An alternative approach to employment for people with deaf-blindness

American Rehabilitation, Spring, 1989 by Barbara Hausman

Several years ago, HKNC expanded its traditional personal adjustment training curricula to include community-based employment training in a unique "Work Experience Program" (WEP). Formalized a year ago, the program exposes clients to a variety of realistic work settings in local communities and now incorporates the principles and practices of supported employment, stressing the need for intensive and perhaps ongoing support. Some clients have had little or no job experience. Others, who already understand the subtleties and expectations of the workplace, need to explore new opportunities, develop new skills or learn to deal with the adjustment of hearing and/or visual deterioration or loss.

The center's WEP Coordinator, Dennis Brady, first meets with the client to consider vocational goals and review pertinent background information. A situational assessment may be made in a work experience on campus - in bookkeeping, food service, braille proofreading, and teacher's aide, to name a few. The client's abilities, aptitudes and personal preferences are essential. Armed with these facts and cognizant of the job market outlook, the coordinator matches the client with a community job off campus.

The community "work providers" are typical of most employers. They have no special communication skills, they've never hired an employee who is deaf-blind and are often resistant, but the jobs are typical positions that anyone would perform.

Each match is unique, as are the preparatory work and the required strategies for support systems. Usually, the coordinator prospects sites looking for challenging jobs, always networking and using contacts where possible.

The following case example illustrated HKNC;s WEP:

* Carment Rios, a resident of California, is deaf and visually impaired. She has good writing skills and a knowledge of English. The Long Island district Social Security office needed assistance in processing some 3,000 monthly applications. After a site visit to determine of the physical working environment was suitable, the WEP coordinator met with the key people who would interface with Ms. Rios. Then they met with Ms. Rios, with Mr. Brady as interpreter. A Social Security employee, who later assigned and verified Ms. Rios' work, first taught Mr. Brady the tasks. Acting as job coach, he instructed Ms. Rios in four specific tasks involved in alphabetizing applications by date and returning them to her co-worker. Simple adjustments were made to accommodate glare from large exterior windows. Mobility training focused on routes to her worksite in the building, to the restrooms and to the lunchroom. Assertiveness training encouraged Ms. Rios to communicate her needs to others. After five supportive sessions at the office, Ms. Rios was able to negotiate on her own. HKNC provides transportation. According to District Manager Anita Jankowski, "Carment is terrific. She has a positive attitude toward her work and works very hard. She has definitely been an asset to us."