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Customized Employment Strategies

Customized employment means individualizing the employment relationship between employees and employers in ways that meet the needs of both. It is based on an individualized determination of the strengths, needs, and interests of the person with a disability, and is also designed to meet the specific needs of the employer.

It may include employment developed through job carving, self-employment, or entrepreneurial initiatives, or other job development or restructuring strategies that result in job responsibilities being customized and individually negotiated to fit the needs of individuals with a disability. Customized employment assumes the provision of reasonable accommodations and supports necessary for the individual to perform the functions of a job that is individually negotiated and developed. - Federal Register, June 26, 2002, Vol. 67, No. 123 pp 43154-43149


Michael Callahan Topic: Customized Employment - Going Beyond Supported Employment Towards the Generic Workforce System
Topic: Customized Employment
Presenter: Michael Callahan
Marc Gold & Associates and Employment for All

Customized Employment FAQs
by Cary Griffin, Dave Hammis & Tammara Geary
Questions should be directed to Cary e-mailing him at cgriffin@griffinhammis.com

Fact Sheet on Customized Employment - This fact sheet answers questions about the process of Customized Employment. It explains if Customized Employment is considered "real" employment and what is a customized job.

The Contradictions of Leadership: Making Customized Employment Work -By Cary Griffin & Dave Hammis, Griffin-Hammis Associates, LLC

Business ownership, and other Customized Employment options, do not happen by accident. Creating inventive career opportunities with consistency and quality requires leaders and management systems dedicated to redirecting funds, rethinking policy, changing practices, truly engaging consumers and families, forging partnerships with the public and private sectors, and investing in staff competency and retention far beyond traditional community rehabilitation practice. In this paper, Griffin and Hammis offer Ten Contradictions as a starting point in re-thinking our roles as leaders; leaders at all levels of an organization, and in various circumstances including at work, in our families, our communities, and in the world at large. Word | Text

 

This website was developed by T-TAP, funded by a cooperative agreement from the U.S. Department of Labor, Office of Disability Employment Policy (Number E 9-4-2-01217). The opinions expressed herein do not necessarily reflect the position or policy of the U.S. Department of Labor. Nor does mention of trade names, commercial products, or organizations imply the endorsement by the U.S. Department of Labor. Virginia Commonwealth University, is an equal opportunity/affirmative action institution providing access to education and employment without regard to age, race, color, national origin, gender, religion, sexual orientation, veteran's status, political affiliation, or disability. Privacy Policy. If special accommodations or language translation are needed contact Katherine Inge at: kinge@atlas.vcu.edu or Voice (804) 828 - 1851 | TTY (804) 828 - 2494.