Rethinking Management Information Systems for Scaling up Employment Outcomes (original) (raw)
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Case Studies: Employment Data Systems : Florida's Agency for Persons with Disabilities
2009
The increasing emphasis on government accountability at the state and federal levels has increased interest in and use of outcome data. Moreover, research has found that high performing states in integrated employment generally have a clear and visible data collection system that provides individual outcome data (Hall et al, 2007). But what are the most important elements in designing and using a system? Stakeholders have raised questions regarding creating effective data collection systems, identifying variables with the most utility for influencing policy, and using data as a strategic planning tool. This series is intended to shed light on the successes and challenges of day and employment systems across several states and to provide strategies for other states as they examine their own data collection systems and their impact on their employment priorities for individuals with intellectual and developmental disabilities (ID/DD).
Journal of Applied Research in Intellectual Disabilities, 2019
BackgroundThe aim of this study was to identify, extract, summarize and list the features of applied cognitive technology used to support employment‐related outcomes for people with intellectual and developmental disabilities.MethodThematic analysis was employed on a published research base of 41 studies obtained through a larger scoping review of the literature on the same topic.ResultsThe thematic analysis identified 109 technology features categorized into 14 main categories of features, which were grouped into three over‐arching categories, Output, Input and General Features. The majority of the studies comprised “Output” features with “Audio” features being the most frequent category. Studies using more sophisticated technology incorporated a wider range of features and a larger number of references.ConclusionsFurther investigation regarding the association of specific technology features with the enhancement of various cognitive functions will assist the decision making and te...
Use of welfare technology to increase employment of individuals with intellectual disabilities
2018
Welfare technology can be applied to increase the involvement and independence of individuals with disabilities. While it is mainly applied for elderly, there are also initiatives for persons with intellectual disabilities, for different purposes. This group is currently marginalized in the labour market and there is a need to increase the support for employment. In this study, we provide an overview of previous literature reviews on intellectual disability and employment. Based on these findings, we discuss in which areas welfare technology could support employment of individuals with intellectual disabilities. The results show that employer attitudes, job coaches and support programs are important for employment. Drawing on prioritised areas within welfare technology, we recommend to study how technology can be supportive within these areas, focusing on social inclusion in working life, a structured working life and public service delivery.
This brief discusses outcomes of a study that investigated the employment and job search practices used with individuals with mental retardation to those used with individuals with mental illness, sensory impairments, and physical impairments. Survey participants included 568 employment staff and 303 individuals with disabilities from community rehabilitation providers, independent living centers, and state vocational rehabilitation agencies. Findings indicate: (1) individuals with mental retardation were less actively involved in their job search than individuals with other disabilities; (2) staff used more individualized job search strategies such as job restructuring, job matching, and job accommodations for individuals with mental retardation; (3) more traditional job search strategies such as offering subminimum wage and having the employee on the agency payroll instead of the employer's were used more frequently with individuals with mental retardation than other disabilit...