This study examined effects of person-centered planning on career choice and employment outcomes attained by 83 supported employees. Choice was measured by analyzing degree of match between employees' career preferences and their current employment. High and moderate levels of preference match were attained by 72 (83%) of employees studied. Wages and length of employment did not differ significantly by level of match. These employment outcomes tended to favor employees in high and moderate match groups, however. Implementation and evaluation issues related to person-centered planning were further examined through a focus group of service providers. Responses identified measuring effectiveness of person-centered planning, supporting training and commitment of service providers, collaborative problem solving, and continuous process improvement as issues requiring further research.
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