Approximately one-third of the working age population of persons with visual disabilities is employed. Recent federal legislation stressed the importance of VR services to assist employed persons with disabilities retain or advance in employment, but we know little about employed VR applicants.
OBJECTIVE:
This study sought to identify and contrast characteristics and services received by VR consumers with visual disabilities based on employment status at application.
METHODS:
VR cases from fiscal year 2015 were analyzed using logistic regression. The sample included 4,586 competitively employed applicants and 9,643 unemployed applicants.
RESULTS:
Competitively employed applicants tended to be White non-Hispanic, older, more educated, and less likely to have non-cognitive disabilities. Competitively employed applicants tended to receive on-the-job supports, rehabilitation technology, counseling and guidance, technical assistance, and diagnosis and treatment.
CONCLUSIONS:
Competitively employed applicants with visual disabilities have different characteristics and service patterns from unemployed applicants. VR counselors can anticipate applicants’ service delivery needs based on their employment status while considering individual goals and circumstances. Future research regarding job retention for competitively employed applicants who are blind or have low vision appears warranted.
Bureau of Labor Statistics. (2016). [Unpublished data tables of specific disability questions in the Current Population Survey, 2015 Annual Averages]. Washington, DC.
3.
ChanF., RumrillP. D. (2016). Characteristics of people with disabilities receiving assistive technology services in vocational rehabilitation: A logistic regression analysis, Journal of Vocational Rehabilitation45(1), 63–72.
4.
ChiuC., SharpS., PfallerJ., RumrillP., CheingG., SanchezJ., ChanF. (2015). Differential vocational rehabilitation service patterns related to the job retention and job placement needs of people with diabetes, Journal of Vocational Rehabilitation42, 177–185.
5.
CruddenA., FiresonC. (1997). Employment retention after vision loss: Intensive case studies. The Rehabilitation Research and Training Center on Blindness and Low Vision at Mississippi State University. Retrieved from: http://www.blind.msstate.edu/research/nrtcpublications/download/
6.
DuttaA., GerveyR., ChanF., ChouC., DitchmanN. (2008). Vocational rehabilitation services and employment outcomes for people with disabilities: A United States study, Journal of Occupational Rehabilitation18, 326–334.
7.
GibbsW. (1990). Alternative measures to evaluate the impact of vocational rehabilitation services, Rehabilitation Counseling Bulletin34, 33–43.
8.
GiesenJ. M., CavenaughB. S. (2012). Transition-age youth with visual impairments in vocational rehabilitation: A new look at competitive outcomes and services, Journal of Visual Impairment & Blindness106(8), 475–487.
9.
GiesenJ. M., HierholzerA. (2016). Vocational rehabilitation services and employment for SSDI beneficiaries with visual impairments, Journal of Vocational Rehabilitation44(2), 175–189.
10.
HerndonG. (1995). Contrasting characteristics of blind and visually impaired clients achieving successful and unsuccessful job retention. Final report. The Rehabilitation Research and Training Center on Blindness and Low Vision at Mississippi State University. Retrieved from: https://eric.ed.gov/?q=herndon+blind&id=ED391320
11.
HopeR. C., RiceB. D. (1995). Strategies to enhance job retention and career advancement in rehabilitation. Arkansas Research and Training Center in Vocational Rehabilitation University of Arkansas. Retrieved from: http://files.eric.ed.gov/fulltext/ED403692.pdf.
KochL. C., RumrillP. D., ConyersL., WohlfordS. (2013). A narrative literature review regarding job retention strategies for people with chronic illnesses, Work46, 125–134.
LeonardR., D’AlluraT., HorowitzA. (1999). Factors associated with employment among persons who have a vision impairment: A follow-up of vocational placement referrals, Journal of Vocational Rehabilitation12, 33–43.
16.
McDonnallM. C., O’MallyJ., CruddenA. (2014). Employer knowledge of and attitudes toward individuals who are blind or visually impaired as employees, Journal of Visual Impairment & Blindness108(3), 213–225.
17.
O’ConnorR. J., CanoS. J., TorrentaL. R., ThompsonA. J., PlayfordE. D. (2005). Factors influencing work retention for people with multiple sclerosis: Cross-sectional studies using qualitative and quantitative methods, Journal of Neurology, 252, 892–896.
18.
Rehabilitation Services Administration. (2013). Reporting manual for the case service report(RSA-911). Washington, DC: U.S. Department of Education.
19.
Rehabilitation Services Administration. (2014). Rehabilitation Act as amended by WOIA: An overview. Presentation to the Council of State Administrators of Vocational Rehabilitation. Miami, FL. Retrieved from: http://www2.ed.gov/policy/speced/leg/rehab-act-as-amended-by-wioa.pdf
RoesslerR. T., BoltonB. (1985). Employment patterns of former rehabilitation clients and implications for VR practice, Rehabilitation Counseling Bulletin28, 179–187.
22.
RumrillP. D., KochL. C., WohlfordS. (2013). Job retention strategies for individuals with multiple sclerosis, Journal of Vocational Rehabilitation39, 127–135.
23.
RumrillP. D., SchuylerB. R., LongdenJ. C. (1997). Profiles of on-the-job accommodations needed by professional employees who are blind, Journal of Visual Impairment & Blindness91(1), 66–77.
24.
SikkaA., StephensB. (1997). Intervention practices in the retention of competitive employment among individuals who are blind or visually impaired. The Rehabilitation Research and Training Center on Blindness and Low Vision at Mississippi State University. Retrieved from: http://www.blind.msstate.edu/research/nrtc-publications/download/
