There are individuals with disabilities who can work in a traditional type of job employment as long as they are well matched to the jobs and receive reasonable accommodations.

However, for others who may struggle in this scenario, customized employment may be another way of gaining employment based on their specific strengths, the amount of work they can sustain and a consistent wage.

What is customized employment?
An individual with a disability that makes it difficult to sustain a traditional employment model can work with a job employment agent who can evaluate skills, strengths and abilities then match it to an employer with supports in place to make the individual successful in the role. The job employment agent can negotiate job duties, individualize job tasks and negotiate pay.

The overall goal is to find a successful fit between the needs of the employer that are in alignment with the job seeker's strengths, needs and interests. For some people, being self-employed in a vocation may work better for them. A job employment agent should be able to help set up employers who can create contracts with the individual to earn a more consistent wage. Self-employment can offer more flexibility by setting their own hours and the workload. For example, this could be for services like lawn care, electrician, caterer, etc.

How does it work?
The job agent can conduct a "discovery" which evaluates the person's strengths (what they can provide a potential employer), needs (supports put in place for greater success) and interests (type of work the person wants to do).

In the past, employment services for people with disabilities used assessments to determine the likelihood that the job seeker could work in a traditional setting but this approach excluded individuals who had significant disabilities or put them in jobs with very low wages.

The Discovery process is a whole different approach that the individual, family members and therapists need to switch their mindset to focus on strengths and be more optimistic towards what is available. Interviews should be conducted with the employment seeker, family members, therapists who know the individual best and supporters who can contribute meaningful insight.

Observations of the person in situations when they are at their best to help the evaluator identify skills an employer would want. If previous records like evaluations are being reviewed, the team needs to be mindful that documents in the past focused on deficits and challenges to qualify for therapies and services. The information can help determine what supports need to be in place to ensure successful employment.

How long does this take?
There should be time enough to get to know the job seeker and conduct the interviews but not let it lag on too long because the information collected can change and the process would need to be repeated. Ideally, it should take approximately 5-7 weeks.

What should the final document include?
Information about past employment, education, training, life activities, skills and location within the community. Challenges can be documented in a way that supports the job seeker's dignity but still provide information to negotiate employment and supports needed.

What happens next?
A planning meeting will be held where the job seeker should approve all aspects of the plan. Assistance should be available so the job seeker can understand it to the best of their ability and make an informed decision. This can be through a device, family/friends or an ombudsman assigned to them. The person who facilitated the Discovery process should also attend. Everyone in the meeting should know the job seeker personally, professionally or be a behavior specialist. A job development or employment specialist in charge of negotiating a customized job with an employer should also attend. The meeting may have to be done in off hours to accommodate everyone.

What goes on in this meeting?
The meeting should have a recap of the job seeker's strengths, supports needed and interests. During the meeting, the team can develop a list of job tasks the person can complete. This will provide the basis for negotiating employment. The team can prioritize a list of potential employers who align with the job seekers abilities and interests.