Filtering by Category: employment news
Connecticut has been selected as one of four states in the country to participate in the fiscal year 2016
By Ananya Bhattacharya and Heather Long
Jordan Gallacher hasn't had a job in three years. Many employers reject him with a form letter or email, but one said outright: "We don't hire blind people."
Gallacher, 28, is a computer expert. He has a bachelor's degree in management and entrepreneurship from Louisiana Tech University. Yet most employers don't give him a second glance when they learn he's blind, even though he is able to operate a computer just fine with a screen reader.
Gallacher is one of nearly 57 million disabled people in America.
Today marks the 25th anniversary of the Americans with Disability Act (ADA), a civil rights act passed in 1990 to fight discrimination against the disabled.
Since its inception, much has changed for the better. Supermarket aisles are wider, schools have ramps, and public transportation is more accessible for the disabled.
But there's one thing that's deteriorated for them -- employment.
Show me the jobs: Employment for disabled Americans has actually fallen since 1990, and there's an even bigger gap between disabled and non-disabled jobs prospects today.
In the early 1990s, about half of disabled Americans were employed, according to Census data. Today that has fallen to just 41%. Some of the decline is due to an aging population. Older workers are more likely to have disabilities, especially physical ones.
But it's telling that the employment rate of disabled Americans has dropped more than for the non-disabled.
The problems often start at an early age.
Basic barriers remain: While in high school, Gallacher had three teachers who he says didn't accommodate for his disability in their classes. He found similar problems when he entered college, which is why he transferred to Louisiana Tech from a different university that did not cater to his needs at all.
"As a mother of student with disability, I've seen how many schools don't have ramps that are usable. I am just stunned that there hasn't been more attention in our education system to these very obvious emblems of discrimination," said Susan Dooha, executive director of the Center for Independence of the Disabled, who herself suffers from a traumatic brain injury.
Being fully blind in the small town of Pearl River in Louisiana does not open up a lot of options for Gallacher. He says he might be the only disabled person in his town so people don't know how to deal with him.
The only jobs he's had are volunteering stints. He still lives with his parents and is grateful they support him financially.
"I'm always amazed at how many job applications I try to fill it out online but can't get any further because the rest of the offline application becomes inaccessible," said Gallacher. Many businesses no longer list Human Resources contact info, so he can't even call to seek help.
Low wage jobs: Even for those with jobs, the prospects remain bleak. Disabled persons earn significantly less than non-disabled, and the gap between annual earnings has widened since the early 1990s.
Disabled workers earn about $9,000 less a year than a non-disabled workers, according to Census data on median earnings. That gap was under $6,000 in the early 1990s.
A report by the Center for Independence of the Disabled found that the top job for non-disabled people is teaching. For the disabled, it's janitorial duties.
Positive change: "I think the best thing I've seen [since the ADA] is corporations beginning to pay attention to disability as element of diversity," said Dooha. "Reversing the thinking that they are a burden and instead thinking about them as having strength to bring to the workforce."
For instance, Citi provide trainings specifically referring to consideration for persons with disabilities. Globally, Citi has five Persons with Disability Networks.
For the last four years, Citi has hosted the NYC Disability Mentoring Day (DMD) in New York city. The event promotes career development for students and job-seekers with disabilities through hands-on career exploration and ongoing mentoring relationships.
Dooha also commends tech innovations to remove barriers to participation for the disabled.
Companies stepping up: A healthy five-year-old boy in Charleston, South Carolina, came down with Meningococcal meningitis and his life changed.
Charles Rogers had his hands and legs below the knee amputated following the horrible disease. But Charles has graduated college and worked at Walmart (WMT) in Murfreesboro, Tennessee for 12 years.
He recently drove to Atlanta and stayed at a hotel for six weeks for training after being promoted to assistant manager.
"Before I started working with Walmart, I got interviews but once the interview was over, there was no response," said Rogers. "Walmart actually gave me a chance."
Walmart is one of the leading employers of the disabled, and they offer training and resource groups for them.
The more employers encourage the disabled, the better. Customers in wheelchairs often approach Rogers in the store and ask him about his job and if the store is hiring.
"Being out there and working in the store is the best thing I can do to show other disabled people that they can do it too," Rogers said.
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June 9, 2015
A new, national survey finds that the majority of people with disabilities want to be employed, but they often encounter barriers to work.
Overall, nearly 43 percent of individuals surveyed said they were currently working. Another 25 percent said they’d been previously employed and a handful of people said they hadn’t worked but were looking for a job.
Collectively, those behind the research said the figures show that nearly 69 percent of those with disabilities are “striving to work.”
The findings come from a telephone poll of more than 3,000 adults with disabilities across the country conducted by the University of New Hampshire for the Kessler Foundation, a New Jersey-based nonprofit that focuses on neurological disabilities.
For the survey, pollsters random-dialed over 117,000 landline and cellphone numbers across the country between October 2014 and April 2015 to reach households with at least one adult with a disability. In most cases, the individuals themselves were interviewed, but in 18 percent a proxy answered questions on behalf of a person with special needs.
People surveyed cited several barriers to obtaining employment including transportation, lack of proper education or training and assumptions from employers about their inability to perform the job.
What’s more, the findings suggest that obstacles persist for individuals who are employed, with lower pay than others doing similar work and negative attitudes from supervisors and coworkers cited as issues on the job.
“This clearly demonstrates that people with disabilities are ready and able to contribute their talents in the workforce,” said Rodger DeRose, who heads the Kessler Foundation. “Efforts need to focus on improving self-advocacy, supporting family members and friends in job search efforts and educating coworkers and supervisors.”
Accessibility is vital for folks needing assistance increasing their independence.
The first national certification program for employment support professionals.
What is CESP™?
The CESP™ program is the first in the nation to create national guidelines to validate and support the training currently provided in the field. The certification program falls under the oversight of the Employment Support Professional Certification Council (ESPCC), established by the APSE Board of Directors.
Unlike training programs that provide a certificate of completion, the CESP™ certification sets a standard of knowledge and distinguish employment support professionals who have shown they have the skill and competence to perform the requirements of the job.
Created by subject matter experts and leaders in the field of disability employment, the CESP™ exam seeks to define the benchmarks for knowledge and competency in the field in the following areas:
- Application of Core Values and Principles to Practice & Legislation and Funding
- Individualized Assessment and Employment / Career Planning
- Community Research and Job Development
- Workplace and Related Supports
- Ongoing Supports
Who Should get Certified?
The ESPCC developed the CESP™ for professionals who provide employment services to individuals with a variety of disabilities including intellectual, mental health, autism spectrum disorders and multiple physical & sensory disabilities.
Job coaches, job developers, transition employment specialists, job placement personnel, and employment specialists/consultants* can earn the designation of Certified Employment Support Professional (CESP™) by passing the national CESP™examination.
The CESP™ Certification Program was created in response to increasing demand for a system to identify trained, experienced employment specialists. CESP™ certification has many benefits for both programs and professionals.
For Provider Agencies and Community Rehabilitation Programs, CESP™ certification:
- Increases the visibility of competent professionals.
- Helps consumers connect with professionals they can trust.
- Creates a standard that defines the roles and responsibilities of employment support professionals.
- Improves employability and provides opportunities for salary and career advancement.
- Legitimizes and enhances professionalism in the field.
For Employment Support Professionals, CESP™ certification:
- Increases your marketing edge with employers and businesses
- Assures the public and consumers of your commitment to best practices
- Validates your commitment to ethical and safety standards
What is professional certification?
ESPCC developed the Certified Employment Support Professional™ (CESP™) certification program to set a standard of knowledge and distinguish employment support professionals who have shown they have the skill and competence to perform the requirements of the job.
According to the Institute for Credentialing Excellence (ICE), the trade association for the professional certification industry, certification is the voluntary process by which a non-governmental entity grants a time–limited recognition and use of a credential to an individual after verifying that he or she has met predetermined and standardized criteria. It is the vehicle that a profession or occupation uses to differentiate among its members, using standards, sometimes developed through a consensus-driven process, based on existing legal and psychometric requirements.
In simpler terms, a certifying agency, ESPCC grants a credential to an individual who has demonstrated, by passing an exam, they have the knowledge and skill required to perform the job of an employment support professional.
How are certification and training programs different?
Professional certification is different than a training or educational program. Training programs offer a certificate of attendance when an individual completes the coursework, but they do not give a credential. ESPCC used a nationally recognized process to define the roles and responsibilities of the employment support professional and awards a credential after the individual passes an exam to demonstrate their competence
Training programs focus on providing information and education to enable students to master the curriculum of a specific career field. Certification programs provide the third party, objective testing to validate that individuals take the national exam are competent to pass an examination on nationally accepted professional competency standards.
Training programs typically offer a certificate of attendance or certificate of completion when an individual completes the coursework, but they do not give a credential. Training programs may require individuals to pass an exam on the training content but the exam is not based on national standardized competencies and is not administered by an independent professional organization as is required of nationally accredited certification programs. A training certificate demonstrates that at a single point in time the individual completed a course. It does not necessarily show that they have the skills and knowledge to perform all of the requirements of a particular job as demonstrated by nationally accredited certification examinations.
ESPCC recognizes that there are many valuable training programs that will prepare professionals to pass the ESPCC examination, however we do not endorse specific training programs.
How was the CESP™ exam developed?
In January 2011, ESPCC launched a role delineation study (RDS) as the first step towards developing a national certification program.
A representative panel of nine subject matter experts (SMEs) developed the RDS to correspond to the job content elements that are related to effective entry-level ESP performance. Established reference materials from the profession were used to identify 80 content elements grouped into content domains, sequenced in the order in which they are most typically performed.
Following a systematic and scientific process, the survey was created and then sent to employment professionals around the country. Upon completion of the study, the data was collected and analyzed. Means and standard deviations were computed for each of the content items. Combining the criticality and frequency means for each of the six content domains resulted in the basis for the exam content outline. The content outline was reviewed, revised (primarily by combining two of the domains for better balance), and finalized by a group of SMEs.
Following the approval of the content outline a diverse group of exam question writers were recruited and trained to submit questions for the exam. Questions were subsequently reviewed by additional SMEs before being assembled into an exam for a final quality check and review.
Following each administration of the exam, question statistics are calculated and reviewed along with candidate feedback to identify any concerns or areas for improvement. Inappropriate questions are removed from grading. Following this quality assurance step exam grading is finalized and score reports are issued to candidates.
The ESPCC oversees a continual process of question writing, review and evaluation to ensure that exam content remains up-to-date, accurate, and consistent with the content outline.
Is there training for the CESP™ Examination?
There is not a training program for the CESP™ exam. The CESP™ exam tests the ability to apply the practical knowledge required to work in supported employment settings to fictional scenarios. Any training program that enhances knowledge and experience that can generate positive employment outcomes will be beneficial for any candidate, although not necessary.
The ESPCC does not recommend or endorse any programs created with the intention to aid in exam preparation.
Is the CESP™ Certification only for APSE members?
The CESP™ certification is open to all employment professionals that meet the eligibility criteria.
What are the eligibility requirements to sit for the CESP™ Examination?
Candidates for CESP™ certification must meet all eligibility requirements in effect at the time of their application for certification.
Applicants for certification must meet all of the following requirements before they take the exam:
- Education Requirement: High school diploma, GED or equivalent;
- Experience Requirement: Each applicant must meet one of the following requirements:1 year of employment support professional (ESP) work experience, which may include up to a maximum of 3 months of internship or practicum time; or 9 months of ESP work experience with training component; and
- Code of Conduct: Each applicant must agree to and sign the Code of Conduct included in the application
What is the CESP™ examination fee?
The current exam fee is $159 per person.
When is the next exam in my area?
Click here to see a list of currently scheduled CESP™ Examinations.
What if I do not pass the exam?
Candidates who fail the exam may re-test at any future exam site. A new application and examination fee must be submitted for each exam attempt.
When will I find out my score?
Test scoring and processing takes approximately 6-8 weeks. After scores have been reported, candidates will receive a results letter and score report. Results are sent via US Mail and are not released electronically or over the phone. Candidates are encouraged to report ANY change to contact information including email address, mailing address and phone number. New CESP™ certificants will receive their certificate 3-4 weeks after results notification.
How do I maintain my CESP™ certification?
CESP™ certificants must renew their certification every 3 years by completing 36 CE credits and paying the recertification fee.
What if my recertification lapses and I want to renew it?
Recertification is mandatory for all CESP™ holders. If certification is not renewed it will expire on the last day of the month 3 years after the certification was last earned. Individuals whose certification has expired or been suspended or revoked may not represent him/herself as a CESP™ holder and may not use the credential until he/she receives official notice that the recertification requirements have been satisfied or that certification status has been reinstated.
If certification has been expired for 30 days or less, an individual may reinstate his/her certification by meeting all of the recertification requirements, submitting a complete recertification application, and paying the recertification fee. If the application is approved, the individual’s expiration date for the reinstated credential will be the same as if the certification had been renewed on time.
If certification has been expired for more than 30 days, an individual must reapply for certification, meet all eligibility requirements in effect at the time of re-application, and pass the examination.
If you have additional questions, please contact Aaron Robbins Wiseman, CESP™Certification Director at firstname.lastname@example.org or call APSE National at 301-279-0060.
If you are an employer and want more information about good workplace practices for all employees, including those with disabilities, the following resources can help:
Incentives & Return on Investment
- Job Accommodation Network (JAN)/Low Cost, High Impact
- Job Accommodation Network (JAN)/Tax Incentives
- Office of Disability Employment Policy (ODEP) Business Sense
- Business Case For Employing People With Disabilities available from AskEARN
- Disability.gov: Information for Small Business
Recruiting, Interviewing & Hiring
- Disability.gov: Recruiting & Hiring People with Disabilities
- Job Accommodation Network (JAN)/Employers’ Practical Guide to Reasonable Accommodation Under the Americans with Disabilities Act (ADA): Application and Interviews
- Job Accommodation Network (JAN)/ Accommodation Information by Disability
- Job Accommodation Network (JAN)/ Americans with Disabilities Act (ADA) Library
- Society for Human Resource Management (SHRM) Disability Employment Resources
- National Resource Directory Veterans Job Bank
- National Business & Disability Council/Services for Employers
- U.S. Business Leadership Network
- Workforce Recruitment Program (WRP) available from AskEARN
- The LEAD Initiative
- GettingHired.com: Employers
- America’s Heroes At Work
- Veterans Vocational Rehabilitation and Employment Service
- Professionals with Disabilities on LinkedIn
- DiversityInc Careers
- One More Way
- DisABLED Person
- State or Local Vocational Rehabilitation Agencies listing
- Each state typically has a governor-appointed board, committee, commission, or council that provides leadership to its efforts to improve employment opportunities for individuals with disabilities. Employers may contact these committees for information about state-specific resources available to help them recruit and retain qualified individuals with disabilities.
- Many states have Disability Employment Initiatives focused on developing new and ongoing partnerships to achieve seamless, comprehensive, and integrated access to services, creating systemic change, and expanding the workforce development system’s capacity to serve customers with disabilities and employers.
- Lawyers with Disabilities
Achieving Workplace Success
- Access to the 21st Century: Creating Technology and Accessibility through Innovation in the Workplace (VIDEO)
- Job Accommodation Network (JAN)/Information for Employers
- Disability.gov: Accommodations & Supports on the Job
- Job Accommodation Network (JAN)/Employers’ Practical Guide to Reasonable Accommodation Under the Americans with Disabilities Act (ADA)
- Job Accommodation Network (JAN) Interactive Process: Federal Sector
- Job Accommodation Network (JAN)/Accommodation Information by Disability
- Job Accommodation Network (JAN)/Searchable Online Accommodation Resource (SOAR)
- Federal Accommodation Programs
- Society for Human Resource Management (SHRM) Disability Employment Resources
- America’s Heroes At Work
- VetSuccess at Work
Retaining Valued Employees
- Job Accommodation Network (JAN)
- National Business and Disability Council (NBDC)
- Office of Disability Employment Policy (ODEP)
- Society for Human Resource Management (SHRM) Disability Employment Resources
- U.S. Business Leadership Network (USBLN)
Additional Links & Resources
McKINNEY, Texas – Ben Sunderman is a very focused young man.
He told WFAA, KSDK's sister station in Dallas, on Thursday that he has three goals before he turns 21: Get a Job, get strong, and have a girlfriend.
The latter two are still a work in progress. But the 19-year-old took a very huge step last week when he opened his mailbox.
"We waited Monday, Tuesday, Wednesday, and here I'm really nervous," his mother, Sharon, said.
It wasn't just any letter. It was an acceptance letter for an internship at Embassy Suites.
"I've never videotaped anything in my life!" she said.
But this moment needed it. In the kitchen, a 19-year-old with special needs learned his future. His mother shot Ben opening the letter and got the reaction on her cell phone camera.
"It took forever, because he was reading every single line of the letter, which is why I kept saying, 'Ben don't you get it?'" mom said.
You could tell Ben was savoring the moment, reading that acceptance letter word by word.
"He figured it out at the end. But there was this little delay. He puts the letter down and goes crazy," his father, Scott, said.
That moment was absolute bliss. On the cellphone video, Ben is recorded yelling "I got a job!"
Nicole Buvari of Embassy Suites sent that letter to 11 other students with special needs. Buvari tells News 8 that Frisco ISD partnered with the hotel to host 12 students with special needs to help them gain valuable skills. It's called Project Search.
"When I saw that… I'm so glad his parents taped it," Buvari said.
Ben's internship will start in August and will entail learning valuable skills in housekeeping, administrative services, and even in the banquet hall.
"[It will] Allow the opportunity for these young adults to gain independent living skills and employability," Buvari said.
Add that to the skills Ben already has. For one, it's giving people a reason to smile.
"You can't look at that video and not smile and be excited," his mom said.
So, two goals down, and one to go.
"So you got a year to find a girlfriend?" his dad said.
"Dad!" Ben responded.
HOW TO START A MOVEMENT-(Hint: it takes two.) Derek Sivers explains how movements really get started.
The March jobs numbers, released on Friday, were disappointing not only for the lower level of job creation, but for the continued decline in the labor force participation rate, the share of
Diana Furchtgott-Roth | 04/08/2015 |
The March jobs numbers, released on Friday, were disappointing not only for the lower level of job creation, but for the continued decline in the labor force participation rate, the share of Americans who are working or looking for work. The participation rate is now at 62.7 percent, equivalent to February 1978 levels.
The creation of 126,000 jobs in March was about half of what was predicted. This number will get revised because it is part of the Labor Department’s survey of establishments, which is not yet complete. The March job creation figure might even get revised back up to 200,000 by the time all the corrections, including annual benchmark revisions, are completed.
In contrast, the steady decline in the labor force participation rate will not get revised, although it may eventually reverse itself with changes in economic opportunities and incentives. The data are derived from a one-time survey of households that is only updated when population estimates are revised. Over the past few years, the trend has been only in one direction—down—despite steady but slow economic growth over the past few years.
As the graph shows, the labor force participation rate has declined for the past two months and is half a percentage point lower than a year ago. In its April 3 release, the Bureau of Labor Statistics stated, “The civilian labor force participation rate was little changed at 62.7 percent in March.” In its March release, BLS wrote, “The civilian labor force participation rate, at 62.8 percent, changed little in February.” But little changes all in the same direction add up.
Last year’s average labor force participation rate was 62.9 percent. If instead the rate were 66.2 percent, equal to the 2006 average, 8.2 million more Americans would have been in the labor force. The unemployment rate today, 5.5 percent, looks healthy because so many people have dropped out. If America had 2006 labor force participation rates with the same number of people employed, last year’s average unemployment rate would have been 11.4 percent instead of 6.2 percent.
The common story for the shrinkage in the labor force is that baby boomers are retiring. But the labor force participation rate for workers over 65 years old was 18.6 percent last year, almost 2 percentage points higher than the level of 15.4 percent in 2006.
The biggest concern is the share of men ages 25 to 54 years old who no longer are in the labor force. These men have generally finished school and have not yet retired. In 2006, 91 percent of prime-age men, as they are known, were in the labor force. In 2014 the share was 88 percent. Controlling for demographic shifts, three million fewer men are in the labor force now compared with seven years ago.
Women have always had a lower labor force participation rate than men because some prefer to stay home to look after children. Historically, about 25 percent of women work part time. The share of women ages 25 to 54 years working or looking for work has declined to 74 percent last year from 76 percent in 2006. That adds up to 2.6 million fewer women in the labor force.
The share of young people working has also declined. The labor force participation rate for workers ages 20 to 24 years old was 75 percent in 2006 compared with 71 percent last year. That is 800,000 fewer young workers.
Similarly, the labor force participation rate for workers ages 16 to 19 years old was 34 percent last year, compared to 44 percent in 2006. Controlling for demographic shifts, that adds up to 400,000 fewer teens.
These young people are not in school training for better careers. According to Census Department data, the percentage of 16- to 24-year-olds enrolled in high school, college, or university has barely changed over the past decade, rising from 56 percent to 57 percent.
With broader eligibility for government-provided food stamps, health care, and disability benefits, it has become more advantageous for some people to stay home than to work. At the same time, increases in the minimum wage and burdensome regulations have made it harder for employers to hire. The combination has led to fewer Americans working, slower GDP growth, and more pressure on the federal deficit and entitlement programs.
The solution is to move the provision of welfare benefits back to the states, who can better evaluate which residents need help. Whenever possible, regulations should be left to the states so that these rules can be better streamlined and adapted to geographic and demographic circumstances.
Pundits can bemoan the low level of jobs created last month. But the greater problem is Americans who have left the labor force during the recession and show no signs of returning.