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Corp disability consulting port orchard april 2016


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Monica Meyer, corporate disability consultant, presents a corporate job development program for adults with autism.

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Corp disability consulting port orchard april 2016

  1. 1. Hmmm! Corporate Disability Consultant City Port Orchard New Amendment of Section 503 of the Rehabilitation Act Autism and Intellectual Disabilities
  2. 2. Adults with Autism in Port Orchard, WA  Did you know that Port Orchard is home to many children and adults with autism?  The prevalence of Autism according to the CDC:  1980 – 1 to 2 in 10,000 births  1990 – 1 in 2,500  2000 – 1 in 500  2010 – 1 in 175  2014 - 1 in 42 for boys  Those born in 21 years ago have now reached adult age while the prevalence was 1 in 2,500. There is a tsunami coming. An estimated half a million children with autism will become adults in the next eight or so years. Autism Speaks
  3. 3. Adults with autism have lower employment rates than people with other disabilities  Two-thirds of young people with autism had neither a job nor educational plans during the first two years after high school.  Young adults with autism were less likely to be employed than their peers with other disabilities:  58% of young adults with autism employed in comparison to the 74% percent of young people with intellectual disabilities, 95% with learning disabilities, and 91% with a speech impairment or emotional disturbance. A longitudinal study published by the A.J. Drexel Autism Institute - 2014 Need Work!
  4. 4. A.J. Drexel Autism Institute reports Social Isolation for Adults with Autism  Many adults with autism lack social support  The study found that 1 in 4 young people with autism was completely isolated — meaning he or she had not seen or spoken with friends in the past year.
  5. 5. We can make a difference! Adult Autism - Higher Quality of Life were associated with:  Having an occupation;  Having leisure activities in community;  Having community access;  Being more independent;  Making own decisions;  Having opportunities available from which decisions can be made;  Having practical support from other people;  Having emotional support from other people.
  6. 6. Customized Employment  A flexible process designed to personalize the employment relationship between a job candidate and an employer in a way that meets the needs of both.  An individualized match between job candidate and needs of the employer building on:  Strengths  Conditions  Interests  Customized Employment utilizes an individualized approach to employment planning and job development — one person at a time . . . one employer at a time.
  7. 7. City of Port Orchard: What would employment look like for an Adult with Autism?  Job Customization: Some of the job tasks of current workers are reassigned to a new employee with autism. This allows the current worker to focus on the critical functions of his/her job (i.e., primary job responsibilities) and complete more of the central work of the job.  Job Customization typically takes the form of job creation, whereby a new job description is negotiated based on current, unmet workplace needs.  Job carving: An existing job description is modified — containing one or more, but not all, of the tasks from the original job description.  Job sharing: Two or more people share the tasks and responsibilities of a job based on each other's strengths.
  8. 8. Public Works Jobs  City sidewalk weed removal  Power washing water waste treatment center  Inventory and stocking Public Works Vehicles  Landscape maintenance: some can use power tools, others adapted hand tools, etc.  Port Orchard City Hall  City Parks  Hiking trails
  9. 9. M Meyer Consulting, Inc. Autism and Assistive Technology  Corporate Disability Consultant  Specializing in the implementation of the new amendment of Section 503 of the Rehabilitation Act  Takes a “Business First” approach!  Develop support plans that meet a company’s need  Help businesses develop internal strategies and units to work effectively and efficiently by applying “The 5 Lean Principles”
  10. 10. Taking the business first approach, using “Lean Principles!”  Lean manufacturing and production principles emphasizes 5 basic business supports:  Specify what creates value from the customers perspective  Identify all the steps along the process chain  Make those processes flow  Make only what is pulled by the customer  Strive for perfection by continually removing wastes
  11. 11. How did “Lean Principles” get started?  Lean manufacturing was developed after WWII by the Japanese auto industry, specifically Toyota to compete with US auto giants (Ford, General Motors and Chrysler) Toyota would have to work smarter.  Lean manufacturing is simply a continuously progressive way of producing what the customer wants, when they want it, at a price they are prepared to pay and using least resource.
  12. 12. How can “Lean Principles” benefit my company?  Until the 1990's Lean Principles were only in the automotive industry, but has since spread to:  Aerospace, general manufacturing, consumer electronics, healthcare, construction and more recently, to food manufacturing, namely “Starbucks”  “Lean Principles” applies to every business, even yours!
  13. 13. So let’s move into the New Amendments to Section 503 of the Rehabilitation Act of 1973?  How does this amendment effect your business?  How does a business, contractor, employer meet these new regulations?  How can M Meyer Consulting, Inc. help you implement these new regulations?
  14. 14. Office of Federal Contract Compliance Programs (OFCCP): Meeting and Implementing Your Section 503 of the Rehabilitation Act  On August 27, 2013, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs announced a Final Rule that makes changes to the regulations implementing Section 503 of the Rehabilitation Act of 1973, as amended at 41 CFR Part 60-741.  Section 503 prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities and requires these employers to take affirmative action to recruit, hire, promote, and retain these individuals.
  15. 15. Office of Federal Contract Compliance Programs (OFCCP): Meeting and Implementing Your Section 503 of the Rehabilitation Act  The Final Rule strengthens the affirmative action provisions of the regulations to aid contractors in their efforts to recruit and hire Individuals with Disabilities and improve job opportunities for individuals with disabilities.  The Final Rule also makes changes to the nondiscrimination provisions of the regulations to bring them into compliance with the ADA Amendments Act of 2008.
  16. 16.  The Final Rule was published in the Federal Register on September 24, 2013, and becomes effective on March 24, 2014.  However, current contractors with a written affirmative action program (AAP) already in place on the effective date have additional time to come into compliance with the AAP requirements.  The compliance structure seeks to provide contractors the opportunity to maintain their current AAP cycle. Office of Federal Contract Compliance Programs (OFCCP): Meeting and Implementing Your Section 503 of the Rehabilitation Act
  17. 17. Highlights of the New Rule of Section 503 of the Rehabilitation Act  The Final Rule establishes a nationwide 7% utilization goal for qualified Individuals With Disabilities.  Contractors will apply the goal to each of their job groups, or to their entire workforce if the contractor has 100 or fewer employees.  Contractors must conduct an annual utilization analysis and assessment of problem areas, and establish specific action- oriented programs to address any identified problems.
  18. 18. Who is Covered Under the Amended Section 503 of the Rehab Act of 1973?  Section 503 requires employers with federal contracts or subcontracts that exceed $10,000, and contracts or subcontracts for indefinite quantities (unless the purchaser has reason to believe that the cost in any one year will not exceed $10,000), to take affirmative steps to hire, retain, and promote qualified individuals with disabilities
  19. 19. How can M Meyer Consulting, Inc. help you?  Our first priority, “meet the business needs first!”  Develop support plans that:  Meets the company needs for workers throughout the company’s “Job Groups”  Help businesses comply, meet and Implement Section 503 of the Rehabilitation Act  Introduce workers who experience Autism and Intellectual Disabilities into company job groups to meet their business needs
  20. 20. Why Focus on Autism and Intellectual Disabilities?  Autism, the fastest growing developmental disability in the world.  According to the Center for Disease Control (CDC) the increase and prevalence of Autism is staggering:  1970 - 80s:1-2 in 10,000 births  1990: 1 in 2,500 births  2000: 1 in 150  2008 to 2013: 1:88 (boys 1:54)  There is a great probability that many of your current employees know of or have a loved one with autism in their life
  21. 21. Adults with Autism Spectrum Disorders  Young Adults on the Autism Spectrum Face Tough Prospects for Jobs and Independent Living  For young adults with autism spectrum disorders (ASDs), making the transition from school to the first rites of independent adult life, including a first job and a home away from home, can be particularly challenging
  22. 22. Adults with Autism Spectrum Disorders  Two newly published studies show stark situations for securing employment among young adults on the autism spectrum, compared to their peers with other types of disabilities.  That’s where M Meyer Consulting, Inc. comes in!
  23. 23. Training Staff and Gaining Talented, Loyal Employees  M Meyer Consulting, Inc. takes special efforts to train staff members who are on the autism spectrum and their job supports specialists with Autism specific, research based, best practice strategies and supports.  We understand and support individuals with Autism by meeting their employment needs.  We train and support individuals with autism to overcome possible employment challenges, to become efficient, high quality employees.
  24. 24. National Examples: Walgreens Program  Like many innovations that have led to success for people with disabilities, the new model for Walgreens' distribution centers began with a family story. J. Randolph Lewis, Walgreens Senior Vice President for Distribution and Logistics, has a son with autism.  Lewis watched his son's difficult transition from school to workplace, aware of the high unemployment rate and the lack of challenging jobs available for people with disabilities.  Read more at: http://www.disability- s.php4
  25. 25. Example: OfficeMax Maxing Out Diversity Program  The work training partnership, part of the OfficeMax Maxing out Diversity program, is designed to provide work training and create career opportunities for individuals with disabilities who otherwise may experience significant barriers to employment, said Scott McKenzie, director of operations for the OfficeMax Power Max distribution facility in Las Vegas  Read more about OfficeMax at: ews.php?id=454&title=DETR%20and%2 0OfficeMax%20Partner%20to%20Train% 20People%20with%20Disabilities
  26. 26. Example: Project SEARCH High School Transition Program  Project SEARCH was developed at Cincinnati Children's Hospital Medical Center, a research environment that fosters visionary thinking and innovation. It all began in 1996, when Erin Riehle was Director of Cincinnati Children's Emergency Department. Erin felt that, because the hospital served individuals with developmental disabilities, it made sense that they should commit to hiring people in this group. Read more about Project Search: ESSES.aspx
  27. 27. Kennewick, WA Example:  Teachers Insurance and Annuity Association and College Retirement Equities Fund purchased a massive apple orchard in Washington state as an investment, managers discovered that (then) workers would often not show up to work or had been drinking.  "We needed a better workforce, people who really wanted to do the work," says Heather Davis, senior managing director and head of global private markets for the Fortune 100 financial-services organization.  The company took an unconventional turn: It decided to focus on hiring employees with autism for its Fruits of Employment program.  "People with disabilities have a lot more potential than people give them credit for," says Deb Russell, manager of outreach and employment services at Walgreens. The drugstore-chain giant, based in Deerfield, Illinois, was an early adopter of workers with autism. fruitful-results-when-hiring-autistic-workers
  28. 28. M Meyer Consulting, Inc. Autism, Technology and Employment (ATE) Example: Autism, Technology and Employment Habitat for Humanity ReStore  This project was developed in collaboration with M Meyer Consulting, Inc., Clark County (Vancouver, WA) Developmental Disabilities and two Community Supported Employment Providers  Applied “LEAN Production Principles”  Designed work stations  Visually coded
  29. 29. Functional Steps M Meyer Consulting, Inc. takes working with Employers  Identify the needs with the employer: jobs, tasks, etc.  Identify workers that meet job opportunity  Put workers in the right positions that meet their interests, talents and skills  Train and support workers with autism based on job procedures  Assess and identify the need for assistive technology and implementation  Incorporate quality control mechanisms to maintain the company’s product integrity  Develop and maintain communication with Company’s HR and worker
  30. 30. Why Should Businesses Invest in Disability Worker Opportunities?  Direct access to the large and growing labor and customer pool of persons with disabilities  Ongoing Support services that meet individualized business needs  Access to a set of valuable, customized business consulting services  Development of internal strategies that foster diversity and business growth  Support from disability experts
  31. 31. Hiring People with Disabilities Makes Good Business Sense!  Large, untapped labor pool  Lower turnover  Reduced recruiting costs  Fewer absences  Good performance  Good safety record  No impact on medical & insurance costs  An ethical, socially responsible thing to do
  32. 32. Look Again  Look again at the fastest growing labor and customer niche market in this country = the disability community  Look again at the last untapped labor pool in the country to prepare your company to successfully find workers as the economy bounces back  Look again at the cost savings and incentive creation through strategic recruiting in the disability community  Look again at enhancing your diversity & supplier diversity programs by adding people with disabilities to the mix  Look again at a community that contains 1 in 5 Americans
  33. 33. Think “Quality – Diverse” Work Force  For more information on how we can serve your business employee needs, contact us to set up an appointment with you at: M Meyer Consulting, Inc. Monica Meyer, President 360-904-8938