“Work as a Priority”Principles and Practices for Employing People with Psychiatric Disabilities who

are Homeless

Gary ShaheenAdvocates for Human Potential, Inc.

262 Delaware Ave.Delmar, NY 12054

518-475-9146, ext. 243gshaheen@ahpnet.com

“RJ”

PRINCIPLES FOR BUILDING MOTIVATION Motivation as a State not a Trait: it can

change over time and be influenced Ambivalence is Good: Tease out both

sides, help tip balance towards change “Resistance” is not a Force to be

Overcome-Roll with it Focus on Person as Ally, not Adversary Recovery, Change and Growth are

intrinsic to being Human Remember that People who have suffered

many losses may relinquish hope to survive

Homelessness and Choosing, Getting and Keeping a Job

Distrust is common Focus on immediate needs Co-occurring disabilities Learned helplessness Functional limitations Cognitive limitations Illiteracy Communication deficits Physical/emotional trauma Poor self-esteem Fragmented or inadequate

services/supports

Mobility Skills mismatch Legal issues: custody

convictions, judgements, probation

Lack of personal documentation

Child care Transportation Earning disincentives Lack of permanent

address and phone # Lack of hope

“If you have had any of the major mental illness…”© Mimi Kravitz 1997

You have strength You can cope You have patience You possess spirituality and hope You have courage You have humility You have imagination

“If you have been hospitalized, you…”© Mimi Kravitz 1997

You have survival ability You can tolerate pain You can deal with the unknown You have interpersonal skills

“If you have survived hearings for SSI, Food Stamps, etc…”© Mimi Kravitz 1997

You have anxiety tolerance You can organize documentation You can negotiate systems You can persevere

“If you have taken medication..”© Mimi Kravitz 1997

You can handle risk You can adapt to adverse

conditions You can compensate for induced

physical disability You might have gained some

knowledge of introductory chemistry

Our Challenges……. Will RJ likely to appear at your One-Stop

and are you prepared to serve him? Do we know enough about those who

serve him now to build a partnership that: Helps him become an independent user Addresses his complex issues Augments our resources Helps us meet our outcome criteria Results in his employability, retention,

advancement

“Breaking the Cycle”Trust-building is fundamental

Recognize/utilize personal strengths

Recognize and address complex needs

Affirm personal dignity and self-worth

Reinforce personal responsibility, choice and empowerment

Adapt vocational approaches to meet needs

Provide comprehensive, long-term supports

A New Paradigm Shifting staff assumptions Avoiding lengthy prerequisites and rigid

sequencing Taking people’s desires seriously Flexibility Supportive environments “No fail” orientation Recognize that recovery is possible

Role Recovery is….

Obtaining and sustaining a valued role as a: Worker Friend Homeowner/tenant Partner, etc

By overcoming personal losses, setbacks, obstacles, and limitations

Obtaining the skills needed to perform that role

Using natural and professional supports as needed

Worker Role Recovery-Two Dimensions

INSIGHT DEVELOPMENT

Identify values preferences, choices

Prepare for change Honest self-

assessment Trust in self and

others Hope for the future

SKILL DEVELOPMENT

Setting work goals Testing work

preferences Evaluating skills and

supports against goals Skills Teaching: tasks

and work habits Support Service

planning

Program-Level Challenges Lack of knowledge,

experience “Paradigm paralysis” Readiness prerequisites Ethnic/cultural sensitivity Milestone disparity Role disparity Funding inadequacy or

fragmentation Lack of coordination,

communication Promising more than can

be delivered

Fragmentation-funding sources, priorities, roles, criteria, etc

Stigma and misconception

Lack of resources Consistent training

across systems Best practices

dissemination

Service System Challenges

Some Strategies……… Use in-house resources for

low-impact jobs “on demand”

Redefine work readiness Provide wrap-around

services supporting work Interagency coordination Intra-agency coordination Cross-training Blended funding More seats at the “table” Involve food pantries,

shelters, etc. in employment services planning

Continuum of Employment

EXPERIENCE

EXPOSURE

EVALUATION

CHOOSE

GET

KEEPCHOOSE

GET

KEEPCHOOSE

GET

KEEP

No Wrong Door to Employment”

MOTIVATION AND AWARENESS

(At Engagement, Drop-In Center, Shelter, etc).

Skills, Interests Assessment

SUPPORTED OPTIONSIn-house jobsSocial enterprisesDay laborVolunteer workReadiness servicesCognitive remediation

FAST TRACK OPTIONSCompetitive Job SearchCompetitive Job PlacementJob SupportTraining and education

ONGOING CONTACT WITH JOB

SPECIALIST

RETENTION, CONTINUOUS ASSESSMENT &

ADVANCEMENT SERVICES

© Advocates for Human Potential 2003

Common Themes

Jobs that people want Standing offer of work Entrepreneurial approaches Clear & reasonable expectations Flexible outcomes Redefine failure No arbitrary time limits Hire consumers as staff Cultural competence Employment, housing, treatment Literacy, cognitive remediation, physical

wellness

Developing Collaborations: The Key to Service System Integration

Identify and include key stakeholders Identify and secure new resources Develop clarity on priorities, barriers,

opportunities and outcomes Market the mission Adapt or adopt programs to meet

need Reaffirm, widen, support the

collaboration

19 Tools for Successful Collaborations (Winer, M. & Ray, K. 2001)

History of collaboration Collaborative group seen as

community leader Favorable

political/social/funding conditions

Mutual respect, understanding, trust

Appropriate representation Collaboration=self-interest Ability to compromise Members share in both

process and outcome Multiple layers of decision-

making

Flexibility Development of clear roles

and policy guidelines Adaptability Open and frequent

communication Established informal and

formal communication links Concrete, attainable goals

and objectives Shared vision Unique purpose Sufficient funds Skilled convener

LAMP Village527 S. Crocker, Los Angeles, CA 90013 (213) 488-0031

Drop-in Center/Crisis Shelter Lamp Lodge-50 unit permanent housingVILLAGE INDUSTRIES:- Linen Services- Public Laundromat- Public Showers &Toilets 1/3 of staff are consumers

Employs 35 people per day

“COACH” Comprehensive Opportunities to Assist Consumers who are Homeless

HUD Supportive Housing Program

Housing: 16 scattered site single apartments rent stipends & grant for furnishings

Support Services: 1 FTE case manager

Employment: Jobs in Social Enterprises or competitive jobs. Job coach for employee & time-limited wage stipends

Chicago Christian Industrial League (Chicago, Il.)

Landscape Services Training Program

75 Trainees per season $3.5 mil. Revenues Niche contracts Partnership with Service Master

COMMUNITY VOCATIONAL ENTERPRISES 1425 Folson St., San Francisco, CA 94103 (415) 544-0424

Training and employment for persons with mental illness& other people withdisadvantages

Service Master Partnership Transitional employment in

4 agency-run businessesProfessional development seminars

Support services/Case management Enrolls +200 persons/year. 50-70 persons

employed at any one time

Top 10 “To-Do’s”/”Who Does?”

NATIONAL LEVEL Data gathering/analysis-

what is the problem? Guidance on connecting

to BLNs, WIBs, One-Stops Interagency Committee

on Employment TA Center-Resource

Clearinghouse Flexible outcome and

funding guidelines

LOCAL LEVEL Include service recipients

in program planning Make work a priority in

agency mission and practice

Commit to local partnerships and collaborations

Develop flexible outcome measures

Hire, train, support staff with needed competencies

If One-Stops Works For All….

Reaffirm, communicate the mandate

Recognize our limitations

Provide training Develop partnerships &

collaborations Ensure easy, ongoing

access to TA/support “Market the Message”

Document success Set best

practice/fidelity standards & measures

Process for ongoing technology transfer

Assign leadership-address turf issues

Ensure ongoing customer inclusion

Innovate-create!

Keys to Success Belief Motivation Skills Resources Support Resilience Creativity

=EQUALS:

…The same characteristics we see in many of the people we are trying to serve.

Good Luck!© Advocates for Human Potential 2003