medication anddoctor appointments.
111
Personal StrengthsGood dexterity and coordination - gives
her the speed and accuracy neededAwareness and concern for quality con-
trolEager to please and motivated to work
Financial Incentives for HiringOn-the-job evaluation by Goodwill,prior to a commitment to hire. On-the-Job Training Contract (1/2 wagereimbursement). Extensive followupthrough Goodwill.
126
Personnel Assistant
Company Information
Company NameUniversity of Wisconsin-MadisonPersonnel AdministrationA.W. Peterson Building Rm. 230Madison, WI 53706
Description of CompanyEducation
Number of Employees12,000 total company
For more information, contactJim Stratton, Director
Work SchedulePermanent status5 days a week, 8 hours a day7:40 a.m. to 4:30 p.m.
Work SettingOffice
Probationary Period6 months
Employment History3 years with company3 years in this position
112 127
Narrative DescriptionProvision of eligible candidates toUW-Madison units for job vacancies.Maintenance of lists of eligiblecandidates. Determination of rulesto be followed in providing eligiblecandidates. Job counseling forpotential applicants.
Physical Demands100% sedentary
Physical Activities PerformedSit, see
Environmental ConditionsNoise
Special ConditionsHigh rate of productionPrecision/qualityDistracting conditionsHigh level of stress
Work GrouPSmall group
Standard Training Period180 days
Standard Amount ofDirect SupervisionModerate
Personnel Assistant Learning Disability
Significant Duties
Leadership/Administrative/ManagerialImplement company policies
Problem Solving/Reasoning TasksDetermine own work activitiesRecognize and use appropriate
proceduresConduct work activities in appropriate
sequenceCollect and organize informationEvaluate for accuracy and completenessCorrect deficiencies
Computer TasksEnter data into computersAccess data from computers
Mathematical TasksCountUnderstand order (e.g first, second,
last)Understand concepts of greater than
and less thanHandle basic calculations (+,-,x,/)
Writing TasksCopy accuratelyWrite legiblyComplete forms accuratelyOrganize, select, and relate ideas
Personal StrengthsAlertness and awareness of surroundingsAttendanceCleanliness
Financial Incentives for HiringNone
/32
President
Company Information
Company NameComputers to Help People1221 W. Johnson St.Madison, WI 53715
Description of CompanyEducation, Professional/ManagerialResearch
Computer software mail order
Number of Employees5 total company5 this site
For more information, contactLora Schlaefer(608) 257-5917
Wages$205.92 per month
Cerebral Palsy
Requirements of This Job
Academic Credentials RequiredHigh school diploma
Work Experience RequiredNone
Examinations RequiredNone
Other Job RequirementsNone
Job Information
BenefitsFICAWorker's compensation
Work SchedulePermanent4 days a week, 3 hours a day1:00 to 4:00 p.m.
Work SettingOffice
Probationary PeriodNone
Employment History5 years with company6 months in this position
Narrative DescriptionDevelops computer programs/softwareWorks on special.orders forcustomers
Physical Demands100% sedentary
Physical Activities PerformedReach, sit, see
Environmental ConditionsNone
Special ConditionsNone
Work GroupOne-to-one
Standard Training PeriodDepends on individual
Standard Amount of Direct SupervisionMinimal
118 133
President Cerebral Palsy
Sgrii icant Duties
Leadership/Administrative/ManagerialProvide leadershipDevelop company policiesImplement company policiesRecruit, hire, and terminate personnelSpecify goals and work tasks of othersSupervise personnelRepresent the company at internal
functionsRepresent the company at external
functionsReport to a board of directors
Problem Solving/Reasoning TasksDetermine own work activitiesRecognize and use appropriate
proceduresConduct work activities in appropriate
sequenceObtain resources needed to carry out
workRecognize the effects of changing
quality or quanitty of materialsCollect and organize informationAnalyze and synthesize informationIdentify alternative approaches/
solutionsReview progress periodicallyEvaluate for accuracy and completenessCorrect deficienciesSummarize and draw conclusionsDevise new ideas and better workmethods
Oomputer TasksEnter data into computersAccess data from computersPerform word processing
Mathematical TasksCountUnderstand order (e.g., first, second,
last)
Understand concepts of greater thanand less than
Handle basic calculations (+,-,x,/)Estimate quantities needed to do a jobCalculate costsUse numerical values from charts,
Work SchedulePermanent5 days a week, 8 hours a day7:00 a.m. to 3:00 p.m.
Work SettingFactory
Probationary Period3 months
Employment History4 years with company4 years in this position
124
Narrative DescriptionEmployee hangs or unloads metal partson a conveyor line for painting. Theline must be loaded correctly soparts will not fall off. Also,employee must inspect finished partsfor good coverage.
Physical Demands75% light work, 25% medium work
Physical Activities PerformedPush, pull, reach, turn, see, colorvision, depth perception, bend fromwaist
Environmental ConditionsHot, cold, noise, mechanical hazards,moving objects, heavy lifting
Special ConditionsPrecision/qualityPre-set speed by conveyor line
Work GroupSmall group
Standard Training Period3 months
Standard Amount of Direct Supervision13 loderate
Production Operator DeafAUte; Hand Partially AmputatedPart of Thumb & Little Finger Remain
-Significant Duties
Leadership/Administrative/ManagerialNone
Problem Solving/Reasoning TasksRecognize and use appropriate
procedutesConduct work activities in appropriate
sequence
Computer TasksNone
Mathematical TasksNone
Writing TasksNone
Reading TasksIdentify work-related symbols/signs
Communication TasksNone
Manual Perceptual TasksEye-hand coordination
Special Considerations for This Worker
LimitationsHearing, following spoken directions
Special TrainingJob coach from Achievement Center workedthe first night with this employee.
Job AccommodationsBecause employee canhot hear, first'supervisor was taught a few phrasesin American Sign Language. However,subsequent supervisors are not sotrained; employee has had no problems.
Personal StrengthsPhysical strengthWillingness to cooperateAttention to circumstances around him
Financial Incentives for HiringNone
Production Operator
Company Information
Company Name,
Diversified ProductsP.O. Box 100Opelika, AL 36801
Description of CompanyManufacture and distribution ofphysical fitness and relatedequipment.
Humber of EmployeesApproximately 2500 total companyApproximately 2000 thi3 site
For more information, contactAimee B. Sikes, Personnel Assistant(205) 745-1375
Wages
$6.50 per hour
Mental Retardation (mild)
Requirements of This Job
Academic Credentials RequiredNone
Work Experience RequiredSufficient to indicate ability toaccept responsibility for atten-ding regularly, etc.
Work SchedulePermanent5 days a week, 8 hours a day7:00 a.m. to 3:30 p.m.
Work SettingFactory
Probationary Period3 months
Employment History6 years with company3 years in this position
Narrative DescriptionEmployee off loads finished, packagedexercise benches from conveyor belt.Sometimes staples boxes closed. Muststamp date on carton and count number of boxes in rack to completefinished goods ticket.
Physical Demands100% heavy work
physical Activities PerformedPush, pull, reach, balance, stoop,kneel, turn, see, color vision,depth perception
Environmental ConditionsMoving objects
Special ConditionsHich rate of productionPrecision/quality
Work GroupLarge group
Standard Tralning Period3 months
Standard ArdALA of Direct Supervision, Moderate
126 141
Production Operator 7Mental Retardation (mild)
Significant Duties
Leadership/Administrative/ManagerialNone
Problem Solving/Reasoning TasksNone
Computer TasksNone
Mathematical TasksCount
Writing TasksWrite legibly
Reading TasksIdentify work-related symbols/signs
Communication TasksListenFollow intent of oral directions
Manual Perceptual TasksEye-hand coordinationUse job-specific hand tools and
equipment
I Special Considerations for This Worker I
LimitationsReading, writing, spelling,mathematics
Special TrainingNone
Job AccommodationsNone
Personal StrengthsDesire to do something wellPhysical strengthConsistency of effort
Financial Incentives for HiringNone
Other FactorsThis employee does a job that is usu-ally done by two people. He feels asignificant responsibility to keep theline moving, and he enjoys doing itwell.
Produotion/Paoker
Company Information
Company NameSolomon Enterprises3700 West WarnerSanta Ana, CA 92704
Description of CompanyManufacturer of pepperoni, sau-sages, and luncheon meats.
Number of Employees16 total company16 this site
For more information, contactNancy Rodrigues, Bookkeeper(714) 432-0700
Work SchedulePermanent5 days a week, 6.5 to 8 hours a
day8:30 a.m. to 3:00 p.m.
Work SettingAdult day care
Probationary Period6 months
Employment History1 year with company1 year in this position
Narrative DescriptionAssists activity director in planningand implementing programs. Respon-sible for planning and implementingdesignated programs alone. Assistselders with personal cares (i.e.toileting, walking, eating). Worksas member of team in daily function-ing of the Center.
Physical Demands20% sedentary, 80% medium work
Physical Activities PerformedPush, pull, stoop, kneel, crouch,sit, see, color vision, depth per-ception, hear, sense Of smell,sense of taste, sense of touch,finger dexterity
Environmental ConditionsNone
Special ConditionsAble to concentrate on one personor task but also aware of otheractivities in a room.
Work GroupLarge group
Standard Training Period2 months
Standard Amount of Direct SupervisionMinimal
130 145
[--Program Personal Services Assistant Mental Illness
Problem Solving/Reasoning TasksDetermine own work activitiesRecognize and use appropriate
proceduresConduct work activities in appropriate
sequenceObtain resources needed to carry outwork
Identify alternative approaches orsolutions
Review progress periodicallyEvaluate for accuracy and completenessCorrect deficienciesSummarize and draw conclusionsDevise new ideas and better work
methods
Computer TasksNone
Mathematical TasksNone
Writing TasksWrite legiblyComplete forms accuratelyOrganize, select, and relate ideas inwriting
Reading TasksIdentify work-related symbols/signsRead simple directionsRead technical information
Communication TasksListenFollow intent of oral directionsTalkSpeak clearlyUse appropriate vocabulary and grammarStay on the topic in job-related
conversationsReport accurately what others have
saidGive clear oral instructions and
directionsExplain activities and ideas clearlyEffectively present information to
groupsManual Perceptual TasksEye-hand coordinationHand workConstruct, fabricate or assemblematerials
Use job-specific hand tools andequipment
Special Considerations for This Worker
LimitationsAcceptance of supervision at times,following spoken directions at times,occasional difficulty with follow-through
Special TrainingNone
Job AccommodationsA written work schedule of job tasks was
developed for the employee to ensureall jobs were performed by assignedvolunteers.
Employee lived in a situation that pro-vided one-to-one counseling as wellas a "job stress support group."
1.31
Personal StrengthsA genuine caring for elderlyAbility to focus continuous attention
on patients and their needsCommunication skills - relating to
people who have limited cognitiveability
Financial Incentives for HiringNone
146
Project Coordinator
Company Information
Company Nathe
Purdue University AgriculturalEngineering
Breaking New GroundWest Lafayette, IN 47907
Description of CompanyBreaking New Ground assists agri-cultural producers with physicalhandicaps who desire to remainactively involved in their farmor ranch operation.
Number of Employees6 total company6 this site
For more information, contactJohn Hancock, Project Coordinator(317) 494-5088
Paraplegia T-12
1 Requirements of This Job
Academic Credentinls RequiredBachelor's degree
Work Experience RequiredRequired - Kentucky AgriculturalExtension Agent, 2-1/2 years
Work SchedulePermanent5-7 days a week, 7-10 hours a day8:00 a.m. to 5:00 p.m.
Work SettingOffice and farm visits
Probationary Period90 days
Employment History2 months with company2 months in this positionOn a 1 year leave of absence
from University of KentuckyCollege of Agriculture Coop-erative Extension Service.
Narrative DescriptionMake farm visits to physically handi-capped farmers and collect informa-tion on modifications they've made.Present our program to hospitals,workshops, and conferences. Sendideas and information to farmers whohave recently been disabled and wantto farm again. Evaluate and designnew and existing equipment.
Physical Demands90% sedentary, 10% light work
Physical Activities PerformedPush, pull, climb, sit, see, hear
Leadership/Administrative/ManagerialProvide leadershipDevelop company policiesImplement company policiesRecruit, hire, and terminate personnelSpecify goals and work tasks of othersSupervise personnelRepresent the company at internalfunctions
Represent the company at externalfunctions
Report to a board of directors
Problem Solving/Reasoning TasksDetermine own work activitiesRecognize and use appropriate
proceduresConduct work activities in appropriate
sequenceObtain resources needed to carry out
workRecognize the effects of changing
quantity or quality of materialsCollect and organize informationAnalyze and synthesize informationIdentify alternative approaches or
solutionsReview progress periodicallyEvaluate for accuracy and completenessCorrect deficienciesSummarize and draw conclusionsDevise new ideas and better work
methods
Computer TasksNone
Mathematical TasksNone
.133
Writing TasksWrite legiblyComplete forms accuratelyWrite sentences in standard EnglishOrganize, select, and relate ideas inwriting
Produce intelligible written documentsIdentify and correct errors in writing
Reading TasksIdentify work-related symbols/signsRead Simple directionsRead technical information
Communication TasksListenFollow intent of oral directionsTalkSpeak clearlyUse appropriate vocabulary and grammarStay on the topic in job-relatedconversations
Report accurately what others have saidGive clear oral instructions and
directionsExplain activities and ideas clearlyEffectively present information to
groups
Manual Perceptual TasksConstruct, fabricate or assemble
materials
148
LSI:metal Considerations for This Worker
LimitationsLifting, carrying
Special TrainingNone
Job AccommodationsDepartment of Vocational Rehabi-
litation provided trailer and all-terrain vehicle for outdoor terrainand inaccessible areas ($2000).
Office moved to first floor foraccessibility because there wasno elevator to second floor.
Personal Strength's
Individual attentionUnderstandingWork hard
Financial Incentives for HiringNone
Other FactorsDoors coming into the building aren'tvery accessible. Building needs anelevator because employee can't attendmeetinga on the second floor.
149134
1 Requirements of This Job 1
Project Officer
1 Company Information
Company NameU.S. Dept. of Education400 Maryland Ave. SWWashington, DC 20202
Description of CompanyCivil service
Number of EmployeesInformation not provided
For more information, contactMichael J. Ward, Project Officer(202) 732-1163
Work SchedulePermanent5 days a week, 8.5 hours a day8:30 a.m. to 5:00 p.m.
Work SettingOffice
Probationary Period6 months
Employment History6.5 years with company3.5 years in this position
135
Narrative DescriptionAssists in planning, conceptualiza-tion, preparation, and justificationof program plans, requests for propo-sals, and program announcements forthe "Innovative Programs for SeverelyHandicapped Children;" evaluatesproposals, monitors current projectactivities, and provides data manage-ment support.
Physical Demands99% sedentary
Physical Activities PerformedReach, sit
Environmental ConditionsNone
Special ConditionsPrecision/qualityHigh level of stress
Work GroupWorks alone, one-to-one,small group
Standard Training Period6 months
Standard Amount of Direct SupervisionMinimal
150
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Work SchedulePermanent5 days a week, 8 hours a day7:30 a.m. to 4:00 p.m.
Work SettingOffice
Probationary Period2 years
Employment History10 years with company2 years in this position
Narrative DescriptionWrites projects, administers someof the projects. Projects includespecial education, teacher trainingand industrial arts (VocationalEducational Act).
Physical Demands100% sedentary
Physical Activities PerformedSit, see
Environmental ConditionsCramped quarters
Special ConditionsDistracting conditionsHigh level of stress
Work Group,
Small group
Standard Training PeriodNone
Standard Amount of Direct SupervisionMinimal
138
153
Project Writer and Director Learning Disability
Significant Duties
Leadership/Administrative/ManagerialProvide leadershipDevelop company policiesImplement company policiesRecruit, hire, and terminate personnelSpecify goals and work tasks of othersSupervise personnelRepresent the company at internal
functionsRepresent the company at external
functionsReport to a board of directors
Problem Solving/Reasoning TasksDetermine own work activitiesRecognize and use appropriate
proceduresConduct work activities in appropriate
sequenceObtain resources needed to carry out
workCollect and organize informationAnalyze and synthesize informationIdentify alternative approaches or
solutionsReview progress periodicallyCorrect deficienciesSummarize and draw conclusionsDevise new ideas and better work
methods
Computer TasksNone
Mathematical TasksCountUnderstand order (e.g., first, second,
LimitationsReading, spelling, following writtendirections, reversals, completing onetask at a time, directionality (left/right, map,reading)
Special TrainingNone
Job Accommodations
Co-workers assist in interpreting somewritten information and in working onbudgets.
140
Personal StrengthsAdministrative skillsPolitical coordinationHard working
Financial Incentives for HiringNone
Other FactorsAdequate staff to support person
/55
1
Record Clerk
Company Information
Company NameOak Ridge National LaboratoryMartin Marietta Energy SystemsP.O. Box XOak Ridge, TN 37831
Description of CompanyA research and devtaopment multi-program institution whose principalgoal is the develoi:aent oftechnology for effIcient productionand use of energy.
Number of EmployeesApproximately 16,000 total companyApproximately 5,000 this site
For more information, contactJane AgersAffirmative Action Coordinator(615) 626-2432
LimitationsCannot work alone (safety consideration- for emergency evacuation purposes,
employee works with others present),lifting, carrying, pushing, pulling,standing, walking, kneeling, squatting
Special TrainingNone
Job AccommodationsNo rearranging required but for evacua-tion of building, department employeesare assigned to carry employee andwheelchair from the second level to thefirst level of the building ($2000).
142
Personal StrengthsAttitudeAlert mind and teachableDetermination
Financial Incentives for HiringNone
157
Santa Claus
Company InfOrmation
Company NameNorth Mall Associates351 Loucks RoadYork, PA 17404
Description of CompanyWe own and manage an enclosedshopping center. Total area 46acres - 308,627 square feet.
Number of'Employees8 total company8 this site
For more information, contactLucinda K. Hart, Mall Manager(717) 848-6136
Wages$4.50 per hour
BenefitsNone
Mental Retardation
Requirements of This Job
Academic Credentials RequiredNone
Work Experience RequiredExperience playing Santapreferred
Examinations RequiredNone
Other Job RequirementsNone
Job InfOrmation
Work ScheduleSeasonal5 days a week, 8 hours a day11:00 a.m. to 9:00 p.m.Rotating shifts
Work SettingMall
Probationary PeriodNone
Employment History1 month with company1 month in this position
143
Narrative DescriptionHad to play Santa Claus for thechildren and adults shopping themall. Ability to work with theconsumer.
Physical Demands100% sedentary
Physical ActiVities PerformedReach, sit, see, hear
Environmental ConditionsNone
Slmcial ConditionsNone
Work GroupLarge group
Standard Training PeriodNone
Standard Amount of Direct SupervisionMinimal
158
Santa Claus Mental Retardation
Significant Duties
Leadership/Administrative/ManagerialRepresent the company at internalfunctions
Problem Solving/Reasoning TasksNone
computer TasksNone
Mathematical TasksNone
Writing TasksNone
Reading TasksNone
Communication TasksListenTalkSpeak clearlyUse appropriate vocabulary and grammar
Work SchedulePermanent4 days a week, 10 hours a day3:30 p.m. to 2:00 a.m.
Work SettingFactory
Probationary Period90 days
Employment History3 months with company3 months in this position
oP
Narrative DescriptionPack/seal finished goods as required;place correct labels in all packaging;count/pack all sealed goods into car-tons. Maintain clean work area.Initial seal and pack tickets foraccurate incentive payroll applicationsDuties as assigned by supervision.
Work SchedulePermanent5 days a week, 8 hours a day7:00 a.m. to 3:00 p.m.
Work SettingFactory
Probationary Period90 days
Employment History19 years with company11 years in this position
Narrative DescriptionOperates power punch press, bevelingmachine, and uses various measuringtools in making dimensional checks ofthe finished printed circuit boards.
Physical'Demands100% sedentary
Physical Activities PerformedPush, pull, reach, sit, depthperception, hear, sense oftouch, finger dexterity
Work SchedulePermanent5 days a week, 8 hours a day8:00 a.m. to 5:00 p.m.
Work SettingOffice
Probationary Period30 days
Employment History20 months with company7 months in this position
149
Narrative DescriptionPosition involves processing reportsto insure accuracy, numbers balance,make corrections; enter and retrievedata from the CRT and phone communi-cation with employees, district andstate personnel.
Physical Demands100% sedentary
Physical Activities PerformedReach, sit, turn, see, hear, sense oftouch, finger dexterity
Environmental ConditionsCramped quarters, high places
Special ConditionsHigh rate of productionPrecision/qualityHigh level of stress (deadlines,
etc.)Work Group
Small groupStandard Training Period
2 monthsStandard Amount of Direct SupervisionModerate
164
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Vocational Trainer identified jobContinuous job coachingFamily supportSocial workAcademic support is an extension of
treatment
,152
Personal StrengthsDeterminationMoney seems to be the motivationInterpersonal skills are extremelyimportant
Financial Incentives for HiringNone
167
Shipping and Receiving Apprentice
Company Inforiation
Company NameCommon Health Co-opP.O. Box 727Superior, WI 54880
Description of CompanyHealth foods, spices, cheese
sold in bulk
Number of EmploYees30 total company30 this site
For more information, contactKristin Kern, Job Developer(715) 392-8388
Wages$3.35 per hour
Mental Retardation
r- Requirements of This Job I
Academic Credentials RequiredNone
Work Experience RequiredNone
Examinations RequiredNone
Other Job RequirementsCoveralls/clothes that can be usedfor every work day. This is due tospice smells that permeate fabricand make it hard to remove odor.
Work SchedulePermanent5 days a week, 4-6 hours a day
Work SettingWarehouse
Probationary Period3 months
Employment History1 month with company1 month in this position
Narrative DescriptionFills plastic bags with spices(using a weighing scale), labelsbags and packs.
Physical Demands20% sedentary, 80% light work
Physical Activities PerformedReach, turn, see, depth perception,hear, finger dexterity
Environmental ConditionsDust, odors
Special ConditionsPrecision/quality (weighing and
labeling spices)
Work GroupSmall group
Standard Training Period2 hours
Standard Amount of Direct SupervisionModerate
153
168
Shipping and Receiving Apprentice Mental Retardation
Significant Duties
Leadership/Administrative/ManagerialNone
Problem Solving/Reasoning TasksRecognize and use appropriate
proceduresConduct work activities in appropriate
sequence
Obtain resources needed to carry outwork
Recognize the effects of changingquantity or quality of materials
Computer TasksNone
Mathematical TasksUnderstand concepts of greater than and
less thanMake and use measurements
Writing TasksNone
Reading TasksRead labels
Communication TasksListenFollow intent of oral directions
Manual Perceptual TasksEye-hand coordinationHand workConstruct, fabricate or assemble
materialsUse job-specific hand tlols and
equipment
Special Considerations for This Worker
Limitations
Reading, writing, spelling mathematics,cannot work alone for long periods oftime, can follow 3 step directions
Special Training
Training by supervisor took slightlylonger (2 days)
Job AccommodationsJob placement by Association ofRetarded Citizens
154
Personal StrengthsDoes not have allergiesGood staminaFollows directions, good work ethic
Financial Incentives for HiringAssociation for Retarded Citizens pro-vided on-the-job training wagesubsidy (50% fist 160 working hours,25% second 160 working hours)
Other FactorsBeing aware that there is little or noemployee turnover with this groupof workers
169
Shop/Crew Helper
Company Information
Company NameWisc. Dept. of Transportation718 W. Clairemont Ave.Eau Claire, WI 54701
Description of CompanyTransportationTraffic marking and signing
Number of Employees127 total company24 this site
For more information, contactJ.W. Dolan(715) 836-2099
Wages$7.195 per hour
Hearing Impairment
I Requirements of This Job j
Academic Credentials RequiredHigh School Diploma or GED
(If person has been with us for3 years and has worked 601 hourseach year)
Work ScheduleSeasonal5 days a week, 8 hours a day6:45 a.m. to 3:30 p.m.
Work SettingShop and highways
Probationary PeriodNone
Employment History2.5 years with company2 years in this position
155 170
Narrative DescriptionUnder direct supervision, serve as amember of the crew to erect highwaysigns. Maintain shop facilities -Janitorial, clean equipment,inventory.
Physical Demands20% sedentary work55% light work20% medium work5% heavy work
Physical Activities PerformedPush, pull, climb, stoop,sit, see, finger dexterity
Communication TasksListenFollow intent of oral directionsTalk
Manual Perceptual TasksConstruct, fabricate or assemblematerials
Use job-specific hand tools andequipment
Operate job-specific power tools
r--4i,cial Considerations for This Worker
LimitationsPartial loss cf hearir,
Special TrainingNone
Job AccommodationsNone
156
Personal StrengthsDependabilityVersatilityWillingnessInterest in i.:ork
Financial Incentives for HiringReceived financial support for iiiringoriginally, but not when re-hiringseasonally after the employee hadworked six months.
Other FactorsSame expectations, opportunities andrequirements as any employee. Don'tautomatically assume they won't beable to do something.
171
Social Worker
Company Information
Company NameDept. of Public InstructionBox 7841, 125 S. WebsterMadison, WI 53707
Description of CompanyState Educational LeadershipTechnical Assistance
Number of Employees197 total company
For more information, contactWayne Sherry, AdministratorJob Training/Special NeedsProgram Section
(608) 267-9166
MA8E2$14.00 per hour
Blindness
I Requirements of This Job 1
Academic Credentials RequiredBachelor's or master's degreeLicense (social worker)
Work Experience RequiredNone
Examinations RequiredPhysical
Other Job RequirementsUnion membershipCivil Service exam
Work SchedulePermanent5 days a week, 8 hours a day7:30 a.m. to 4:15 p.m.
Work Sets,t2gOffice
Probationary Periodnone
Employment History7 years with company7 years in this position
Narrative DescriptionThis position works with youth andparents or guardians or socialagencies that have custody of youth.The purpose is to help handicapped/disadvantaged youth gain access toappropriate medical care, supportservices and educational experiences.
Physical Demands5% sedentary
Physical Activities PerformedSit, hear
Environmental ConditionsNone
Special ConditionsHigh level of stress
Work GroupWorks alone, one-to-one, andin small and large groups
Standard Training Period6 months
Standard Amount of Direct SupervisionMinimal .
Social Worker Blindness
Significant Duties
Leadershlp/Administrative/ManagerialProvide leadershipImplement company policiesRepresent the company at internal
functionsRepresent the company at external
functions
Problem Solving/Reasoning TasksDetermine own work activitiesRecognize and use appropriateprocedures
Conduct work activities in appropriatesequence
Obtain resources needed to carry outwork
Collect and organize informationAnalyze and synthesize informationIdentify alternative approaches/solutions
Review progress periodicallyEvaluate for accuracy and completenessDevise new ideas and better work
methods
Computer TasksNone
Mathematical TasksCalculate costsUse numerical values from charts,
diagrams, tables
Writing TasksWrite legiblyComplete forms accuratelyWrite sentences in standard EnglishOrganize, select, and relate ideas
in writingProduce intelligible written documents
Beading TasksNone
Communication TasksListenFollow intent of oral directionsTalkSpeak clearlyUse appropriate vocabulary and grammarStay on the topic in job-related
conversationsReport accurately what others have saidGive clear oral instructions and
directionsExplain activities and ideas clearlyEffectively present information to
groups
Manual Perceptual TasksNone
Other Significant Duties or Job FeaturesPersonal interaction with sensitive
clients
Special Considerations for This Worker
LimitationsTotal loss of vision, walking,climbing, cannot work alone,following written directions
Special TrainingWrote phone directory in braillewith secretary's help
Job AccommodationsSecretary to read forms ($4000-7000)Braille typewriter ($900)Needs a driver while on the jobReader-secretary to review written
student files and communication
158
Personal StrengthsPersonality plus - ability to be likedAbility to communicate with othersAbility to analyze problems and
draw conclusions
Financial Incentives for HiringNone
173
Requirements of This Job j
Strapper
Company Information
Company NameMonroe Prints, Inc.2501 Ashcraft Ave.Monroe, NC 28110
Description of CompanyLight manufacturingSilk screen printer
Number of Employees600 total companyLess than 200 this site
For more information, contactEbbie W. MonteithPersonnel Supervisor(704) 283-2135
Wages$5.00 per hour
Deafneas
Academic Credentials RequiredAbility to read, write, and do basicmath
Work SchedulePermanent4 days a week, 10 hours a day3:30 p.m. to 2:00 a.m.
Work SettingFactory
Probationary Period90 days
Employment History3 months with company3 months in this position
1 51
Narrative DescriptionMove buggies from back of ovens tostrapping machine. Strap and/or packcartons; stack cartons on pallets bySKU numbers. Load sealing machineswith poly-wrap as required. Maintainneat, clean work area. Other dutiesas assigned by supervision.
Physical Demands10% light work, 40% rsdium work,50% heavy work
Job AccommodationsJob placement by local rehabilitationfacility.
160
Personal StrengthsPositive attitude
Financial Incentives for HiringTargeted Jobs Tax Credit
173
1 Requirements of This Job 1
Supervisor - SilkScreen Department
Company Information
Company NameElasticlroducts, Inc.P.O. Box 39Marble, NC 28905
Description of.CompanyPrime sewing manufacturing businessproducing elastic suspenders forsportng goods industry. Thebusiness is supplemental to arehabilitation business (IndustrialOpportunities, Inc.) and "hires"only the handicapped.
Number of Employees60 total company10 this site (silk-screen depart-ment)
For more information, contactJanet Clifton, Vocational Evaluator(704) 837-9066
Cardiac of Unknown Etiology
Academic Credentials RequiredGED preferred
Work Experience RequiredMaterials handling and shipping/receiving preferred
Examinations RequiredPhysical
Other Job RequirementsAge 16 minimum, 70 maximumDress code
Work SchedulePermanent5 days a week, 8 hours a day8:00 a.m. to 4:30 p.m.
Work SettingFactory
Probationary PeriodNone
Employment History1 year with company3 months in this position
Standard Training Period3 months
Standard Amount of Direct SupervisionMinimal
161
Narrative DescriptionSupervises 6-8 disabled adults tooperate silk screen operation toscreen print tee-shirts, caps, andsuspenders. This includes operationof heat dryer with conveyor belt,proper maintenance of ventilationsystem, processing of screens usingdark room equipment and toxic chem-icals and clean up of inks, screens,etc. Some shipping and receiving isrequired.
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179
Word Proosaior Socially - Depression/Mental Illness
Significant Duties
Ladership/Adminiatrative/ManagerialHon
Problem So].ving/Reaoning TasksConduct work activities in appropriate
sequenceCollect and organize informationAnalyze and synthesize informationEvaluate for accuracy and completenessCorrect deficienciesSummarize and draw conclusions
Computer Tasks,
Enter data into computersAccess data from computersPerform word processing
Mathematical TasksCount
Underatand order (e.g., first, second,last)
Understand concepts of greater than andless than
Handle basic calculations (+1-,x1/)
Eatimate quantities needed to do a fobCalculate costsUse numerical values from charts,
diagrams, tables
Writing TasksCopy accuratelyWrite legiblyWrite sentences in s:Andard EnglishIdentify and correct errors in writing
Reading Tasks
Identify work-relat.ed symbols/signsRead simple directionsRead technical information
Communication TasksListenFollow intent of oral directionsReport accurately what others have
LimitationsInteractions with coworkers (shy), pre-fers to work in a quiet area
Special TrainingDentist provided additional trainingtime.
Job Accommodations
Because employee prefers working undis-treated, hours were rearranged.
Personal StrengthsExtremely punctual, dedicated,
dependableExceptional memory, makes few errorsCompletes assignment completely andwithout flaw
Financial Incentives for HiringTargeted Jobs Tax Credit and On-the-Job-Training wage subsidy
Other FactorsFlexibility
165 180
Section III
Sales Techniques for Job Placement
181
INTRODUCTION
This section presents a process which should be useful to any school or agencystaff assigned job development/job placement duties. Too frequently,individuals assigned to carry out job development and job placement activitieshave not developed a clear conception of their professional role norestablished a systematic strategy for implementing that role. It is criticalthat individuals responsible for job development/job placement develop a clearprofessional identity. The authors have discovered that many effective jobplacement specialists view themselves as sales representatives. These jobplacement professionals have two types of "customers" whose needs arecomplementary but not identical. The first set of customers consists ofdisabled individuals seeking employment. The second set consists of employerswho could benefit from the skills offered by these job seekers.
Unfortunately, many educators, counselors, and other human serviceprofessionals face a major stumbling block to perceiving themselves asprofessional sales representatives--their own negative stereotypes of salespersons. Ask yourself What would you answer if requested to describe asalesperson? Very often, attributes such as "pushy", "dishonest", and "phoney"come to mind. Because of this mental image, many job placement specialistsresist being viewed as sales persons. Fortunately, such stereotypes do notdescribe effective sales representatives. These individuals do not manipulatecustomers into buying what they do not want. They meet client's needs by beingfriendly but not gushing, articulate but not glib, informed but notpatronizing, assertive but not obnoxious, persistent but not pushy, andpersuasive but not deceitful (ARC/OJT Job Development Workshop, 1986).
Many effective job placement professionals adopt a professional identitysimilar to that of a salesperson who meets the needs of both employers anddisabled job seekers. The "sale" is the placement of a disabled individual ina job which is satisfying and for which he/she has been adequately prepared.The "post sale followup" includes provision of technical assistance both tothe employer and to the disabled employee so that a mutually satisfactory andproductive employer-employee relationship develops and flourishes.
As in any high quality sales relationship, the job placement professional muststrive to meet the needs and wishes of his/her primary client--the disabled jobseeker. This requires the placement professional to treat each disabled jobseeker as a full and equal participant in the planning and decision makingrequired for that individual to prepare for, seek, obtain and succeed in a jobwhich he or she finds satisfying.
The following portions of this section will highlight key elements in aneffective "sales" strategy (National Alliance of Business Sales Training forJob Developers, 1986).
WORKING DIRECTLY WITH EMPLOYER GROUPS
To achieve maximum effectiveness, a job placement specialist must acquire athorough knowledge of the characteristics, capabilities, and needs of bothprime "customer" groups: employers and job seekers who are disabled. Thisincludes a thorough knowledge of:
167
1 82
*the vocational goals, skills, personal strengths and weaknesses of eachdisabled individual with whom he or she is working
*the type, location, and quality of local/regional employment trainingprograms
*the entrance requirements, intake process, contact persons and otherrelevant technical features of these employment training programs
*the characteristics and employment needs of local/regional business andindustry
*the occupations expect:ad 03 grow and those expected to declineover the next 1-5 years.
In order to learn about the local/regional employment situation, use two majorsources of information--published material and personal contacts. Examples ofpublished information include :
- labor market projections and other data found in publicationsdeveloped by the state Department of Labor
- business oriented magazines which focus on local, state/regionaland national issues. For example, Madison is a periodical whichfocuses on developments and trends in the authors' home area. Inc.provides coverage on a national scope, as do Business Week, Forbes,the Wall Street Journal, and others.
- Annual reports, advertizing material, and similar documents producedby local firms
- literature generated by local and state business organizations, suchas the Chamber of Commerce, Industrial Development Corporations,Marketing and Development Committees of city and county government
- the business section of local/regional daily and weekly newspapers.
- "help wanted" sections of local/regional daily papers, weeklypapers, shoppers, and trade magazines
- specialized job listings, such as those found at the Job Service,state civil service, and public colleges/universities
- Bulletins, newsletters, and job postings of individual organizationssuch as specific industries, school systems, and others.
In perusing this material, key in on certain types of information which willhelp you form a profile of actual and potential job openings in your area:business start ups, relocations, or expansions; predicted and implied trends;and explicit/implicit employer needs which are not yet being effectivelyaddressed. Also note feature stories on powerful/popular figures in thebusiness community--who they are, what they do, how they view various issues,how they solve problems, and the groups they belong to, lead, or influence.
168 183
The second oneral source of key information is personal contacts. Thesecontacts can be made in several ways:
1. Join professional/civic organizations such as the Lions Club, Junior Chamberof Commerce, Rotary, and locally based associations such as (in the author'shome area) the Madison Club.
2. Volunteer to help organize/operate local festivals. These might be known bynames such as The Middleton Good Neighbor Festival, Amboy's Depot Days, and soforth.
3. Accept invitations to join advisory grv.--s and/or boards of directors forlocal educational, employment/training or o' 3r organizations in which localbusiness persons also participate.
U. Prepare and present speeches and training seS510/143 for members of localorganizations on issues relating to seeking out, f.nterviewing, hiring, trainingand promoting disabled job seekers/employees.
5. Develop and conduct a jc:. Nir for disabled job nilers in conjunction withlocal advocacy groups, educar institutions, rehtAi2Z.tation agencies andother interested organizations, One prime examplo of Vt'..s effoA is carriedout annually in California. Kmy:... as Abilities E:T.J, W.f.& client involveshundreds of employers and disab:d job seekers. It fosters increased employerawareness of disability related and results in more precise matchesbetween the needs of individual znioyers and the abilities/interests ofindividual job seekers.
Although information gathering and community involvement are important, howdoes one gauge whether the effort expended is appropriate? The correct answer,of course, may vary from place to place, and from person to person. A goodrule of thumb, however, is NOT to use "time expended" as the benchmark, but toconsider whether or not one can answer certain key questions. These include:
1. What are the top five local associations to which many of the community'sbusiness leaders belong? Who are the officers and directors of theseorganizations? What are the goals of these organizations? When and where dothey meet? What are their membership criteria?
2. What is the local business climate? Who is expanding, reducing theirworkforce, or relocating? What do local business leaders feel will be thegrowth indutries/occupations during the cominh year?
3. What are the top ten establishments dhich hire/promote disabi3d individuals?
U. What are the names of fiften other local employers who might considerhiring disabled job seekers? What do these firms do, what types of jobs dothey normally fill from the outside, what are their expansion prospects for thenext few years, and who in each company would be the best rersof to contact inorder to begin developing a productive working mdationship between the firmand your school or agency?
1 84z 169
CONTACTING INDIVIDUAL EMPLOYERS
The most crucial part of the job placement professional's job is also the mostanxiety provoking: approaching an employer in order to create the workingrelationship needed to prepare that employer to hire job ready disabledindividuals. The job placement professional can achieve this goal and lessenhis or her anxiety by using two strategies: a) carrying out the informationgathering processet described above, and b) designing, practicing andimplementing a systematic approach to use in working with each employer.
The Employer Contact Form (Figure One) can serve as a guideline when preparingfor your initial contact with each employer. This form can also be used torecovd the results of the initial employer contact, plan subsequent steps, andsummarize the placement outcomes obtained.
The following paragraphs outline one possible strategy to use in preparing forand carrying out face to face contacts with employers. Although competent jobplacement professionals differ on what might be the best strategy, the stepspresented below have proven effective.
STEP ONE: SELECTING THE CONTACT PERSON
Determine which individual in the company to approach first. In selecting thisperson, do not rely solely on job titles. First look for someone you mightknow who could provide you with an introduction to a company employee who haspower. Power is manifest in several ways--the ability to hire and fire, setpolicy or direct other company employees to perform specific actions. Yourinitial contact might be someone you met through your community involvement.Otherwise, start by contacting an individual at the top of the organization, oras close to the top as you can get. In firms owned by a single person, thechoice is easy. Partnerships consist of a few people who snare power anddecision making responsibility. Determining the key decision maker in apartnership is not as easy. The background information you gathered mayprovide clues. Corporations are owned by shareholders but run by boards ofdirectors and company officers. In addition to formal personnel departments,large firms may have a corporate officer in charge of affirmative action, orassigned to monitor compliance with sections 503 and 504 of the RehabilitationAct. In such a situation, that individual might be the best person to contactfirst.
STEP TWO: PREPARING FOR FIRST FACE TO FACE EMPLMR CONTACT
Plan your first meeting in detail. Use Figure One as a guide. Specify yourobjectives. Your first objective is arranging a meeting with a specificindividual. Your second objective is to make a strong, favorable firstimpression. The first minutl of the initial :4Intact--usually by phone--iscrucial. The first minute of the initial fee.; to face contact is alsocrucial. First imprese2ons are formod very early in an encounter, and are veryresistant to alteration. In addition, the first ten minutes of the initialface to face meeting are also very Important. Employers often make tentativedecisions during that time, and (ir the decision is not to participate in yourorganization's activities) them,3 individuals spend the remainder of the meetinglooking for information to confirm thsir choice. If the employer's initial
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Figure One
Company Name
EMPLOYER CONTACT FORM
I. PLACEMENT RECORD SININARY
DateJob Openings
PT Other Job TitlePlacements Terminations
FT Date Employee Name Date Reasons
II. GENERAL INFORMATION
Company Name Contact Person
Address Title
City State Zip Phone ( )
Description of Company
No. of Employees
Key Information About Company Officers, Board Members and Personnel
Prior experience with special employment programs Y Type
III. JOB LEAD
Date Source (agency, media, personal, referral)Other Related
Importance Information
IF. SETTING UP THE FIRST IN-PERSON MEETING
Date Type (letter, phone call, visit) Contact person/title Notes
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Figure One, contd.
V. PLANNING GUIDE FOR FIRST IN-PERSON MEETING
Appointment date Time Place
PRE-MEETING PREPARATION
Objective of this meeting (what do you wa,t the employer to do?)
1.
2.
3.
4.
5.
Opening Statement
Questions which probe for employer's needs/background information.
1.
2.
3.
4.
5.
1 .
2.
3.
5.
6.
What Your Organization Can OfferEmployer Benefits(e.g. Job ready candidates, job Lmalysis,development of job descriptions, turnovarreduction, pre-screening of job anplicLats,training wage subsidy)
Materials you plan to present Business cardPamphletAV materials
c'upport materialsOther
Closing the meeting: List 3 preplanned closing questions to determine whether you haveachieved the objective(s) of your first meeting:
1.
2.
3.
Estimated Time of Presentation: min.
Pre meeting practice/review with fellow staff: no yes
VI. RESULTS OF FIRST IN-PERSON CONTACT
VII. RECOMMENDED ADJUSTMENTS IN CONTENT/PROCEDURES TO BE PBED IN SUBSEQUENTCONTACTS WITH THIS EMPLOYER OR DURING INITIAL CONTACT; WITH OTHER EMPLOYERS
173..
188
Figure One, contd.
VIII. RECOMMENDATIONS FOR FOLLOWUP CONTACTS
1. Person/Title to Contact
2. Type of Contact (phone, written, in-person)
3. Materials/Services to Present
Phone ( )
4. Tour arranged N Y Time Place
5. Referrals to Other Employers
a)
b)
c)
d)
Name Title Company Name Address Phone
6. Other recommendations.
IX. F(LLOWUP LOG
DateDM(letter,phonevisit)
AgencyStaffPerson
Results
ActionRe.uired
PersonRes.onsibl,
(e.g. further involvement,job placement, servicesbought, hiring status)
17A1.88
tendency is to agree to work with your agency, he or she will still be veryalert for reasons to change his or her mind. Thus, later steps will offersuggestions regarding how and when to close the meeting, and how to follow upafterward.
As part of your strategy to convey a favorable first impression, insist thatyour organization use business cards and brochures which convey an impressionof professionalism and competence. A tacky brochure--obviously home made andamateurish--is worse than no brochure at all. An employer will assume thatwhat you present represents the highest quality that your organization iscapable of producing, and reflects your overall competence.
As Figure One indicates, start by reviewing your data on this firm. Thenprepare your presentation. Describe who you are, what your agency does, andhow the eAployer could benefit from working with you. Be sure to highlight thefunds, information, and services which the employer could receive by developinga partnership with your organization. Examples include on-the-job trainingfunds, customized training (including the use of your organization's jobcoaches for certain disabled job candidates), job analysis, development ofposition descriptions, accommodation consultation, pre-employment training,pre-screening of job candidates, and so forth. Small business operators inparticular may not have the expertise to develop job descriptions, analyzejobs, or set up customized training to make expansion plans more feasible.Your organization can also provide recognition and favorable publicity to anemployer by using awards, testimonial dinners, and feature stories inlocal/regional media.
The employer also has several possible resources which could be valuable toyour students or clients. A major goal of your contact with individualemployers is to obtain his or her commitment to providing your students orclients with access to those resources. Examples include vacant positions,guided tours, work experience sites, and transitional employment sites.Certain employers may have other resources which he or she might makeavailable: .equipment (donated or made available for after-hours training),media/publicity experts, and so forth. The employer might also considerparticipating in mock interview-training sessions for your students/clients, orserving on your board of directors or advisory committee.
Your third objective, to be achieved during the initial face to face meeting,should be to determine the employer's needs. Step four descrtbes how to dothis.
Your fourth objective should be to obtain an employer's agreement to becomeinvolved with your organization in one or more concrete ways. For example, theemployer might agree to schedule a second meeting. This meeting could be usedto review the minimum qualifications he or she is looking for in candidates tofill vacant positions, or it could be used to examine more closely the servicesyour organization could provide. In some cases, the most feasible "initialcommitment" might be to provide you and other staff with an informational tourof the plant.
Always have a sequence of objectives in mind--not just one or two. If you meetan especially agreeable and interested employer, he/she might get ahead of yourplanned strategy and leave you fumbling for responses to his or her initiative
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in developing a working relationship with your organization. To enhancemeasurement of your own performance, describe each objective in terms whichwill allow you to measure its achievement by whether or not the employer agreedto carry out specific actions.
STEP THREE.: INITIATING THE CONTACT
After completing, reviewing, and revising your plan and on site presentation(Figure One), prepare for your initial phone call. Write out exactly what youwill say about yourself and your school or agency, and what you want from theemployer. Be sure that you know the exact name and title of the person withwhom you are meeting. Then practice your statement aloud. Record thesepractice sessions, and review them alone or with another staff person who hasgnod telephone skills. Do NOT approach this initial contact casually, assumingthat you can ad lib as needed. Your statement should describe briefly who youare and the agency you represent, and request a meeting to discuss the servicesyou and your organization could offer. A suggested opening statement mightbe. "I'm Joe Smith from New Options. We are a private non-profit organizationthat helps people find employment, at no cost to you or to our job readycandidates."
Do not launch into a harangue about hiring the handicapped, and do not attemptto sell that individual on one of your specific job candidates sight unseen.Offer to meet with the company representative at one of two alternative timesin the near future. For example, request a thirty minute meeting for 2:00 P.M.Tuesday June 6, or 10:00 A.M. Thursday June 8. Have your calendar handy incase the employer wishes to explore a meeting time other than the two youpropose.
Finally, do not commit yourself to another appointment immediately followingyour initial scheduled session with a "new" employer. That individual mayoffer to introduce you to other relevant employees in the firm, take you on atour, or otherwise help you become more familiar with the business. It wouldbe tragic to turn down such an immediate offer in order to keep anotherappointeent.
Two possible problems might arise during your initial phone call. The first isthat you may have difficulty getting past the person who screens requests forappointments (receptionist, secretary, administrative assistant). An effectivestrategy here IA to remember that this person has a job to do just as you do,and should therefore be treated with respect. In addition, you can tell thisperso the key purpose of your cell--you wish to arrange a meeting to discussservices your organization provides which could help the employer save moneyand :.Aprove efficiency. The second possible problem might arise as you talkwith the individual with whom you wish to set up a meeting. He or she mightraise objections to hiring persons with disabilities, or working with "welfareagencies". Address this problem by acknowledging the employer's concern (notagreeing with the accuracy of his/her "facts") and offering to address theseconcerns in detail during your face to face meeting.
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STEP FOUR: GAINING AND KEEPING THE EMPLOYER'S ATTENTION
After determining your objectives, preparing your on site presentation, andpracticing until it sounds natural, you are almost ready to keep yourappointment. Because one of your key objectives is to create a favorable firstimpression, your next task is to review your social graces (greeting style,handshake), your non verbal behavior (eye contact, mannerisms, posture), andyour dress before the scheduled appointment day. If possible, ask forassistance from a trusted coworker, friend or spouse when conducting thisreview. Most of us are seldom aware of harmless idiosyncrasies which mightcause strangers to form incorrectand detrimental--first impressions.
On the day of the meeting, review the location of the meeting site, and planyour travel so that you arrive about ten minutes early. This will give you anopportunity to compose yourself before the meeting.
After greeting the employer and exchanging pleasantries, explain in plainEnglish who you represent, your organization's purpo3e, and how yourorganization could be of service to this employer. Avoid professional jargonand acronyms. Your opening statement should not sound like a formal speech.It should capture your listener's attention by highlighting how you can helpmake his or her organization more efficient, and thus more profitable. As theemployer responds to your prepared presentation and to your questions about thebusiness, you must listen attentively for statements which express or implyneed. The following are sample statements which an employer might use toindicate a need:
*We need to find a way to....*I'd like to fix....
want to improveWe've always had trouble withWhat we are interested in is*We are planning to
Sometimes an employer's need is expressed indirectly--what he or she complainsabout, or objects to. "The last time I hired some of those people, they ...."
Express interest, and further one of your objectives by asking open endedquestions ("What qualities do you look for in applicants?" What is yourapproach to on the job training?") and closed questions ("What experience/training requirements do you require for the specific job or type of job?")Open ended questions help you uncover needs. Specific, closed questions helpyou confirm the existence of a need and obtain specific facts.
STEP FIVE: HANDLING OBJECTIONS AND PRESENTING YOUR OFFER
As you develop a picture of the employer's needs, mentally correlate them withthe range of services available through your organization. In presenting youroffer to work with the employer as a partner in meeting those needs, includespecific examples of how you and your organization could help--prescreening jobcandidates, pretraining, on-the job training, post employment support both tothe employer and to the new employee, or whatever you can deliver. Alsohighlight whenever possible how the employer could benefit financially.
Frequently, employers will raiae objections to the disabled job candidates orthe value of your organization's services to the business. These objections
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may be simple misunderstandings, or diversions to obscure more seriousreservations. In other instances these objections may be valid. For example,the employer may have been approached recently by other organizations trying topersuade him or her to hire "hard to employ" individuals, causing the employerto become confused about which, if any, organization he or she should workwith. You must deal with these objections. To do so, consider the followingsteps:
1. Listen to what the employer says, implies, and communicates nonverbally.
2. Probe and ask questions. Encourage the employer to describe his/herobjection in detail so that you can develop a complete and accurateunderstanding of the issue, and have sufficient information to determine if thestated objection is only part of a different, more serious concern.
3. Restate the objection in your own words. Do not just say "I understand yourconcern." Prove that you do by paraphrasing it. This shows that you werelistening attentively, value the employer's opinion, and grasp his or herpoint. Express empathy by recognizing the employer's feelings and concern aswell as the content of his or her objection. For example, you might say "Irecognize your concern when you and your staff spend a great deal of time andenergy hiring new employees who quit after a short time on the job."
4. Do not argue. Contradicting or debating with an employer makes it verydifficult to establish a working relationship.
5. Deal with each objection by:
minimizing its importance, when appropriate
*highlighting the financial and other benefits resulting from developmentof a working relationship with your organization
turning the objection into a reason for developing a working relationshipwith your organization. For example: "Our prescreening andpre-employmant training insure that only motivated, job readycandidates will interview for ...."
STEP SIX CLOSING THE MEETING
Because you want the employer to carry out concrete actions, close the meetingby attempting to obtain an overt agreement on one or more of those actions.Sometimes an employer will take the initiative, but in most cases you will haveto ask for the agreement. Too many job placement professionals falter at thisstage. They do not come right out and ask the employer to perform concreteactions.
It is also important to remember that you may need more than one meeting toobtain your major objectives:--agreement to interview your clients, set up awork experience program, establish an on-the-job training program, hire jobready individuals who are disabled, or whatever. However, if you haveuncovered and dealt with any objections the employer may have, attempt toobtain his or her commitment to one or more of your objectives.
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Picking the most advantageous time to ask for this commitment is a matter ofjudgment, but often the employer will give you clues. These include:
1. The employer makes a favorable comment about the services that your schoolor agency provide.
2. The employer sounds interested even when raising an objection.
3. The employer asks specific questions about dates ("How soon would you beable to supply me with job ready candidates?")
4. The employer begins talking about a problem that you or another staffperson might be able to solve.
5. The employer's statement implies the establishment of an ongoing workingrelationship ("Whom would I call if I had a vacancy?").
In short, the close involves asking the employer to take some direct action.One basic approach includes these steps (National Alliance of Business SalesTraining for Job Developers, 1986):
*Make a statement reflecting your assumption that the employerwants to establish a working relationship with your organization.
*Summarize two or three benefits that the employer has previouslyagreed are important.
*Ask for a formal commitment to take the desired actions.
*Restate the benefits and reinforce the wisdom of the employer'sdecision.
*Thank the employer and leave. Dragging out your departure may causethe employer to have second thoughts about his/her commitment to apartnership with you and your organization.
STEP SEVEN: FOLLOWUP
Followup is crucial for several reasons (National Alliance of Business SalesTraining for Job Developers, 1986):
*to ensure that the employer keeps his/her commitment
ilto determine whether or not the employer is satisfied with theservices received, and to prevent minor problems from mushroominginto major crises
*to pave the way for a second meeting if the first contactdid not result in "closure".
The first step of this followup should occur very soon after the initial faceto face meeting. Write a letter thanking the employer for the opportunity tomeet, and restate what was agreed to, who is to carry it out, and when theseactions are to occur. The letter should be businesslike, professional and
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positive in tone. Be sure to include your work address amCphone number. Fromthe employer's point of view, you are the organization Illhaftyou work for. The
scope and quality of your followup, including the professimmml appearance ofyour organization's stationary, will largely determine yomr organization'simage in the eyes of that employer.
Specific steps in long range followup will depend on the type and extent ofyour subsequent involvement with that employer. In all ammem4 however, thefollowing guidelines should be followed as closely as pammibbe (NationalAlliance of Business Sales Training for Job Developers, 1,986):
The skills of the disabled job candidates should meet the.employer'srequirements.
*Provide services exactly as described.
*Honor all guarantees.
*Correct mistakes and remedy anything which the emp1oyer findsobjectionable.
*Meet deadlines.
*Ensure that you or other staff are available for support and technicalassistance if needed.
SPECIAL COUSIDERATIONS FOR SPECIFIC JOB SEEKERS
Some disabled individuals have great difficulty learning, but can perform quitewell if they receive systematic, intense training which has been designed tomeet their individual needs and capabilities. If you are responsible forserving such disabled individuals, consider enlisting the cooperation of otherprofessionals to develop and implement such a specialized training program.
The following is an example of one such program. Known as Project Readdy, itsprimary objective is to prepare severely handicapped autistic students forcompetitive employment using community based vocational training. The primary
grant recipient is the C.W. Post Center of Long Island University. The NassauCenter for the Developmentally Disabled serves as the demonstration facility.Project staff include a project director, two field coordinators, two certifiedspecial education teachers, two student teachers, an administrative assistant,and ancillary support staff.
All students in the project attend the Nassau Center. These 40 students range
in age from 16 to 21. While all students receive community based vocationaltraining, those aged 18-21, receive intensive on-site job skills training. Two
thirds of those served by the program are presently earning minimum wages. Job
sites include the First National Supermarket, Friendly's Restaurant, GardenWorld, Kerb's Florist Shop, Turnpike Lumber, and Pennysaver.
Project READDY is funded by a grant from the U.S. Department of Education,Office of Special Education and Rehabilitative Services. Products of theproject include a job reference manual, two training manuals, and a series of
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training films. The job reference manual identifies and catalogs job training
sites. The two training manuals describe techniques to develop specific jobrelated skills and interpersonal skills. The training films complement the
manuals.
For further information, contact Dr. Dianne Berkell, Department of SpecialEducation, C.W. Post Campus/L.I.U., Greenvale, New York 11548. Her phone
number is 516/299-2127.
A WORD ON ATTITUDES
The best placement techniques in the world will be ineffective unless youbelieve in the worth and employability of persons who are disabled, and avoidtaking the inevitable employer refusals as personal rejections. Positiveattitudes, buttressed by effective techniques, prove quite effective whencarrying out the very demanding work of the job placement professional.
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ADDITIONAL RESOURCES
PROJECTS THAT PROMOTE HIRING AND RETENTION OF INDIVIDUALS WITH DISABILITIES
Many outstanding projects provide employment training, job development, jobplacement and retention services to individuals with disabilities. Twoprojects selected for this section demonstrate quite different approaches. Theauthors of this publication do not wish to imply that these are the onlyexamples of effective strategies. The projects described here are offered tostimulate the reader's creativity.
EQUAL OPPORTUNITY EMPLOYMENT PROGRAM
Implemented by Martin Marietta Energy Systems, Inc., this affirmativeaction program is based on outreach and recruitment of qualified disabledpersons, making accommodations when needed, and incorporating them into theworkplace.
Martin Marietta Energy Systems operates three U.S. Department of Energyinstallations in Oakridge, Tennessee and one in Paducah, Kentucky. Prior toApril 1, 1984, they were operated by Union Carbide Corporation, as its NuclearDivision. Over 750 of Martin Marietta's workers are hearing-impaired,visually- impaired, or blind; have learning disabilities or medicalrestrictions; use wheelchairs; or have less severe disabilities.
In 1982, the company completed a two-year retroactive survey of retention,attendance, and safety records of disabled employees as compared tonon-disabled employees. The disabled employees had equal attendance and safetyrecords. Their retention rates were higher.
In 1978 an action plan to increase the number of disabled workers wasdrafted by the EEO coordinator. Before implementing this plan, it was reviewedby 30 top managers.
The action plan strengthened management's commitment to hiring disabledpersons, modified selected facilities to make them accessible to disabledpersons, and recruited disabled persons from rehabilitation agencies. Thehandicapped employment program resulting from this plan is administered througbthe company's equal employment opportunity (EEO) office of the personneldepartment. Because management was involved from the beginning in designingand implementing the plan, management's "ownership" of the program wasestablished. Hiring disabled persons became a management rather than an EEOconcern.
To further strengthen the plan, a one-year position of coordinator for thehandicapped was established in 1981. It became the coordinator'sresponsibility to:
1) establish a uniform record-keeping system in the central employmentoffice and all four installations
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197
2) develop a system for special handling and tracking of handicappedapplicants
3) provide training to personnel department staff members and affirmativeaction representatives on placing handicapped persons andincorporating them into the workforce
4) develop a summer program for hiring disabled college students
5) increase disability awareness through participation in NatirdnalHandicapped Awareness Week.
In order for the affirmative action plan to be effective, the coordinatorhad to develop and nurture relationships with referral sources such as thelocal vocational rehabilitation agency (VR). As a result, referral sourceslearnad of the company's hiring criteria and began limiting referrals topersons who had the appropriate skills and training. To facilitate theprocess, a single VR agency representative was designated to serve as a liaison
between VR and the company.
To further ensure appropriate referrals, the company sponsors occasionalone-day meetings with VR counselors to discuss current job openings and theskills required to fill positions. In addition, EEO staff and the VR agency
liaison meet regularly. This has increased the quality of referrals, and the
number of handicapped people placed.
To encourap,e supervisors to hire disabled applicants, EEO staff developeda special in-house tracking and marketing system. When a disabled person seeks
employment at any of the four installations, that application receives specialtreatment. An employment representative determines whether the applicant isqualified for an available job before an interview is scheduled and compilesreferences and transcripts and forwards the to the appropriate division(s) forconsideration.
To further publicize applicants' skills, a one-page publication ealledHandicap Highlights is circulated in all four installations. It lists eachapplicants' education, training, experience, and disability, but not name.This system insures that applicants receive interviews for as many differentjob openings as appropriate.
To make the physical plant more accessible, the company removed physicalbarrters to the personnel offices, cafeteria, and restrooms, and providedspecial parking spaces.
Modifications for the company's deaf and hearing-impaired employeesinclude: using professional interpreters during performance reviews, safetymeetings and in-house training; purchasing teletypewriters which allow deafemployees to receive and make phone calls; providir ign language instruction
to staff; installing signal lights in facilities wilt_ deaf employees work
alone; and taking into consideration grammar problems on tests where English
skills are not important.
If an individual requires special accommodations, the applicant and thesupervisor discuss it at the time a job offer is made. Individual
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accommodations include minor changes in job procedures, purchase of specialequipment, and arranging for co-workers to help with small tasks.
To facilitate integration of disabled persons into the workforcq, thecompany provides internal publicity on the accomplishments, activities, andgoals of disabled employees. The company also commends those managers who hire
disabled persons. In addition, the company produced a one-hour videotape toeducate supervisors and co-workers about various handicaps and to show thatconcerns about disabled employees' performance do not necessarily translate
into reality.
PROJECT MATCH
Project MATCH is a centralizel database which lists trained, qualified,disabled applicants from more than 80 colleges in the New York Citymetropolitan area. The databo.wl profiles persons who recantly earnedassociate, baccalaureate or graduate degrees.
For employers, Project MATCH provides:
- a no-cost way to locate qualified employees
- a single point of contact whic6 enables employers to access a largepool of college-educated people, representing a broad range ofdisciplines
- applicant-screening to assure job readiness
- information about how the employer can receive tax credits andOn-the-Job Training (OJT) reimbursements when hiringa worker with disabilities
- consultation on 503/504 regulations by request
- follow-up services to ensure that employers are satisfiedwith their employee
Project MATCH is also an employer referral service for college-trained,job-ready persons who have disabilities. There is no cost to the job seeker.
As part of this service, Project MATCH provides:
- assistance in matching skills and experience with jobrequirements
- referrals to employers
- ongoing outreach to locate job opportunities
- evaluation and assistance for job readiness
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- periodic mailings of up-to-date information vital tothe job seeker who is disabled
- follow-up servizes to ensure that the placementis satisfactory
Application may be made by any disabled New York metropolitan arearesident who is near college graduation or has recently earned a degree.
For additional information, contact: Project MATCH, Long IslandUniversity/Brooklyn Campus, University Plaza, Brooklyn, New York 11201. Theirphone number is: (71e) 834-6000, ext. 3695.
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ORGANIZATIONS THAT ENHANCE JOB PLACEMENT OPPORTUNITIES FOR PERSONS
WITH DISABILITIES
JOB ACCOMMODATION NETWORK The Job Accommodation Network, known as JAN, is an
information network for employers. It brings together information on stepsemployers take to accommodate functional limitations of employees andapplicants with disabilities.
Operated by the President's Committee on Employment of the Handicapped, JAN isa database containing specific information about how individual tasks can be
done by persons with limitations. JAN enables employers to discuss with otheremployers accommodations which are proven successful in specific instances.Functional limitations relate to functional job requirements, based onsituations where real people work at real jobs because accommodations weremade.
For more information, contact: Job Accommodation Network-PCEH, P.O.Box 468,Morgantown, WV, 26505. Their phone number is 1-800/JAN-PCEH (1-800/526-7234).
PRESIDENT'S COMMITTEE ON EMPLOYMENT OF THE HANDICAPPED In addition tosponsoring the Job Accommodation Network, PCEH publishes and disseminates freeinformation on employment for people with disabilities, accessibility, andworksite modification.
For more information, contact: President's Committee on Employment of theHandicapped, 1111 20th St. N.W., Washington, D.C., 20036. Their phone numberis 202/653-5010(voice) or 202/653-5337 (TDD).
NATIONAL REHABILITATION INFORMATION CENTER The National RehabilitationInformation Center (NARIC) is a rehabilitation information service and researchlibrary funded by the Department of Education, National Institute ofHandicapped Research. Among its services are REHABDATA and ABLEDATA.
ABLEDATA is a computerized listing of commercially available products that canimprove the quality of life for persons who have a functional limitation.ABLEDATA is produced by the National Rehabilitation Information Center (NARIC),and provides comprehensive information on rehabilitation products.
More than 11,000 products are listed in ABLEDATA. They range from the simpleto the sophisticated, and provide possible solutions to a wide range of needs.The products are classified into the following broad categories: activities ofdaily living and recreation; seating, mobility, and transportation; therapyaids; communication; ambulation, orthotics, prosthetics;vocational-educational; and other.
NARIC'S library contains literature on all the products included in ABLEDATA.NARIC also maintains a listing of all manufacturers, names and addresses. EachABLEDATA listing includes the following information: common product name,brand name, manufacturer, cost, description of the product, informal usercomments (if available), and abstracts of formal evaluations (if available).
.;
187 201.
REHABDATA is a computerized listing of NARIC's collection of rehabilitationliterature, including reports resulting from projects funded by the NationalInstitute of Handicapped Research and the Rehabilitation ServicesAdministration. Also included are journal articles, conference proceedings,directories, audiovisual materials and related commercially availablepublications. REHABDATA contains more than 10,000 items.
For more information, contact: NARIC, 4407 8th St. N.E., Washington,D.C.20017. Their phone number is 202/635-5826(voice or TDD).
MAINSTREAM INC. This is a national, non-profit organization that providesemployers and disabled individuals with information and technical assistance onemployment issues. The organization produces and disseminates publications andconducts conferences on topics which include recruiting/interviewingtechniques, job analysis, accommodations, accessibility, attitude adjustment,and legal issues.
Since 1983, Mainstream, Inc. has operated Project Link. In two and one halfyears since it began, Project Link assisted more than 800 disabled individualsattain competitive employment through its job development and placementservices. This project operates in two locations: Dallas, Texas, andWashington, D.C.
For more information, contact: Mainstream, Inc., 1200 15th St. N.W.,Washington, D.C. 20005. Their phone number is 202/833-1136 (voice or TDD).
NATIONAL FEDERATION FOR THE BLIND Among the services available through thismulti-purpose organization are publications designed to assist blindindividuals become employed. NFB also operates a nationwide job listing andjob referral system.
For more information, contact: National Federation for the Blind, 1800 JohnsonSt, Baltimore, MD 21230. Their phone numbers are 1-800/638-7518 or301/659-9314.
NATIONAL CENTER ON EMPLOYMENT OF THE DEAF This organization promotes theemployment of deaf graduates from the Rochester Institute of Technology as wellas other qualified deaf people nationwide. The Center offers a range ofservices to employers, professionals serving deaf persons, and qualified deafpersons. Staff meet with employers on the RIT campus and on site to assist inrecruiting, hiring, accommodating and promoting qualified deaf people. Indepth employer training programs are also offered.
For more information, contact: National Technical Institute for the Deaf, OneLomb Memorial Drive, Rochester, NY 14623. Their phone numbers are 716/47-6834(voice) or 716/475-6205 (TDD).
2 0 2188
AGING IN AMERICA, INC. This non profit organization was created to assistolder persons to live independent and full lives. Currently AIA has 10programs to serve the aging community, one of which is a Projects with Industryprogram which focuses on the employment needs of persons with disabilities whoare 45 years of age and older. Since 1980, Aging in America's Project withIndustry has matched the employment needs of New York City employers with thoseof mature persons with disabilities. To date, the project has assisted over400 mature disabled persons to obtain employment. The one-year job retentionrate is 91%, and the five-year retention rate is 85%. Types of positionsinclude clerical, professional and blue collar. The average salary theseindividuals is approximately $12,000 per year.
AIA/PWI has developed a statewide and national project to assist other agenciesand municipalities to replicate the AIA/PWI Pr%ram. Current sites includefive in New York state, and others in Ohio, California, Pennsylvania, andConnecticut.
For more information, contact: Aging in America, Inc., 1500 Pelham Parkway,Bronx, NY, 10461. Their phone number is 212/824-4004.
AMERICAN FOUNDATION FOR THE BLIND This organization provides services to blindand visually impaired persons. The AFB is developing an AFB Job Index whichcovers jobs currently being held by visually impaired persons. This indexlinks a person seeking information about a particular job to an employed perso::who can possibly assist him or her by explaining how the job is performed, andwhat, if any, modifications and adaptive devices are being used.
For more information, contact: American Foundation for the Blind, 15 W. 16thSt., New York, NY, 10011. Their phone number is 212/620-2037.
ASSOCIATION OF REHABILITATION PROGRAMS IN DATA PROCESSING ARPDP is afederation of projects whose purpose is to provide employmentopportunities--particularly through vocational training--for disabled personsin the field of data processing. Most of the more than 30 affiliated membersbegan through the efforts of IBM's Federal Systems Division and the U.S.Department of Education's Rehabilitation Services Administration, Projects withIndustry Division
The main goal of ARPDP is to foster growth and development of new and memberprojects through communication and committee work. The jobs held by graduatesof ARPDP programs are all computer-related. Job titles include computerprogrammer, computer analyst, computer operator, word processor, and automatedaccountant.
For more information, contact: Association of Rehabilitation Programs in DataProcessing, c/o Center for Information Resources, 4025 Chestnut St., 3rd Floor,Philadelphia, PA 19104-3054. Their phone number is 215/898-8108.
189 203
INSERVICE TRAINING PROGRAMS TO ENHANCE EMPLOYMENT OPPORTUNITIES FORINDIVIDUALS WITH DISABILITIES
JOB DEVELOPMENT WORKSHOP The Association for Retarded Citizens On the JobTraining Project has developed a one day workshop to help professionals,parents, advocates or other interested persons carry out job development andjob placement services for persons who are retarded. The workshop is offeredperiodically in various parts of the country through the regional offices ofthe ARC-OJT Project. There is a registration fee.
For more information, contact The Association for Retarded Citizens On the JobTraining Project, 2501 Avenue J, Arlington, Texas,76006. Their phone number is817/640-0204.
PROVISIONS FOR INFORMATION TO EMPLOYERS The PIE training program was developedto address attitude barriers among first line supervisors and others inbusiness and industry that might impede employment opportunities for personswith disabilities. The training package could also be used with educators andstaff from rehabilitation organizations. The training consists of eightmodules, each one hour in length. The length of the training could vary fromone to eight hours, depending an the trainees' needs. The suggested size ofthe training group is 12 or fewer. Topics include: facts and attitudes aboutpeople with disabilities, communications and training, job analysis, jobmodification, disability simulation, and issues relating to individuals withspecific disabilities. The package includes written training materials.
For more information, contact: Special Services, Everett School District No.2, 4730 Colby Ave., Everett, WA 98203. Their phone number is 206.342-7575.
SALES TECHNIQUES AND RESULTS Known by its acronym, STAR, this three dayinservice program is conducted by the National Alliance of Business. STAR isdesigned specifically for persons involved in securing unsubsidized privatesector jobs for disadvantaged and other hard to employ job seekers. IBMassisted the National Alliance of Business in developing this program. It isbased on "Customer Oriented Selling" by McGraw-Hill Training Systems and"Introduction to Social Styles" developed by Wilson Learning Corporation. EachSTAR workshop runs for three days. There is a registration fee.
For more information, contact: National Alliance of Business, 1015 15th St.,N.W., Washington, D.C. 20005. Their phone number is 202/289-2900.
WINDMILLS This is an inservice training program for employers, educators,rehabilitation personnel, and the general public. It is designed to overcomestereotypes and misconceptions about persons with disabilities. This programwas developed by the California Governor's Committee on Employment of theHandicapped.
For more information, contact: California Governor's Committee on Employmentof the Handicapped, 800 Capitol Mall, Sacramento, CA 95814. Their phone numberis 916/323-2545 (voice or TDD).
294190
employees during %raising, lurah, and breaks. Technical training staff andidamee/esumeelias start worked on site with the trainees.
rfte tire two graduates each earn about $1100 per month after nine months onWeir sew jebe.
The program developer' manual covers design for iaplementation, funding andLallustrial partieLpate, sample agreements, staff and trainee selection, andptomain tor piseeneat and tollowup.
to settle swains( information, oontaott Director, Department of Communityaffairs, Outer Regional Center, 21231 Hawthwne Blvd., Torrance, CA 90503.%sir phew Number Ls 213/940-1711 or 637-0955.
Fteid, S. licia&KIEUribing. West Lafayette, Indiana: Purdue University.
This asweletter teams on ways to help farmers with disabilities continuefarming. ladividually tailored a000mmodations/devioes are described and oftenaesempeaLed by photographs. Tale eight-page publication is produced severaltimes per year. The Latornation contained in back issues could be quite usefulto renews whe reeve on assisting disabled farmers.
rvir Irderine intermatios, contacts Bill Field, Dept. of Agriculturalleilmeerime, Purdue University, Vest Lafayette, Indiana 47907.
OaLieway, C. (1982). as eartnorst a guide to negotiating jobs for=114:01:bit: el. Park, CA: California Institute on Human
9 University.
This beak describes a model program to help government and community serviceapeesies work more effectively with employers when placing disabled employeesLe private meter jobs. The book also describes successful strategies forLaereasiag job opportunities for disabled individuals in the private sector.
There le a charge for this publication. For ordering information, contact:Califerala Institute on Human Servioes, Sonoma State University, 1801 E. CotatiAve., Sehnert Fork, CA 94928. Their phone nuaber is 707/664-2416.
MU Resource Center. (1985). 1985-1986 Resouroe Directory. Washington, DC:
Ameriesa Coma on Wawa Lan.
This direetores format corresponds to frequently asked questions aboutpeeteseendary education tor handicapped individuals. It provides a selection
et recourses Olen address major issues sudh as ardhitectural accessibility,liadependemt living, legal reeouroes, oareer preparation, technological devices,
amd direeteries. It also includes a list of toll-free telephone resources.
Te Neale a espy, contact: MUTE Resource Center, American Council onidoestiea, One &goat Cirole, N.W., Suite 670, Waahington, DC 20036-1193.
192 206
McCarthy, H.(Ed). (1985). Complete guide to employing persons withdisabilities. Albertson, NY: National Center for Employment of theHandicapped.
This book is designed as a desktop reference for business people who administerAffirmative Action Programs for parsons with disabilities. Three major
sections of the book cover issues affecting commitment to affirmative action,strategies for accomplishing affirmative action, and resources for enhancingaffirmative action programs.
For ordering information, write to: National Center on Employment of theHandicapped at Human Resources Center, Albertson, NY 11507.
Magnolia, L.R., & Mandelstam, D.L. (1985). Disabled persons in the workplace:an introductor reference and resource ide Second Edition. Los Angeles:Northrup Corporation.
This publication is comprised of three parts. Section one provides anannotated bibliography of publications on accommodation, aids, attitudes,devices, employment, equipment, evaluation, and services related to disabledpersons. Section two is a compilation of organizations that offer manyservices to disabled persons and to their employers. Information about eachorganization, its area of interest, its publications, and its services ispresented.
For more information, contact: Los Angeles Project with Industry, 23890Hawthorne Blvd., Torrance, CA 90505, or the Electronic IndustriesFoundation/Project with Industry National Office, 1901 Pennsylvania Ave., N.W.,Suite 700, Washington, D.C. 20006.
National Alliance of Business. (1985). NAB Clearinghouse Quarterly: Molinadisabled people into the workforce.1(4) 1-67.
This publication describes several highly effective projects and programsdesigned to recruit, hire, and retain individuals who are disabled.
For ordering information, contact: National Alliance of Business, P.O. Box7207, Washington, D.C. 20044. Their phone number is 202/289-2924.
Office of Special Education and Rehabilitative Services. (1982, 1985).Directory of national information sources on handicapping conditions andrelated services. Washington, DC: Author.
This publication, issued in 1982 and updated periodically with supplements, isa comprehensive directory of organizations, agencies, and data bases relevantto individuals with disabilities, professionals, advocates, or other interestedpersons. A brief summary of each organization is provided.
To obtain a copy, contact: Clearinghouse on the Handicapped, Office of SpecialEducation and Rehabilitative Services, 400 Maryland Ave. S.W., Washington, D.C.20202. Their phone numbers are 202/732-1245, 202/732-1250, or 202/732-1204.
, .
193207
President's Committee on Employment of the Handicapped. (1985). DisabledAmericans at work. Washington, DC: Author.
This book provides brief descriptions of several disabled individuals who aresuccessfully employed in a wide range of industries, including chemicals,communications, computers/electronics, consumer goods/services, energy,finance/banking/insurance, health, manufacturing, and restaurant/hospitality.
There is no charge for this publication. To obtain a copy, write to:President's Committee on Employment of the Handicapped, 1111 20th St. N.W.,Washington, D.C. 20036
Schwartz, P. (1985). Employment incentives manual: how to motivate businessesto hire individuals with disabilities. Bellingham, WA: American Council onRural Special Education.
This publication covers a number of topics relating to employing persons whoare disabled. A major part of the book lists resources on various topics.Areas covered include monetary incentive programs, job access/accommodation,job placement information, self-employment/small business ownership, computertraining, employee incentives, films/videotapes, and legislation/legalassistance.
For ordering information, contact: American Council on Rural SpecialEducation, Western Washington University, Bellingham, WA 98225.
Stearner, S. P. (1984). Able scientists--disabled persons: biome/kcalsketches illustrating careers in the sciences for able disabled students.Oakbrook, IL: John Racila Assoc., Inc.
This book contains brief biographical sketches of 27 individuals who aredisabled, and working as biologists, geologists, meteorologists, chemists,engineers, rehabilitation researchers, clinical psychologists, medicaltechnologists, and so forth.
For ordering information, contact: Foundation for Science and the Handicapped,Inc., 154 Juliet Court, Clarendon Hills, IL 60514. Their phone number is312/323-1984.
2 0 81 94
Association for Retarded Citizens On-the-Job Training Project. (1986). JobDevelopment Workshop. Madison, WI.
Galloway, C. (1982). Employers as partners: a guide to negotiating jobs forpeople with disabilities. Rohnert Park, CA: California Institute on HumanServices, Sonoma State University.
Institute for Information Studies. (1982). The job club approach toplacement. Rehab Brief. V(9), 1-4.
National Alliance of Business. (1986). Sales training for job developers.Madison, WI.
209195
Appendix A
REPUCATING JOBS IN BUSINESS & INDUSTRY FOR PERSONS WITH DISABILITIES
JOB REPLICATION FORMPurpose
The purpose of the Jobs Replication Form is to obtain information about jobs personswith disabilities perform in business and industry and in the public sector.
People with disabilities need role models that help raise their aspirations and
expectations about jobs they can perform. Teachers, counselors, job placement
personnel and employers also need exemplary employment models to use when workingwith people who are disabled. The information you supply will help us to create a
catalog of job descriptions that provides these role models.
Instructions for Completing the Jobs Replication Form
The Jobs Replication Form is divided into three sections:
1. General Information about your business or industry.2. Job Information about a particular job performed successfully by a
particular employee who is disabled. Please select one specificdisabled employee and describe that person's job.
3. Considerations that enabled this person to be hired initially andto succeed in this job.
PLEASE READ EACH QUESTION CAREFULLY
Complete each question by checking those items that best answer the question or by
writing the information requested. You will need approximately 20 to 30 minutes to
complete this form. Please feel free to photocopy the Jobs Replication Form if youwish to provide information about more than one employee with a disability.
REMINDER - PLEASE COMPLETE THIS FORM FOR ONLY ONE EMPLOYEE
Re,case of Information
Please sign the following release of information.
Permission is granted to include the information on this form in a catalog of jobs
that will serve as role models for employing persons with disabilities.
(Company)
(Date)
(Signature)
(Title)
Please send your completed Jobs Replication Form in the business reply envelope to:
Lloyd W. TindallVocational Studies CenterUniversity of Wisconsin-Madison964 Educational Sciences Bldg.1025 W. Johnson StreetMadison, WI 53706 THANK YOU FOR YOUR HELP.
Vocational Studies CenterSchool of Education University of Wisconsin-Madison
19721 0
Section I GENERAL INFORMATION
(Company Name)
(Address)
(Person who completed this form) (Title)
(Person to contact 'r more information) (Title)
(City, State, Zip) lrgephone Number)
1. Description of Company
Please describe your company (include main product or service).
2. Number of Employees
Total Company This Site
3. Worker's Disability
Section II JOB INFORMATION
4.Title of Position Held by Employee Who is Disabled 9. Wages
Hourly $ . per hour
5. Work Schedule Salaried $ per month
Status: Permanent Seasonal Temporary
Number of days per weekNone FICA
Total hours per day Paid vacation Worker's compensationa.m. a.m Paid holidays Unemployment compensation
Time of work p.m. to p.m. Paid sick days Medical insurancePension Dental insurance
Rotating shifts? Yes No Life Insurance Other (specify)
NoneHigh rate of productionPrecision/qualityDistracting conditionsHigh level of stress (deadlines, etc.)
Other (specify)
18. Work Group (check all that are appropriate)
Works alone Small group (1 - 10)
One-to-one Large group (11 or more)
19. Narrative Description of the Job(please describe the job in your own words Include specific tasks)
20. Physical Demands of This Job (estimate percentage for each category answers to A, B, C, and D should total 100%)
A. SEDENTARY WORK(lift 10 lbs. max.,limited walkingor standing)
% of time
B. LIGHT WORK (litt 20 lbs.,carry 10 lbs. max.,stands up to operateequipment, also walks)
% of time
21. Physical Activities Performed on This Job
PushPullReachRun
ClimbBalanceStoopKneel
CrouchCrawlSitTurn
C. MEDIUM WORK (lift 50 lbs.,carry 25 max., walks,stands continuouslyduring some operations)
% of time
SeeColor visionDepth perceptionHear
D. HEAVY WORK(lift 100 lbs.max., carry upto 50 lbs.)
% of time
Sense of smellSense of tasteSense of touchFinger dexterity
Other (specify)
199 212111
22. Duties of This Worker (check if SIGNIFICANT part of the job)
A. Leadership/Administrative/Managerial Tasks
B.
C.
D.
Provide leadershipDevelop company policiesImplement company policiesRecruit, hire, and terminate personnelSpecify goals and work tasks of othersSupervise personnelRepresent the company at internal functionsRepresent the company at external functionsReport to a board of directors
Other (specify)
Problem Solving/Reasoning Tasks
Determine own work activitiesRecognize and use appropriate proceduresConduct work activities in appropriate sequenceObtain resources needed to carry out work (e.g.,equipment, materials, personnel, funds)Recognize the effects of changing quantity orquality of materialsCollect and organize informationAnalyze and synthesize informationIdentify alternative approaches/solutionsReview progress periodicallyEvaluate for accuracy and completenessCorrect deficienciesSummarize and draw conclusionsDevise new ideas and better work methods
Other (specify)
Communication Tasks
ListenFollow Intent of oral directionsTalkSpeak clearlyUse appropriate vocabulary and grammarStay on the topic in job-related conversationsReport accurately what others have saidGive clear oral instructions and directionsExplain activities and ideas clearlyEffectively present information to groups
Other (specify)
Writing Tasks
Copy accuratelyWrite legiblyComplete forms accurately (e.g., invoices, salesslips, requisitions)Write sentences in standard English (e.g.,spelling, word choice)Organize, select, and relate ideas in writing(e.g., correspondence, messages, memos)Produce intelligible written documents (e.g.,research reports and summaries)Identify and correct errors in writing
Other (specify)
E. Reading Tasks
Identify work-related symbols/signsRead simple directionsRead technical information
Other (specify)
200
F. Computer Tasks
Enter data into computersAccess data from computersPerform word processingWrite programsPerform systems analysis
Other (specify)
G. Mathematical Tasks
CountUnderstand order (e.g., first, second, last)Understand concepts of greater than & less thanHandle basic calculations (+, x, /)Estimate quantities needed to do a jobCalculate costs (e.g., interest, discounts,depreciation, prices, taxes)Use numerical values from charts, diagrams,tablesConstruct diagrams, charts, records usingnumerical calculationsMake and use measurements (standard, metric)Use formulas (translating, substituting values)Prepare budgets
Other (specify)
H. Manual/Perceptual Tasks
Eye-hand coordinationHand work (e.g., sort, fold, pack)Construct, fabricate or assemble materialsUse job-specific hand tools & equipment(specify)
I. Other Significant Duties or Job Features Not Coveredin Items A through I (describe)
21 3
Section III CONSiDERATIONS FOR THIS
HANDICAPPED WORKER
23. Limitation(s; of the Employee
A. Personal/Social Limitations C. Academic Limitations E. Physical Limitations
Low frustration tolerance Reading Vision_Acceptance of supervision Writing Feeling/sensory_Interactions with coworkers Spelling Handling, fingeringOther (specify) Mathematics_ Lifting, carrying
Other (specify) _ Pushing, pulling_ Standing, walking_ Kneeling, squatting_ Limited stamina_ Other (specify)
B. Limitations on Work Assignment D. Communicative Limitations
Cannot work alone_ RememberingCannot work in a group Hearing F. Health LimitationsOther (specify) Speaking_
Following spoken directions Chronic pain_Following written directions_ AllergiesOther (specify) Respiratory problems_
Circulatory problems_ Other (specify)
24. Personal Strengths
Please list the three strengths that are most important to this employee's success in this job.
23. Financial Incentives
Did you receive any financial support for hiring this cmployee (e.g., targeted jobs tax credit, on-the-job training wagesubsidy)? No Yes If yes, please describe.
26. Training
A. What is the standard training peiiod for this job? hours days months
B. Was any special training required for this worker after hiring? No Yes
If yes, please describe.
Who provided this instruction?(e.g., job coach, supervisor) How often was/is this special training required?
Please describe any special training materials used.
Does the company recognize completion of this special training? No Yes If yes, please indicate.
Grade Certificate Entered permanent employment Wage increase Other
201214
29. 3ob Accommodations Were any accommodations required tomaintain this employee on this job? No Yes If yes; please describe below. Estimated
Adchtio$ Cost &
Type of Accommodation Describe Problem Describe Solution Staff T'
A. 30B PLACEMENT/FOLLOW-UP(e.g., Job Service, Vo-cational Rehabilitation)
B. 30B COACHING (trainingand support providedby outside agency) .
C. SUPERVISION (e.g.,monitoring by aco-worker) .. ..
D. 30B RESTRUCTURING(e.g., sharing jobs,job ladders)
E. SCHEDULE (e.g., dia-betic's frequent mealbreaks, Flextime). . .
F. 30B TASKS (e.g.,sales by phone formobility impaired) ..
G. PERSONAL ASSISTANCE(e.g., health aide,interpreter)
H. AIDS AND DEVICES (e.g.,TTY, Braille type-writer, puff control). .
I. EQUIPMENT (e.g.,lowering bench, over-sized knobs or handles).
3. WORKSITE (e.g.,rearranging workarea)
K. BUILDING (e.g.,accessible bath-room, ramp)
L. TRANSPORTATION(e.g., public,private, or family). .
M. COUNSELING (e.g.,career, financial,or mental health). . . .
N. OTHER(please specify) .. . .
30. What other factors would help another employer replicate this job for someone with a similar disability?
THANK YOU VERY MUCH FOR YOUR HELP
215202
Appendix B
YOU CAN HELP US EXPANDJOB OPPORTUNITIES IN BUSINESS
AND INDUSTRY FOR PERSONS WITH DISABILITIES
In Two Ways
1. Identify and submit information on a job held by a person with a disabilityby completing the Job Replication Form. See Appendix A page 195.
2. Identify employers of persons with disabilities by completing the formbelow.
FILL OUT IND MAIL YOUR JOB EXPLICATION FORM AND EMPLOYER FORM TO:
Lloyd W. TindallVocational Studies CenterUniversity of Wisconsin-Madison964 Educational Sciences Bldg.1025 W. Johnson St.Madison, WI 53706
or call (608) 263-3415 and give us the information by telephone
Employer Form
41541REPLICATING JOBS FOR HANDICAPPED PERSONS IN AMERICAN BUSINESS & INDUSTRY
Help us by supplying names of employers of handicapped workers:
