In December 2010, there were 25,788 individuals in West Virginia receiving both SSI and SSDI benefits. Click here for the very similar 2010 version of this post and here for the 2009 version of this post, which briefly describes the "perfect Plan to Achieve Self-Support (PASS) potential" of SSI/SSDI beneficiaries. The average PASS totals about $7,000/year, which means that there is potentially $180,516,000 available for these beneficiaries to use towards a work goal.
Some West Virginia PASSes:
Resource Ownership
College
Training
Self-Employment (still in negotiations with PASS Cadre)
Determining a Vocational Goal
Over the life of these PASSes (assuming the self-employment PASS will be approved), over $90,000 of additional resources will be set aside by these individuals for use towards a work goal.
In the Iowa New Entrepreneurs video, below, Nic and Lori both used PASS to help fund their business start-ups.
Thursday, December 1, 2011
Sunday, September 25, 2011
My Medicaid Matters
MY MEDICAID MATTERS!
My medicaid matters...... That is the message that was being shouted through the streets of Washington D.C. on September 18th, 19th , 20th and 21st. Over 250 people from ADAPT chapters all over the country came to Washington to voice their concerns about possible cuts to medicaid. The group marched through the streets of D.C., to the white house where they held a rally. People with and without disabilities talked about what medicaid means to them.
Medicaid not only pays for healthcare. It also pays for medication, wheelchairs, and other medical equipment for people with disabilities, the elderly and people with low income. Medicaid provides services such as personal care, respit and supported employment. Many people with disabilities need support to be able to live and work in their communities. Medicaid helps provide those supports. Without those services, some people may not be able to get out of bed in the mornings, take a bath, or even go to the bathroom. Without these services, many people with disabilities could be forced leave their homes and communities and move into nursing homes. ADAPT spoke out about their need for medicaid and, how the cuts would impact their lives.
Monday, September 19th, the group marched to one of the capitol office buildings. ADAPT members stopped by the offices of two Super Committee members to demand that Representative Camp, Representative Hensarling and other Republicans agree to support the "millionaire's tax;" and provide ADAPT with an opportunity to testify before the entire Super Committee regarding ADAPT's proposals for real Medicaid reform and eliminating the institutional bias.
Once in the building, ADAPT activists split up, some going to Camp's office and others to Hensarling's. Some people chanted as they lined up along the walls in hallways while others entered the offices. Everyone was chanting "My mediciad matters!". 54 people were arrested that day. Most of which were people with disabilities. They were charged with unlawful entry. Adapt members say, this charge pales in comparison to the many people who have died in institutions and others who will end up in institutions if their services are cut.
Tuesday morning, ADAPTers were ready to go again. Many people did not sleep at all because they were awaiting their brothers and sisters to return home from jail. As each person came out of the jail they were greeted by many others clapping an screaming for them. Every one of them was treated as a hero when exiting the police station. The last person was released from jail at 9:30am. The next march started at 10am. The group marched to the Hart building, which houses many senetors. Again, the over 250 people chanted all the way. When entering the building, some people went to the 3rd, 5th and 7th floors while most stayed on the ground level and made a circle around a large sculpture. ADAPT wanted to be heard by the Senetors. The chanted "My medicaid Matter" until they were finaly silenced by police.
Wednesday was the day of the big rally. Over 90 organizations sponsored the rally. There were close to 1,000 people there, from all over the country. They all came to the capitol to tell their congressmen that "My medicaid matters". They were joined by a few members of Congress: Senator Tom Harkin, and Senator Bernie Sanders. Howard Rosenblum of the National Association of the Deaf, spoke. CIL directors spoke. Illinois' Secretary of Health and Family Services spoke, as did the mayor of DC. Elaine Kolb sang. Labor unions were there. Three different religious leaders in the disability community offered words of hope. Rahnee Patrick and Bruce Darling of ADAPT emceed.
This event was about the people who depend on Medicaid services to live and work in the community.
If you want to learn more about ADAPT or get more information about this event, go to ADAPTs website.
Tuesday morning, ADAPTers were ready to go again. Many people did not sleep at all because they were awaiting their brothers and sisters to return home from jail. As each person came out of the jail they were greeted by many others clapping an screaming for them. Every one of them was treated as a hero when exiting the police station. The last person was released from jail at 9:30am. The next march started at 10am. The group marched to the Hart building, which houses many senetors. Again, the over 250 people chanted all the way. When entering the building, some people went to the 3rd, 5th and 7th floors while most stayed on the ground level and made a circle around a large sculpture. ADAPT wanted to be heard by the Senetors. The chanted "My medicaid Matter" until they were finaly silenced by police.
Wednesday was the day of the big rally. Over 90 organizations sponsored the rally. There were close to 1,000 people there, from all over the country. They all came to the capitol to tell their congressmen that "My medicaid matters". They were joined by a few members of Congress: Senator Tom Harkin, and Senator Bernie Sanders. Howard Rosenblum of the National Association of the Deaf, spoke. CIL directors spoke. Illinois' Secretary of Health and Family Services spoke, as did the mayor of DC. Elaine Kolb sang. Labor unions were there. Three different religious leaders in the disability community offered words of hope. Rahnee Patrick and Bruce Darling of ADAPT emceed. This event was about the people who depend on Medicaid services to live and work in the community.
If you want to learn more about ADAPT or get more information about this event, go to ADAPTs website.
Thursday, September 22, 2011
Discovery Continued...
As we continue on with Discovery, we are working with the job seeker to find out what their vocational themes are. We try to narrow their themes into three categories, yet broad enough to cover various employment opportunities within the vocational theme. The themes are not job descriptions. They are a large umbrella of topics that represent an accumulation of many jobs, environments, skills/task sets, and interests.
The job seeker we are working with is interested in vehicles. He has pinpointed his interests about vehicles into detailing the vehicles. After attending several informational interviews about vehicle detailing, the job seeker obtained a work site which will allow him to explore his vocational theme. The manager of the detail shop explained that he wants the job seeker to learn the tasks required of this position from the ground up. Since he has began his new work trial experience, the job seeker has been washing vehicles using a pressurized water hose, washing the vehicle with a sudsy brush, rinsing the vehicle off, and drying the vehicle. He has also cleaned the tires, and the windows inside and out. (See the attached video of our job seeker working in the car wash/detail shop.) The shop manager explained what chemicals to use in each process. He has also vacuumed out the vehicles.
Because of discovering what the job seeker’s vocational theme is, he has had the opportunity to find out if this is the type of work he wants to do for a living. Detailing is just one area under the vocational theme of vehicles. There are many other areas we can explore if the job seeker desires to go in a different direction. The job seeker is adjusting to this new work site and is learning skills that he didn’t have before. He has gained self confidence and social skills and has adapted to his environment. Aren’t these the qualities that make a good employee?
The job seeker we are working with is interested in vehicles. He has pinpointed his interests about vehicles into detailing the vehicles. After attending several informational interviews about vehicle detailing, the job seeker obtained a work site which will allow him to explore his vocational theme. The manager of the detail shop explained that he wants the job seeker to learn the tasks required of this position from the ground up. Since he has began his new work trial experience, the job seeker has been washing vehicles using a pressurized water hose, washing the vehicle with a sudsy brush, rinsing the vehicle off, and drying the vehicle. He has also cleaned the tires, and the windows inside and out. (See the attached video of our job seeker working in the car wash/detail shop.) The shop manager explained what chemicals to use in each process. He has also vacuumed out the vehicles.
Because of discovering what the job seeker’s vocational theme is, he has had the opportunity to find out if this is the type of work he wants to do for a living. Detailing is just one area under the vocational theme of vehicles. There are many other areas we can explore if the job seeker desires to go in a different direction. The job seeker is adjusting to this new work site and is learning skills that he didn’t have before. He has gained self confidence and social skills and has adapted to his environment. Aren’t these the qualities that make a good employee?
Thursday, September 8, 2011
Stereotypes...
All of us have heard the common stereotypes, some positive, some negative. All African Americans are good athletes. All Asian-Americans are good students. White men can’t jump. A deaf man could never be a great musician. A blind man could never become a great piano player. Though some basic roots of stereotypes may lie in truth, today’s versions are far more complicated and distorted. It is best to treat one on his or her merit and not on that of his ancestry, ethnicity, or disability. Many stereotypes may be perpetuated by self-fulfilling prophecies. This happens more often than we like to believe. Our support systems play a large role in determining the person we develop into, and stereotypes can have a large influence on this outcome. We always have our mold-breakers, such as Ray Charles, Beethoven, and Helen Keller, but imagine how many more we would have if we were all willing to set aside those stereotypes we all subconsciously apply to people. Everyone’s support system would grow, leading to endless possibilities. The rule of thumb is “do not judge a person by any stereotype, even when you think the stereotype might have a kernel of truth". Everyone deserves a fair shake in life, regardless of ancestry, ethnicity, disability, or any other area you can categorize someone into. How about this stereotype: A man with Cerebral Palsy can never learn how to kick a football. Let me introduce you to NFL Coach Doug Blevins.
Tuesday, August 9, 2011
Learning Discovery
As a new Career Counselor, I am in the process of learning “Discovery.” I have had the opportunity of working with job seekers who have a variety of interests regarding their career fields – what they are most interested in working at, what skills and talents they currently have, and what the future might hold for them. According to The Job Developer’s Handbook, “Discovery” provides an ideal foundation for any person-centered planning approach that focuses on employment. This process identifies facets of the job seekers such as: 1) the conditions necessary for successful employment based on the job seeker’s complexities and individual preferences; 2) the job seeker’s employment interests that provide a direction to specific segments of the labor market; and, 3) the potential contributions that the job seeker might offer to employers. The starting point in learning “Discovery” begins with the individual, rather than job openings in the labor market. The strategy of “Discovery” is getting to know the job seeker – what are their interests, their talents, and their skills. Job seekers’ contributions are offered as a proposal to employers rather than have the job seeker accept random job descriptions.
Once we have gotten to know the job seeker’s interests, one of the steps in implementing “Discovery” includes the job seeker visiting an employment site they are interested in. One of the job seekers we have been working with is interested in detailing cars. We found a site in his local community that was willing to allow our job seeker the chance of performing this type of employment. As you can see from the videos, our job seeker was thoroughly delighted in having this opportunity. The job seeker experienced first-hand the requirements of this type of work – the physical demands, what chemicals to use, how much time it takes to complete one vehicle, and working with other employees at the site. A site visit also allows us to address clear needs of the employer and allows us to see the job seeker’s current capacity, potential job tasks, and what is expected to perform at work, with training, supports, and accommodations as necessary.
The use of “Discovery” is an indication that professionals are starting with the job seeker before dealing with the demands of the labor market. “Discovery” provides a powerful, essential picture of the strengths, needs, and interests within the complex life of each job seeker, especially those with significant disabilities. The concept allows the use of recognized qualitative research procedures to be used, one person at a time, while avoiding the traditional evaluation and testing tools that so often exclude persons with significant disabilities. By using this approach, we as human service professionals, are able to get beyond the surface level responses and behaviors that are often relied upon to describe the interaction between job seekers and employment professionals. Because of one employer’s willingness to work with our job seeker, he benefited in the experience of detailing vehicles, while we were blessed with the opportunity to show him that we care about him as an individual – what his interests are, where his skills and talents lie, and what his future may hold for him.
The Job Developer’s Handbook, Practical Tactics for Customized Employment, Cary Griffin, David Hammis, and Tammara Geary, 2007, Paul H. Brookes Publishing Company.
Once we have gotten to know the job seeker’s interests, one of the steps in implementing “Discovery” includes the job seeker visiting an employment site they are interested in. One of the job seekers we have been working with is interested in detailing cars. We found a site in his local community that was willing to allow our job seeker the chance of performing this type of employment. As you can see from the videos, our job seeker was thoroughly delighted in having this opportunity. The job seeker experienced first-hand the requirements of this type of work – the physical demands, what chemicals to use, how much time it takes to complete one vehicle, and working with other employees at the site. A site visit also allows us to address clear needs of the employer and allows us to see the job seeker’s current capacity, potential job tasks, and what is expected to perform at work, with training, supports, and accommodations as necessary.
The use of “Discovery” is an indication that professionals are starting with the job seeker before dealing with the demands of the labor market. “Discovery” provides a powerful, essential picture of the strengths, needs, and interests within the complex life of each job seeker, especially those with significant disabilities. The concept allows the use of recognized qualitative research procedures to be used, one person at a time, while avoiding the traditional evaluation and testing tools that so often exclude persons with significant disabilities. By using this approach, we as human service professionals, are able to get beyond the surface level responses and behaviors that are often relied upon to describe the interaction between job seekers and employment professionals. Because of one employer’s willingness to work with our job seeker, he benefited in the experience of detailing vehicles, while we were blessed with the opportunity to show him that we care about him as an individual – what his interests are, where his skills and talents lie, and what his future may hold for him.
The Job Developer’s Handbook, Practical Tactics for Customized Employment, Cary Griffin, David Hammis, and Tammara Geary, 2007, Paul H. Brookes Publishing Company.
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