Random Thoughts for a Summer Day

From the "For What It's Worth" Department.....A few random thoughts that recently invaded the otherwise vacant space inside my skull:

Ø Didn't every Senator and Representative sitting in Congress take some kind of oath pledging to uphold the Constitution and protect the best interests of the United States?  Then how is it that 26 Senators (26 %) and 161 Representatives (37 %) could possibly think that it was in this nation's best interest to go into default on our credit obligations?  That is exactly what they implied by voting "NO" on the Debt Ceiling Compromise legislation at the midnight hour on August 1 and 2.  Seems to me that impeachment procedures would be in order for each of these 187 whining adolescents who think that the word "compromise" is the unpardonable sin.  All I can say is: I hope these poor saps aren't married.  I have yet to see a marriage succeed without mutual compromise.

Ø Along that same line, possessing a driver's license is a privilege.  It is not a right.  One must prove the ability to drive safely and the maturity to respect all traffic laws.  Therefore, if somebody had the courage to propose legislation that a person convicted of Driving Under the Influence (DUI) of either alcohol or any illegal substance would automatically be barred from possessing a driver's license for, say, five years minimum, I would be supportive of it.  If they caused a fatal accident while driving under the influence, a lifetime ban from sitting behind the wheel would be in order.  For comparison, Pete Rose is banned, for life, from any association with major league baseball.  This includes a lifetime ban from membership in the sacred shrine known as the Baseball Hall of Fame.  Why?  Because he is accused of having placed wagers on baseball while manager of the Cincinnati Reds.  For the record, Pete Rose has more career hits in professional baseball than any other athlete in the history of the game.  That, in itself, should give him an automatic ticket to Cooperstown.  Yet he is banned for life - - and he was never even convicted, only accused.

Ø I live in the heart of Pennsylvania Dutch Country.  Every day as I drive to work I see between 6 and 12 horse-drawn Amish or Mennonite carriages, as they refer to them.  We "English-speaking" people usually refer to them as buggies.  This is accompanied by another 6-8 plain Mennonites on bicycles.  Then I get to repeat the experience on my way home in the late afternoon.  To some it is a foolish and irrational obstruction; a traffic accident begging to happen.  But I have to tip my hat to the "plain people".  They are among the bravest humans I know.  I don't think I could ever have the courage to be at the reigns of a horse that is pulling me in a flimsy carriage while we are pulling out into maddening traffic on PA 23 or US 322.  Sadly, too many drivers around here have no respect for these neighbors of ours.

Ø One more thought on driving..... How can a person own a car without any auto insurance?  In Pennsylvania a car owner has to disclose their auto insurance carrier on their annual registration renewal application.  Now, I am no genius, but if they cannot list any insurance how can they possibly receive an valid registration?  Doesn't anybody check to see if the policy that is listed is in fact current and genuine?  Duh......

 

Ø For years I have joked that I wish I could be a meteorologist (aka a weatherman).  It’s the only job I know of where you can be wrong 70 % of the time and come back the next day with a perfectly believable explanation as to why you were wrong.  Well guess what?  I was wrong!  I finally thought of another job with an even poorer success performance:  BASEBALL!  Think of it:  a great baseball hitter today is one who has a batting average of .300.  That means they make an out 70 % of the time.  In other words, they FAIL 70 % of the time.  How difficult is it to only fail 70 % of the time in baseball?  Apparently its pretty tough.  The Philadelphia Phillies currently have the best record in all of the Major Leagues  (I just had to point that out, since I am a big Phillies Phan!) yet they only have two batters as of this writing who have failed less that 70 % of the time.  23 of the 25 players on the team are hitting below .300.  And the two who are above that mark?   Newly acquired Hunter Pence is batting .347 (34.7 % success rate) and Shane Victorino is batting .312 (31.2 % success rate).  And people are calling this the greatest Phillies Team of all time???  Maybe success is measured by the salaries these guys make!

Ø Another baseball thought: Last summer Roy Halliday pitched only the second perfect game in the long, one hundred and twenty-eight year history of the team.  Yet I propose to you that there is no such thing as a perfect game in baseball.  For the record, baseball rules declare a pitcher's efforts to be "perfect" if he only faces 28 batters and he successfully gets all 28 of them "out".  No runs, no hits, no walks, no errors, no hit-batsman - - nothing.  Yet in the truest sense of the word, no game is perfect because to date, no pitcher could possibly throw a strike every time.  Yet anything less than this would have to fall shy of perfection.  For comparison, take a look at bowling.  A perfect game at the "alley" is defined as 12 strikes - - or a score of 300  (there's that number again!!)  There is no room for errors.  Every time you release the ball it goes exactly where you want it to go and it is a strike.  Every pin falls down every time.  Absolutely no margin for errors.  That's perfection.  Yet a so-called perfect game in baseball involves an untold number of balls as opposed to strikes.  Even though he may not have walked the batter by pitching a total of four balls during the "at bat", still he did not throw the ball exactly to where he wanted.  In other words, there is a small margin of error permitted.  Hence, I declare there is no such thing as a truly "Perfect" game in baseball.

Everyone Wins With Customized Employment

I consider myself to be blessed beyond measure.  God has called me into a ministry that brings me a tremendous sense of joy, satisfaction and reward.  Every day I wake up and go to work wondering "What will this new day bring?"  I am never disappointed.

My position description tells me I am a Job Development Specialist.  In reality, however, I am part scout, part negotiator, part teacher, and mostly a friend.

I have the privilege of working with men and women who have a variety of disabilities.  The nature of their disability may be developmental, intellectual, emotional or physical.  In many cases it is a combination of two or more of these.  I work for a private vocational rehabilitation agency that teaches these persons work skills and habits that will lead to employment.  Specifically, my responsibility is to find jobs for those of our census who are ready to move out of our training facility and into the public work force.  I am rather new at this position, ironically entering the field as the current economic recession has been eating away at jobs in general.  That's just part of the challenge!

The problem is huge.  While the unemployment rate nationwide hovers around 9 %, the rate of unemployment among the developmentally disabled is 74%.  Those with emotional disabilities have an estimated 85 % unemployment rate.  The overall unemployment rate for disabled Americans is just under 80%.  That is just unacceptable.

The process of finding a job for the disabled person used to be called "Competitive Employment."  The sound of that term was both a bit threatening and to some degree, misleading.  The job search process is somewhat competitive for any individual - with or without a disability.  Thus "Competitive Employment" does not accurately speak to the disabled community in a unique way.

Some prefer the phrase "Supported Employment".  This may be more accurate, at least in the early stages of one's employment.  Often the candidate is accompanied by a Job Coach who teaches the new skills and expectations to the individual, showing them how to perform at an acceptable level of work.  Yet there is a sense in which "Supported Employment" suggests that the individual is not capable of performing the job requirements without help.  Again, this is a distorted image.

More recently the phrase "Customized Employment" has been used to describe the disabled laborer.  I like it.  This is a label I can latch on to.  It speaks of the uniqueness of these valuable employees while recognizing that such uniqueness requires a few special considerations to ensure success.  To the uninformed such customizing may seem like a bothersome task.  Some may even think it will prove to be financially ineffective.  However, my experience shows just the opposite is true.  Customized Employment typically results in a win-win situation for all.

It would be impossible for me to describe the many facets of Customized Employment within the confines of this post.  Nevertheless, I will attempt to present an idea of how it works.

As the name would suggest Customized Employment is built around the individual who is seeking a job.  The gifts, talents, abilities, strengths and skills of the individual must be carefully identified.  Likewise, the specific limitations, inabilities and needs of the person cannot be ignored.  In some cases environmental concerns must be addressed.  For example, a person with Attention Deficit Disorder (ADD) will, through no fault of his own, be easily distracted from his work.  This does not mean he cannot work successfully and be equally productive as another employee.  But he may need a customized work space.  Perhaps a cubicle would prove helpful; or a table facing a wall rather than the main work floor or a window.  It’s a simple problem that can easily be overcome with a little thought and planning.

Another candidate may be extremely sensitive to noise.  A simple set of ear plugs or earphones may be the difference between success and failure. 

There are those whose mobility is impaired.  In such a case the Job Development person may need to suggest that a chair be provided - possibly to include castors - or that the work be arranged in such a way as to limit the need to move around.  A little creativity can go a long way.  All it takes is a thorough knowledge of the employee, the work requirements, and a little imagination.

Now the question that many employers may have is obvious.  "Why should I take steps to change the work environment for one person and not others?"  This is a valid question.  Addressing it honestly and directly can prove to be an important tool to gaining access.  To begin with, Customized Employment offers some advantages that cannot be matched by conventional hiring processes.  Chief among these is a built in training program that does not cost the employer anything, in most cases.  I am talking about the presence of a Job Coach.  Typically, Customized Employment utilizes a Job Coach who works side-by-side with the new employee, teaching them how to do their task and making sure that it is done correctly.  The Job Coach serves as a tutor and a product inspector in one.  He or she does not do the actual work.  Rather this person oversees the new employee to provide a quality assurance that typically is missing.  Errors are caught early and bad habits corrected before they become ingrained.  This is surely advantageous to any employer.

Another function of the Job Coach is to answer questions that the new employee may have.  If the Coach does not have the answer he/she can get it while the employee continues to work.

Perhaps the biggest contribution a Job Coach can offer is the ability to facilitate communication between employer and employee.  If one or the other has a concern or if an issue needs to be addressed the Job Coach can do so in an effective, smooth manner.  I can't speak for all agencies but in my position we continue to monitor the success of each person we place in Customized Employment for as long as necessary.  This calls for routine visits to work sites long after the candidate has been weaned from the presence of a daily Job Coach.  We require a minimum of monthly reports for each employee we have placed.  These reports include an assessment by the Job Coach as well as the employer.

Such long-range follow up spells success and builds trust and appreciation on the part of all parties.  I have yet to meet an employer who has regretted hiring a disabled person.  A sampling of comments I have received include...

·        "We are completely satisfied with the work"

·        (The employee) is such a delight to work with.  Everyone here loves to work with him."

·        "We have learned a lot from working with her.  Her attitude and enthusiasm is rubbing off on all of us."

·        "This is working out well for everyone involved."

·        "Yes, I would highly recommend (this person) to anyone for employment."

These are just a few actual comments from satisfied employers, but they represent the consensus.  As a general rule of thumb the disabled employee will prove to be highly conscientious, easily motivated, dependable, loyal, and eager to learn.  They offer a refreshing spirit in this age of selfish, irresponsible behavior.  These people know what it is like to be unemployed or under-employed.  They have been on the receiving end of prejudice and unwarranted comments.  They have struggled with one rejected application after another.  When given the chance they are motivated to prove themselves worthy.

If we were to be honest with ourselves we all harbor some degree of disability.  Perhaps it’s the lack of a skill or training.  Most of us would not qualify to be a CDL Driver, for example, as such a job requires a special driver's license which can only be received after specialized training.  I, for one, have been plagued with back problems for the past 35 years which limits the types of jobs that I could apply for.  Anything involving too much lifting is out of the question.  As the Apostle Paul once wrote:

            "We have different gifts according to the grace given us.  If a man's gift is prophesying, let him use it in proportion to his faith.  If it is serving, let him serve; if it is teaching, let him teach; if it is encouraging let him encourage;  if it is contributing to the needs of others, let him give generously;  if it is leadership, let him lead diligently; if it is showing mercy, let him do it cheerfully.  (Romans 12:6-8  NIV)"

Paul understood we are each created in a unique way.  Everyone of us has a number of strengths and a few weaknesses.  We cannot all excel at every undertaking, thank goodness.  So we seek jobs that match our interests and abilities.  We "customize" our search to a greater or lesser degree.  So it is for the disabled person, too.  And while their situation may be accompanied by a few complications, it also provides some valuable opportunities as well.  When this is recognized and embraced it is a winning proposition for all.

This post only touches on the topic of Customized Employment at an introductory level.

Much more could, and should, be said.  I expect to expand the discussion in the future.

One phenomenon that has great potential is the use of volunteer positions and internships.

Lord willing, I am planning to address that in my next post.  Stay tuned! 

And as always, please feel free to share your thoughts and comments below.

Blessings,

gdg