Preference: The Missing Link in the Job Match Process for Individuals without Functional Communication Skills

Abstract

Although choice plays an important role in the quality of one's life, people with disabilities usually do not get to make choices that may affect Job success. This article presents results of a pilot study designed to use nonverbal preference/nonpreference indicators and a work variables assessment procedure to build choice into the Job match process for individuals with autism and mental retardation for whom communication is severely limited. A replicable strategy is outlined to help school and adult service providers assess preferences of individuals who do not reliably make choices because of lack of experience and/or functional communication skills. This approach adds two unique dimensions to the Job match process. First, the use of the work variables assessment expands the traditionally limited focus of the Job match process to include all types of jobs or environments that share a similar typography, thereby leading to greater diversity of employment options for the individual. Secondly, incorporation of preference into the Job match of people with severely limited communication skills may provide longitudinal benefits including enhanced Job satisfaction of consumers, an increase in successful Job matches with employers, and successful outcomes for employment training programs. Preliminary data are presented which suggest diverse preference patterns and relationships to task acquisition. The work preference assessment process and results provide practitioners and state rehabilitation agencies with a useful alternative to traditional vocational evaluation batteries which have limited applicability for individuals with severe disabilities.