Disability Program Navigator FAQ

Disability Program Navigator

• What is the primary function of an Integrated Resource Team?

  Members of an IRT work together to identify and strategize how their combined services and resources will benefit and support a job seeker’s employment goals, while the job seeker himself/herself will also have responsibilities in order to contribute to reaching his/her employment goals.

• Does a Disability Program Navigator ever meet directly with a job seeker with a disability?

  Yes. However, it is not possible for a Navigator to have a caseload and still spend sufficient time on systems relationship building. CareerSource center staff may ask for problem solving help with a particular individual and the Navigator may meet with the job seeker but should not be expected to assume case management responsibilities.

  Ideally, a Navigator meeting with a job seeker will always include center staff and/or other partners so that the Navigator can serve as a model and a resource to staff and job seekers as opposed to a one-on-one service provider or referral service to the job seeker.

• What is an Integrated Resource Team?

  An Integrated Resource Team (IRT) brings together public and private sector representatives at the local CareerSource center level to improve communication and collaboration that results in enhanced coordination of services and supports for a job seeker with a disability.

• Do I need to have an Interagency Committee in order to have Integrated Resource Teams?

  No. The most important elements to have in order to promote the IRT model as a viable option for a job seeker with a disability are widespread knowledge of existing resources in the local/regional community and strong partnerships with local/regional organizations.

  • As different types of services and resources are needed for each individual IRT, Navigators can invite partners whom they or the CareerSource centers have formed relationships with during outreach and collaboration.
  • Potential IRT members can also be recruited from many of the other committees that Navigators are involved with, such as a group that focuses on transitioning youth, mental health, or adult literacy. Ultimately, the IRT will be composed of direct service providers and supports that have services and resources that can help the job seeker attain their employment goal.

  There may also be a need to develop a relationship with a new agency or program out of a job seeker’s need for their particular services/resources in an IRT plan.

• How does the Integrated Resource Team model differ from and/or incorporate aspects of the Person Centered Planning model?

  In comparison to the IRT approach, Person Centered Planning (PCP) involves much more intensive and personalized steps that take place at the beginning of the employment process using a toolbox of PCP methods. The tools used in PCP help individuals with disabilities to choose their own pathways to success. Three stages to PCP include:

  • A thorough self-assessment and a personal profile created by the individual using self-assessment techniques and tools such as MAPs and Path
  • An exploration of the types of jobs that fit the individual’s personal profile
  • Putting the PCP into action to achieve the identified work goal

  (Source: Cornell University, ILR School)

  The workforce development system does not generally have the resources and/or capacity to perform the full range of person centered planning strategies for job seekers coming in for employment services. However, PCP may be a part of some individuals’ employment process with other agencies represented on the IRT. Examples of differences between PCP and IRT include:

  PCP focuses on the exploration phase of employment, whereas IRTs focus on a team approach to supporting an individual in obtaining and maintaining employment.

  Some job seekers may have an employment goal in mind prior to working with an IRT, whereas other job seekers will determine their work goal through the PCP process with other agencies (i.e., VR, Supported Employment Provider, and Mental Health Case Manager).

  The work goal of the IRT could, in some cases, be the result of a self-assessment done as part of a PCP completed by either the individual him/herself or with the help of one or more of the partners in an IRT.

  IRT members are likely to be limited to service providers who work as needed with the individual and will not include the full spectrum of people from a job seeker’s life that could be connected to a “Circle of Support”, which is part of the PCP process.

  If the IRT is unsuccessful in assisting the job seeker meet his/her work goal, a PCP could be initiated at that point to re-assess the situation and explore possible variations on the work goal using PCP tools and strategies.

  There may be some job seekers using an IRT who may not need to access any of the tools and strategies involved with PCP, since they may already have their work goal in mind and the training and/or work experience they need to be matched with an existing job independently. What these jobseekers are looking for is enhanced resource coordination and improved collaboration between the various disability and workforce agencies in order to secure successful employment and any needed supports and resources to maintain that employment, which is what the IRT can offer.

  (Source: US Department of Labor, Office of Disability Employment Policy, October 19, 2007)

• Can an Interagency Committee be beneficial to an Integrated Resource Team?

  An Interagency Committee can be quite helpful, although it is not necessary or required to have one to use IRTs. If an Interagency Committee already exists in a local/regional area that focuses on systems collaboration and improving employment for individuals with disabilities, it can serve as a strong foundation for the IRT model. Navigators may introduce the IRT model to their local/regional Interagency Committees, which offers the opportunity to discuss it with many of the leaders from the disability, workforce and community systems who are members.

  • The Interagency Committee may work together to decide as representatives of a local/regional community how to introduce the IRT model to their agency staff and begin to implement it.

• How does the Integrated Resource Team model differ from the Customized Employment model?

  The IRT model is designed to engage cross-agency participation for an individual with a disability within the CareerSource center. Customized Employment involves individualizing the relationship between job seekers and employers in ways that meet the needs of both. The Customized Employment model uses a specific set of tools and processes in order to achieve the desired employment outcome. Four key elements of Customized Employment include:

  • meeting the job seeker's individual needs and interests,
  • using personal representatives to assist and represent the individual,
  • negotiating successfully with employers, and
  • building a system of ongoing supports for the job seeker.

  (Source: DOL/ODEP 2007)

  The workforce development system does not generally have the resources and/or capacity to perform the full range of Customized Employment strategies for job seekers coming in for employment services. Navigators and CareerSource centers who are using the IRT approach to collaborate with partners to better serve an individual job seeker with a disability may engage in some elements of Customized Employment. However, the IRT model will not use or need all of the comprehensive tools and structured process that Customized Employment offers. For example:

  As part of the IRT process a jobseeker may work one-on-one with their Vocational Rehabilitation Counselor, CareerSource center Intensive Case Manager, or another counselor to discuss his/her strengths, skills, perceived barriers, and likes/dislikes to help explore their individualized employment options.

  An initial step within the IRT approach could include the job seeker taking a skills aptitude survey to learn more about what kinds of jobs may make a good match.

  Some job seekers utilizing an IRT may have a Job Coach from Vocational Rehabilitation or a representative from another one of the community based partners on the IRT represent them on a job interview to help explain the support services offered to the candidate and employer, as well as help to negotiate certain job duties and or accommodations on the job.

  Within other IRTs, the job seeker may choose not to disclose their disability to potential employers and work with their IRT members ‘behind-the-scenes’ on how to best accommodate themselves on a job.

  There may also be job seekers using an IRT who may not need to access any of the elements involved with Customized Employment, since they may be already trained or experienced and ready to be matched with an existing job independently. What these job seekers are looking for is enhanced resource coordination and improved collaboration between the various disability and workforce agencies in order to secure successful employment and any needed supports and resources, which is what the IRT can offer.

• What is the difference between an Integrated Resource Team and an Interagency Committee?

  An IRT focuses on the needs of a specific job seeker with a disability and coordination of resources to address those needs. An Interagency Committee focuses on systems coordination, problem solving and collaboration for more effective services to jobseekers with disabilities.

  • An Integrated Resource Team consists of a team of representatives that come together based on the identified needs of an individual jobseeker with a disability. Members of an Integrated Resource Team:
    • May be initially identified by the jobseeker, the Navigator, and/or CareerSource center staff.
    • Are brought together as a “team” to improve communication and collaboration of services across agencies, and support the jobseeker with a disability in obtaining and maintaining employment.
  • An Interagency Committee (e.g., disability action team/interagency coalition/accessibility work group) may include representatives from the disability and workforce communities, business sector and other community agencies who come together to explore the most effective employment services for people with disabilities. An Interagency Committee:
    • Includes members such as the Navigator, staff from the CareerSource center and local workforce investment board, mandated and non-mandated partners (e.g., Vocational Rehabilitation, Mental Health, Mental Retardation/Developmental Disabilities, State Commissions for the Deaf and for the Blind, Social Security, and Medicaid) and representatives from community-based organizations such as Independent Living Centers, faith-based agencies, and local community college offices for students with disabilities.
    • Typically meet on a regular basis to build a support system at the local or regional level through systems collaboration.

  Serves as a means to regularly communicate, problem solve, and work together to improve employment outcomes for people with disabilities.

• Is the Disability Program Navigator becoming a case manager?

  Absolutely not. The evolving vision of the Navigator strengthens the focus of CareerSource center staff to problem solve and identify resources from other systems to meet an individual job seeker’s needs. An IRT provides more options to bring representatives from other systems directly into planning and implementation of strategies individualized and responsive to a job seeker’s needs and preferences. As a facilitator and a resource, a Navigator:

  • is not expected to spend their time in the CareerSource center with individual cases to manage.
  • has important responsibilities to build relationships with other service delivery systems, the disability and employer communities, and the Social Security field offices and Work Incentive Planning and Assistance projects.
  • is always continuing to improve access and meaningful participation of job seekers with disabilities in the center through training and problem solving with staff.

  Every member on an IRT, with the exception of the Navigator, will most likely have a case file for the job seeker that includes paperwork, case notes and other documents specific to that particular agency. This includes the Intensive or Training Case Managers or Counselors at the center who are members of the IRT, who will most definitely keep a file for the job seeker on the services delivered.

• What is the overall goal of introducing the Integrated Resource Team model?

  The overall goal is to help the CareerSource centers and other community agencies to see the benefit of this kind of resource collaboration and to implement it as a regular option for serving job seekers with disabilities.

  • The Navigator may lead the first IRT meeting to model the approach and to help set up a system of communication between all members so that they may move forward in working together on their own.
  • The Navigator may ask the group for a volunteer to take the leadership role (it may be the job seeker). The IRT lead agrees to ensure ongoing communication and to bring all members back together if problems arise or additional problem-solving is needed.

  The IRT may be a culture shift for many communities and agencies, and this can take time. However, as coordination of services improves and more individuals with disabilities become employed, this culture shift can happen.

• What is the role of the Disability Program Navigator related to the Integrated Resource Team?

  The Navigator serves as the facilitator by helping to build understanding within the One-Stop Career Center of the added possibilities of another level of support for a jobseeker with a disability through the option of an Integrated Resource Team (IRT). The role of the Navigator as facilitator may include:

  • Helping to explain the option of working with an IRT to the jobseeker, to ensure he/she is in agreement of needing this type of resource coordination and understands the benefits, including the sharing of information between various systems and agencies.
  • Working with One-Stop Career Center staff and the jobseeker to identify needed resources and reaching out to agency representatives who may serve on the IRT.
  • Facilitating the first IRT meeting, explaining the IRT concept of improving coordination of services, and leading the group discussion to ensure that the following subjects are covered, (among others that are relevant to each jobseeker):
    • The jobseeker shares employment goals and any barriers to employment.
    • IRT representatives share eligibility requirements and available resources.
    • Agreement by all IRT members, including the jobseeker, to regularly communicate with each other (exchange of contact information).

  Agreement by all to follow-through with what each IRT member promises to do(resources/funding provided by agency representatives; personal responsibility by jobseeker).

• What does a Disability Program Navigator do who is serving multiple workforce investment areas?

  There are, in some states, regional Navigators, responsible for serving multiple centers and a large geographic area. It is important for these Navigators to identify opportunities to create Interagency Committees and, where possible, encourage the use of IRTs in the workforce investment areas they serve.

  • In some areas, the Interagency Committees may already exist. In these cases, a Navigator may introduce the concept of an IRT as an option for improved service coordination and increased employment for people with disabilities. Each committee may then decide to implement this model and lead the efforts as a group.
  • In other cases, the Navigator may offer more intensive training to an Interagency Committee, a regional workforce investment area, and/or to mandated partners so they may lead the efforts to implement the IRT option in their local areas.

  The Navigator should always help educate other stakeholders on the role and purpose of the DPN initiative to improve communication and collaboration among multiple service delivery systems including CareerSource centers. With limited resources, each system will better meet its goals by working with other agencies and funders. The sum of the parts of a seamless system has more possibilities for success than each system struggling separately. The Navigator can help Interagency Committee members to identify common goals to promote self-sufficiency and how they can work together to overcome identified barriers to valued outcomes.

• Who might participate on an Integrated Resource Team?

  Each IRT is made up of representatives from community organizations and partner agencies that meet the specific employment related needs of an individual. Team members are chosen based on the services that are needed to address any identified barriers to employment. Each job seeker that may benefit from this kind of intensive resource coordination will come with a unique set of needs. IRT members may reflect many of those that participate on Interagency Committees including representatives from the Workforce Investment system, Vocational Rehabilitation, the Mental Health System, Public Education partners (e.g. transition programs), Ex-Offender Program, Community Work Incentives Coordinators (from the Work Incentive Planning and Assistance program), supported-employment service providers, community colleges, the Center for Independent Living, the local housing or transportation system, TANF agency and Veterans programs. 

• Does an Integrated Resource Team function differently than an Interagency Committee?

  The focus of an IRT is on the individual level. As a result, team members and participation on an IRT would likely change in response to unique jobseeker profiles, needs, and perceived barriers. Additionally, the duration of time during which an IRT comes together to meet and coordinate services is extremely flexible and depends upon the specific needs of the individual jobseeker.

  Interagency Committees focus on system level challenges that are identified as barriers to achieving employment outcomes for jobseekers with disabilities. These committees may identify solutions at a system level to impact policy changes, improve coordination of service delivery, and increase the blending/braiding of funds to share the cost of supports for jobseekers with disabilities. The ultimate goal is to improve employment outcomes for individuals with disabilities in a local community or region. Membership on an Interagency Committee is more consistent and on-going than it is in an IRT, which is created for a specific jobseeker.