The Report was prepared by Mathematica Policy Research (MPR), Inc. under contract with the Employment and Training Administration. The purpose of this report was to conduct a quantitative evaluation of the Disability Program Navigator (DPN) initiative through the use of the One-Stop Career Center system by Supplemental Security Income (SSI) and Social Security Disability Insurance (SSDI) beneficiaries. The study was conducted with Colorado, Iowa, Maryland, and Oregon, which were early implementers of the DPN initiative and were willing to share their Workforce Investment Act (WIA) adult and dislocated worker and Wagner-Peyser (W-P) data base information for the period Program Year 2002 – Program Year 2007. The data runs were matched with SSI and SSDI Ticket to Work (TTW) record system. The target population for the study was adults age 21 and over. In addition to determining if the impact of the DPN would effect WIA and W-P service and outcome levels for SSI and SSDI beneficiaries, it was also intended to gain understanding of the: • Extent to which One-Stop Career Centers are serving persons who are SSA disability beneficiaries; • Characteristics of SSI/SSDI beneficiaries receiving these services; • Nature of the services received; and • How services and outcomes for beneficiaries compared with SSI/SSDI beneficiaries nationally. Key findings include: • One-Stop Career Centers are serving a very large share of persons receiving SSA disability benefits and the public workforce system is providing important support for SSA disability beneficiaries who want to work; • SSA beneficiaries who used One-Stop services achieved positive employment outcomes.
The US DOL/ETA has just issued TEN 1-10, Release and availability of an ETA quantitative evaluation report, "Use of One-Stops by Social Security Disability Beneficiaries in Four States Implementing Disability Program Navigator (DPN) Initiatives." ETA contracted out with Mathematica Policy Research (MPR), Inc. to condcut a quantitative evaluation of the DPN initiative through the use of the One-Stop Career Cenetr system by Supplemental Security Income(SSI) and Social Security Disability Insurance (SSDI) beneficiaries. The stduy was condcuted in Colorado, Iowa, Maryland, and Oregon, which were early implementers of the DPN Initiative and were willing to share their Workforce Investment Act adult and dislocated worker and Wagner-Peyser data base information for program years 2002-2007. The data runs were matched with the SSI and SSDI Ticket to Work records system. This Reoport docuemnted that a very aklrge number of SSA disability beneficiaries are using the services of the public workforce system and achieving positive employment outcomes. The report is located here: http://disability.workforce3one.org/view/2001018107873517795/info
GAO convened a Forum on March 16, 2010, to explore policy options and actions that could be implemented to help adults with disabilities participate in the workforce. Several challenges were identified, including the need for: 1) a more coordinated system of services and benefits; 2) additional information on benefits and work incentives; 3) additional employer incentives to hire persons with disabilities; 4) targeted information to employers to make the business case to hire persons with disabilities; and 5) a coordinated Federal policy to promote the employment of persons with disabilities. The Report and Highlights can be downloaded at: http://www.gao.gov/products/GAO-10-812SP Highlights - http://www.gao.gov/highlights/d10812sphigh.pdf
Abt Associates and Mathematica Policy Research have issued a report that described the final design of the implementation and evaluation. BOND is intended to test changes to the Social Security Disability Insurance (SSDI) ogram, most notably a $1 for $2 benefit offset, that have the potential to help SSDI beneficiaries increase their earnings and income and reduce their reliance on SSDI benefits. The report opens by presenting the rationale behind the demonstration. The authors describe the “cash cliff” effect that results when beneficiaries have earnings in excess of Substantial Gainful Activity over a designated period of time. The authors also describe the macro-level challenges associated with the work disincentives in the SSDI program, including the growth of program expenditures that is outpacing growth in payroll taxes and other income that support the SSDI Trust Fund. In response, BOND will test whether eliminating the SGA cash cliff and replacing it with a ramp-a gradual reduction of benefits by only one dollar for every two dollars of countable earnings above the BOND threshold—can increase return to work and earnings. BOND will test other administrative and programmatic changes as well. These will include, for example, a demonstration system to facilitate and expedite earnings reporting. Additionally, the demonstration will test the provision of more intensive counseling, termed Enhanced Work Incentives Counseling. EWIC is expected to increase the impact of the offset by improving beneficiary understanding of how higher earnings will affect SSDI and other benefits. It is also expected to help beneficiaries access the medical treatments, employment supports, and job search assistance they might need to address other obstacles. The report is available at http://www.ssa.gov/disabilityresearch/documents/BOND_Design%20Report_FINAL_Del2-2_12-17-10.pdf
On May 13 2011, the Board of Trustees of the Federal Old-Age and Survivors Disability Insurance (OASDI) and Federal Disability Insurance (DI) trust funds and the Boards of Trustees of the Federal Hospital Insurance (HI) Trust Fund and the Federal Supplementary Medical Insurance (SMI) trust fund transmitted their 2011 annual reports to Congress and the Administration. Some of the major findings are:
Iowa's Workforce Partners Employment Network (EN) Final Report, PY 2010, was juts issued. Iowa's Workforce Boards and Workforce System is growing in its ability to generate new revenue to support the system's infrastructure to improve employment outcomes for job seekers with disabilities. It might also be reflective of increased collaborative support to Iowa’s businesses in their successful employment of workers with disabilities. There have been many disability initiatives implemented by Iowa’s workforce boards over the last ten years, and the promising strategies developed by these efforts has buoyed the growing success recognized by the workforce system in responding to Iowans with disabilities. The use of Disability Program Navigators (DPNs) in the Centers are key to their establishment as ENs, through the facilitation that they provided to the local partnership. The key components of increasing success for Regional Boards as ENs are: 1)Maintaining a disability Subject Matter Expert (SME) or DPN in the operation of the Skills Development Team, as a universal resource to all programs, businesses and job seekers, and EN facilitator; 2)Connecting the membership team and the the SME as disclosure occurs. 3)Maintaining ongoing service engagement and problem solving by the Skills Development Team; 4)Enhancing the Work Incentive Planning and Assistance services across the state of Iowa; and 5)Developing new partnerships and strategies to support workforce boards in achieving stronger outcomes with job seekers who do not fare well in the traditional labor exchange process. If you have questions about the Ticket to Work program, and the response of Iowa’s Regional Workforce Investment Boards in regard to this partnership, please contact Doug Keast at (515) 281-9045, or firstname.lastname@example.org.
Social Security Disability: Participation in the Ticket to Work Program Has Increased, but More Oversight Needed, GAO-11-828T September 23, 2011. This Testimony discusses the Social Security Administration's (SSA) Ticket to Work and Self-Sufficiency Program (Ticket program). Created by law in 1999, the Ticket Program was intended to assist disability beneficiaries in obtaining and retaining employment, and potentially bring about significant savings to the Disability Insurance Trust Fund by reducing or eliminating their benefits. Under the program, SSA provides each eligible beneficiary (Ticket holder) with a Ticket to obtain services from SSA- approved public or private providers, referred to as employment networks (ENs), or from traditional state vocational rehabilitation (VR)agencies. When the Ticket Program was created, it was estimated that it had the potential to provide significant savings to the Social Security Trust Funds and Treasury. However, GAO's prior work, the work of SSA's Office of the Inspector General, and others has questioned the viability of the Program due to low participation and costs that are not offset by beneficiaries returning to work and reducing dependency on benefits. In an effort to address these concerns, SSA revised its regulations in 2008 to attract more ticket holders and ENs. This testimony summarizes GAO's Report issued in May and focuses on (1) how participation of Ticket holders and ENs in the Ticket Program has changed over time, (2) what is known about the range of service approaches used by employment networks, and (3) the policies and processes SSA has to evaluate ENs and Ticket holders to ensure program integrity and effectiveness.
This tool, developed by the One-Stop Ticket Success Project, is intended as a template for use by One-Stop Career Centers and workforce investment systems in creation of recruitment flyers for the Ticket to Work. The intent is that Workforce Investment systems will use this template as a starting point, and add to it language specific to the One-Stop Career Center, and in addition format it according to their marketing material standards, with the addition of agency logos, graphics, etc. This flyer would then be utilized as part of orientation packets for all customers, as well made available in reception areas and resource libraries. Part of the underlying purpose of this flyer is to encourage individuals to self-identify that they are on Supplemental Security Income (SSI) or Social Security Disability Insurance (SSDI), and are eligible for Ticket to Work.
This needs assessment tool, developed by the One-Stop Ticket Success Project, is to be used at the beginning of the technical assistance process to determine current One-Stop capacity to serve individuals under the Ticket program, and identify areas to be addressed for the workforce investment system to successfully operate as an Employment Network. In using this tool, the overall goal is to gain a sense of the general operation of the workforce investment system/One-Stop, as well as specific areas pertinent to services for customers with disabilities and the Ticket to Work. A key objective is determining how the Ticket program can be integrated within the existing service and administrative structures.
This tri-fold color brochure, developed by the One-Stop Ticket Success Project, provides Ticket holders with all the basic information they will need to understand the purpose of the Ticket to Work Program. The brochure may be printed and distributed as is, or One-Stop ENs may use it as a template to create a brochure tailored for their clients.
Topics covered: Incorporating the Ticket message into intake, orientation, and outreach; Maximizing self-identification and dealing with disclosure concerns; Using data matching to identify Ticket holders; Creating a clear referral process; The Ticket assignment discussion: critical elements for successful engagement; Potential Ticket customers: who to target. http://connectpro97884399.adobeconnect.com/p75486908
The willingness of businesses to hire One-Stop Ticket customers is essential for success under the Ticket to Work. This webinar discussed strategies for working with employers to maximize job opportunities for Ticket customers. It includes an overview of best practices in hiring of people with disabilities from the employer perspective, and how these can be applied within the One-Stop environment, and with Ticket customers. http://connectpro97884399.adobeconnect.com/p9p6x7cprjc
This webinar featured a presentation from Bryan Stone, Executive Vice President, and Lisa Parlapiano, Disability Program Navigator from the WorkSource in Jacksonville, Florida, where the Ticket to work program has been used with great success. Topics included: • The role of leadership in implementing a successful Ticket Project • Strategies for outreach to Ticket Holders • Serving Ticket holders in the One Stop • Retention strategies for successful Ticketholders • Incorporation of Ticket within existing One-Stop systems http://connectpro97884399.adobeconnect.com/p19et5kg8q6
On October 20, 2011, Workforce3 One held a webinar, The Workforce Connection Initiative: SSA and DOL Partnership in Action, which described the SSA/DOL partnership created to increase participation by the public workforce development system in SSA’s Ticket to Work Program. It included presentations by the key partners and covered the policy and procedural changes made by SSA to streamline workforce participation. The archive audio and web recording, along with presentation and supporting materials, plus post follow-up FAQs is posted to the Workforce3 One website at: https://www.workforce3one.org/view/5001127252743912172/info. This FAQ provides answers to questions that were raised during this webinar on: Business Models, RFQ, Operational, EN Report Card, and Contact Information.
On January 3, 2012, DOL/ETA issued Training and Employment Notice (TEN) No. 21-11, "Strategies to Meet One-Stop Career Centers' Business and Job-Seeker Customer Needs for Employment-Related Transportation Services." The purpose of this TEN is to: 1) provide successful strategies to the public workforce system for connecting individuals with disabilities and other multiple challenges to employment with transportation to jobs and training; and 2) help business access a diverse workforce. Transportation is a key asset for future workforce planning, business creation, and economic development. On an individual level, transportation can sometimes be overlooked as a critical service for jobseeekers, employees, or individuals needing training.
This pdocast interview is a follow-up to the Workforce3One Webinar ("The Workforce Connection: SSA and DOL Partnership Action") held on October 20, 2011. This interview is with Dan O'Brien, Deputy Associate Commissioner, Office of Employment Support Programs, Social Securirty Administration. DOL/ETA and SSA have partnered to increase the active participation of the public workforce development system in SSA’s Ticket to Work (TTW) Program. Many of SSA’s disability beneficiaries use the One-Stop Career Centers to find work but do not chose to self-identify as persons with disabilities. The workforce development system is missing out on the potential funding stream that the Ticket program can provide and the ability to expand its capacity to serve SSA's disability beneficiaries. SSA, working with DOL/ETA, has streamlined policies and procedures to facilitate the public workforce system becoming Employment Networks (ENs) and actively involved in the TTW Program.
The Role of Public Transportation as a Job Access Mode: Lessons from a Survey of Persons with Disabilities in New Jersey by Andrea Lubin and Devajyoti Deka, Ph.D., researchers at the Alan M. Voorhees Transportation Center at Rutgers University, examines the role of public transportation in providing job access to persons with disabilities. The paper draws from a survey of persons with disabilities implemented during a seven-month period beginning in September 2010. The survey was distributed through the New Jersey Division of Vocational Rehabilitation Services and other venues. The survey was distinctive in that, unlike many other studies, it acquired data from persons who are actively seeking employment. The paper provides information on the availability, usage, needs, barriers, and perceptions of the survey respondents about different public transit modes, and discusses the implications for agencies providing public and human services transit. The report also includes a review of recent literature on accessible work transportation and the role of public transportation for people with disabilities. Survey data show that public transit is widely used by people seeking employment. In spite of accessibility improvements, challenges remain. The cost of service has increased, making cost optimization a significant challenge for public transit agencies providing services to people with disabilities. Although public transit agencies could reduce costs by attracting larger numbers to fixed-route transit, people with certain disabilities may avoid fixed-route transit due to difficulties in accessing and interpreting service-related information, such as understanding transit schedules and announcements. Safety perceptions can also serve as barriers to public transit for people with disabilities. The authors conclude that public transportation is critical to job access for persons with disabilities.
The NTAR Center has recently released a report on Medicaid funding of employment supports and services for people with disabilities. recently released reports on Medicaid, Using Medicaid Funding to Support the Employment of People with Disabilities: A Federal Framework. State Medicaid agencies fund a range of supports and services for individuals with disabilities. As national public policy has recognized and emphasized the ability of individuals with disabilities to work, states have begun to integrate employment supports into the continuum of long-term care in Medicaid. This NTAR issue brief discusses the Federal legislative and regulatory framework for funding employment supports in Medicaid, and highlights examples of state innovations and best practices for using Medicaid to promote positive employment outcomes. The brief provides an overview of Medicaid eligibility, the types of benefits available under Medicaid, and the structure of Medicaid waivers. The brief then examines options for funding employment supports and services through Medicaid state plan and waiver services. The brief describes how service categories such as case management, habilitation, rehabilitation, and personal assistance can be used to finance services to directly and indirectly assist with the employment goals of individuals with disabilities. In conclusion, the issue brief notes that state policymakers have a range of options available to design initiatives that support disability employment, using Medicaid funds in combination with other federal and state resources.
Learn how to develop effective partnerships in order to build Career Pathways in your community, region, or State. This newly released guide provides a step-by-step outline, with integral tools, that you can use when convening workforce, education, human and social services, employers, organized labor and other partners.
In April 2012, the New America Foundation issued "The Assets Report 2012: An Assessment of the Federal Asset-Building Budget." Excerpts... While recovery from the Great Recession appears be taking hold, economic hardship remains pervasive. Poverty is still on the rise and many families feel that the forces of recession have displaced them from the middle class. Expanding opportunities for upward mobility has become a common call. The spotlight remains focused on the American Dream, what it takes to achieve it, and the role of government in that process. We think of “success” as being able to raise a family, educate our children, buy a home, start a business, and live securely in our retirement years...Being able to save/accumulate assets is an essential foundation for success. Over time, these resources can be invested productively in ways that promote economic mobility and well-being. It is the mobility and resiliency features of savings and assets that justify the wide range of Federal policies and programs intended to promote their accumulation. In our calculations, direct spending programs and policies that are embedded in the tax code together account for $548 billion in pro-savings and asset building resources for fiscal year 2013. Given the scale of these commitments and the importance of their objectives, these policies deserve scrutiny to insure that these investments are achieving their intended outcomes. Our assessment of policy, however, reveals several fundamental inequities. The poorest Americans, who have had the most difficulty saving and for whom appropriate interventions would have the greatest impact, are instead offered less accessible or meaningful ways to accumulate assets compared to middle- and upper-income families. If we are to broaden savings and asset ownership, we must understand how the Federal government’s policy affects asset building for low and moderate-income Americans, including persons with disabilities.
The Job Accommodation Network (JAN) has issued a "Snapshot" which provides information on accessible computer stations for persons with different disabilities (including mobility, low-vision, blind, hard of hearing, deaf, and cognitive). It also provides links to a variety of related resources.
Minnesota's career , education, and job resource Newsletter, ISEEK, just issued an article, entitled, "Hidden Disabilities in the Workplace: Do You or Your Co-Worker have a Hidden Disability?" This article gives examples of hidden disabilities (non-visible), information on disclosing non-visible disabilities (including the pros and cons, and when to disclose).
The Center on Education and the Workforce, Georgetown University, June, 2012, issued a new publication, "Certificates: Gateway to Gainful Employment and College Degrees." Excerpts from article in Inside Higher Eductaion Newsletter...The certificate is the odd man out in the debate over college completion. But the little-understood certificate is the fastest-growing form of college credential, and a key component of work force development. Those were among the findings of a new report, released today by the Georgetown University Center on Education and the Workforce, that found that certificates make up 22 percent of all college awards, up from 6 percent in 1980... Growth in the earning of certificates has largely been driven by the labor market, as more jobs require college-based training. Certificates are earned through seat time in a classroom, the study notes, with more than half taking less than a year to complete. Industry-based certifications, which are often confused with certificates, are typically awarded based on tests. Over all, a certificate is the highest form of education held by about 1 in 10 American workers, according to the study, which collected and crunched data from several government sources. And certificate holders earn 20 percent more than workers who hold only a high school diploma. More surprising, however, is the finding that fully one-third of certificate holders also have an associate, bachelor’s or graduate degree. Such a large percentage suggests that workers are getting certificates to bolster skills or learn new ones in a tight job market. And people are going back to college for certificates throughout their careers, with a third of certificates earned by students over the age of 30.
The U.S. Census Bureau issued, "Americans with Disabilities, 2010, Census Bureau Report"(July 2012). About 56.7 million people, 19 percent of the population (nearly 1 in 5 people), had a disability in 2010 with more than half of them reporting the disability was severe. This report provides estimates of disability by status and type. According to the report, the total number of people with a disability increased by 2.2 million over the period, but the percentage remained statistically unchanged. Both the number and percentage with a severe disability increased, however. Likewise, the number and percentage needing assistance also both increased. The report shows that 41 percent of those age 21 to 64 with any disability were employed, compared with 79 percent of those with no disability. Along with the lower likelihood of having a job came the higher likelihood of experiencing persistent poverty; that is, continuous poverty over a 24-month period. Among people age 15 to 64 with severe disabilities, 10.8 percent experienced persistent poverty; the same was true for 4.9 percent of those with a nonsevere disability and 3.8 percent of those with no disability. The statistics are from the Survey of Income and Program Participation (SIPP), which contains supplemental questions on whether respondents had difficulty performing a specific set of functional and participatory activities. For many activities, if a respondent reported difficulty, a follow-up question was asked to determine the severity of the limitation, hence, the distinction between a “severe” and "nonsevere" disability. In addition to the statistics from this report, the Census Bureau also produces annual disability estimates from the American Community Survey (ACS). While the ACS uses a different definition of disability than in this report, it produces estimates of the population with disabilities at subnational geographies like states, counties, places and metropolitan areas.
On May 25, 2102, DOL/ETA issued Training and Employment Guidance Letter (TEGL) 31-11, "Update on Complying with Nondiscrimination Provisions: Criminal Record Restrictions and Disparate Impact Based on Race and National Origin. The purpose of this TEGL is to provide information about exclusions based on criminal records, and how they are relevant to the existing nondiscrimination obligations for the public workforce system and other entities that receive Federal financial assistance to operate Job Banks, provide assistance to job seekers in locating and obtaining employment,and assist employers by screening and referring qualified applicants.
On July 18, 2012, there was a Workforce3One webinar entitled,"Understanding the New Department of Labor Civil Rights Guidelines Governing Criminal Background Checks and Federally-Funded Workforce Development Programs." ETA Assistant Secretary was joined by DOL's Civil Rights Center and the Office of the Solicitor, as well as the National Employment Law Project, and the Oakland Private Industry, Inc. Reintegartion of fornerly incarcerated persons into communities is a priority for this Administration. Secretary Solis stated: "When someone serves time in our penal syutem, they should not face a lifetime sentence of unemployment when released..." DOL initiatives support reentry-Federal bonding protection for employers who hire people with a criminal record, reentry grants and programs and TEGL 31-11.
The One-Stop Ticket Success Project has created tools to assist One-Stop Career Centers and other workforce development programs to assist and provide guidance on how to manage benefits in a way that enables an individual to go to work, earn income, and reduce reliance on cash benefits, while maintaining essential benefits such as health care. With the suspension in operations by the Work Incentive Planning and Assistance (WIPA) Programs, these resources are particularly critical. They include a listing of various resources on benefit issues.
The One-Stop Ticket Success Project has created tools to assist One-Stop Career Centers and other workforce development programs to assist and provide guidance on how to manage benefits in a way that enables an individual to go to work, earn income, and reduce reliance on cash benefits, while maintaining essential benefits such as health care. With the suspension in operations by the Work Incentive Planning and Assistance (WIPA) Programs, these resources are particularly critical. They include a template that can be used as a guide by staff and as a handout for customers on the basics of benefits that can be modified with state specific information.
On August 9, 2012, the Center on Budget and Policy Priorities (CBPP) released a Report entitled,"Social Security Disability Insurance is Vital to Workers With Severe Impairments Program: Growth Largely Due to Demographic Factors; Financing Should be Addressed as Part of Overall Solvency." Excerpt from the paper... The Social Security Disability Insurance (SSDI) program provides modest but vital benefits to workers who become unable to perform substantial work on due to a serious medical impairment. Although some critics charge that spending for the program is “out of control,” the bulk of the rise in Federal disability rolls stems from demographic factors: the aging of the U.S. population, the growth in women’s employment, and Social Security’s rising retirement age. Other factors — including the economic downturn —also have contributed to the program’s growth, but its costs and caseloads are generally in step with past projections. The Social Security trustees project that the SSDI trust fund — which is legally separate from the Old Age and Survivors Insurance (OASI) trust fund for the Social Security retirement and survivors’ programs — will become insolvent in 2016; the Congressional Budget Office concurs. If policymakers do not take any action to bolster the fund, beneficiaries’ checks will have to be cut by about one-fifth after that. But the fund’s anticipated insolvency should come as no surprise; when policymakers last changed the allocation of taxes between SSDI and OASI in 1994, they expected the SSDI fund to run dry in 2016. Policymakers should address SSDI’s pending depletion in the context of overall Social Security solvency. Both SSDI and OASI face fairly similar long-run shortfalls; SSDI simply requires action sooner. Key features of Social Security — including the
The Office of Personnel Management (OPM) has released its Report on the Employment of Individuals with Disabilities in the Federal Executive Branch covering employment in fiscal year 2011. The report was prepared in accordance with Executive Order 13548 on Increasing Federal Employment of Individuals with Disabilities. This order provides that the Federal government must become a model for the employment of individuals with disabilities. The order directs federal departments and agencies to improve their efforts to employ workers with disabilities and targeted disabilities through increased recruitment, hiring, and retention of these individuals. The report finds that by the end of fiscal year (FY) 2011, total permanent Federal employment for people with disabilities had increased from 187,313 in FY 2010 to 204,189, representing an increase from 10.7 to 11 percent. New hires who were people with disabilities totaled 18,738, representing an increase from 10.3 percent in FY 2010 to 14.7 percent in FY 2011. Additionally, there were 17,845 people with targeted disabilities working for the Federal government in FY 2011. Targeted disabilities include deafness, blindness, missing extremities, partial or complete paralysis, convulsive disorders, intellectual disabilities, mental illness, and genetic or physical condition affecting limbs and/or spine. In FY 2011, 1,247 people with disabilities were hired using the Schedule A appointing authority. The report provides data tables by Federal agency, and highlights cross-agency initiatives to meet the goals of E.O. 13548 and related executive orders. The report is available at http://www.opm.gov/diversityandinclusion/reports/disability/DisabilityReportFY11_07-24-12.pdf.