The Vision and Values of Employment for All

• Information on participants to be used in planning, eligibility and job matching is based on a discovery process such as the Vocational Profile and Profile Meeting rather than on traditional testing, evaluation and comparison procedures.
  
• There is an assumption of both the feasibility of employment as well as the importance of employment for all persons, regardless of the significance of disability, rather than a belief that some persons can not or need not work.
  
• Job development is based on meeting the individualized conditions, preferences and unique contributions of the applicant rather than on arbitrary labor market needs and openings.
  
• Services to participants are based on individually determined and directed perspectives rather than on arbitrary programmatic offerings.
  
• Job site analysis and on-going supports are based on utilizing, augmenting and enhancing naturally determined employer supports available to all employees, with assistance from human service professionals, rather than solely on traditional job coaching.
  
• All instructional procedures promoted and used by outside supporters are considered in reference to those naturally used in each specific worksite rather than academically-referenced strategies. In the event more powerful procedures are necessary, the training strategies suggested or implemented should reflect the best of systematic instructional procedures that focus on performance rather than solely on arbitrary behavioral outcomes.
  
• Naturally-referenced motivational and reinforcement strategies will be referenced and implemented rather than behavior modification techniques developed for use in human service settings.
  
• Employment recruitment always includes persons with significant disabilities, for whom traditional approaches to competitive are not typically effective and for whom open job slots are not feasible, rather than solely for persons with milder disabilities.
  
• Payment for support services should be based on outcomes and customer satisfaction rather than hourly-based or block granted for a group of individuals.
  
• Individuals receiving employment services should have choices in the type and sources of services needed and should control the resources used to fund services rather than having options and funding controlled by provider agencies.
  
• Technology and accommodations necessary for mobility, communication and manipulations should be available prior to or at the initiation of services rather than requiring persons to “earn” their technology through performance or employment.
  
• Personal assistance services should be chosen and directed by the individual rather than from the provider organization.
  
• Transportation needs and potential supports should be considered from the outset of employment planning and the applicant’s conditions for employment should reference this reality rather than having jobs developed outside the consideration of transportation.