Vocational Fit Assessment and Employment Status in People with Intellectual Disabilities

智力障碍者的职业适合度评估和就业状况

• 批准号: 10610921
• 负责人: Jessica Marvelle Kramer
• 金额: $ 54.42万
• 依托单位: COLORADO STATE UNIVERSITY
• 依托单位国家: 美国
• 财政年份: 2019
• 资助国家: 美国
• 起止时间: 2019-04-23 至 2025-03-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10610921
• 关键词: Adaptive Behaviors; Adolescence; Adolescent; Adult; Age; Algorithms; American; Area; Clinical; Collaborations; Communities; Data; Data Analyses; Data Collection; Employment; Employment Status; Evaluation; Face; Factor Analysis; Focus Groups; Goals; Growth; Health; Individual; Intellectual functioning disability; International; Intervention; Interview; Job loss; Measures; Methods; Modeling; Modification; Monitor; Occupations; Outcome; Outcome Measure; Parents; Participant; Persons; Population; Process; Provider; Proxy; Psychometrics; Quality of life; Reporter; Reporting; Research; Research Methodology; Self Efficacy; Services; Special Education; Statistical Data Interpretation; Surveys; System; Testing; Time; Training; Unemployment; Validity and Reliability; Visualization; Vocation; Vocational rehabilitation; Work; Youth; data integration; design; disability; experience; high school; improved; interest; person centered; prevent; programs; response; secondary analysis; shared decision making; skills; social; stem

The transition from adolescence to adulthood and employment is a significant challenge for the 8 million Americans living with intellectual disabilities. Up to 85% of people with ID (PwID) face unemployment as adults despite receiving support services through a variety of local, state, and federal mechanisms. A critical limitation exists in our ability to appropriately and accurately assess and predict the best fit between individuals' skills and interests and job demands and activities. A valid and reliable method that both informs employment services and predicts problems is needed to target supports, preventing job loss, and keeping PwID employed. We developed the Vocational Fit Assessment (VFA), to provide accurate, person-centered measures of work-related interests and adaptive behavior (Persch, 2015). The VFA consists of the: (1) VFA-Worker and VFA-Job, which are used to assess workers' abilities and job demands, respectively, using common item stems; (2) Demands & Abilities Transforming Algorithm, which transforms VFA data for analysis and clinical action; and (3) Job Matching Reports, which visualizes vocational fit “VocFit” by identifying the pros and cons of each potential job match and areas of need that are suitable for intervention (e.g., job training, accommodations, modifications). Stakeholders (e.g., PwID, parents, providers, employers) engaged in the shared decision-making process central to customized employment may use VFA data to guide intervention, target potential problems, and monitor response to intervention. Our long-term goal is to improve employment outcomes for PwID. The overall objective of this project, which is the next step to achieve our long-term goal, is to quantify the reliability, validity, responsiveness, and clinical utility of the VFA with PwID in diverse special education and vocational rehabilitation settings. We will accomplish this objective by pursuing the following specific aims: Specific Aim 1: Quantify Vocational Fit Assessment reliability and validity in the context of PwID in transition to employment. Specific Aim 2: Determine Vocational Fit Assessment responsiveness. Specific Aim 3: Evaluate Vocational Fit Assessment clinical utility. We will utilize mixed-methods approaches to achieve these aims. A Comprehensive Assessment Battery (CAB) including the VFA, criterion employment measures, and proxy measures will be administered through an interview with the participant PwID (n=360) and those who know them well (i.e., reliable reporters) on 3 occasions (baseline, after 12 months, and after 24 months). Psychometric evaluation of the VFA using factor analysis, Rasch analysis, and multivariate multilevel growth curve modeling will follow data collection. The CAB data, interviews, and focus groups with disability and employment experts will be used to define meaningful anchors. This approach enables evaluation of VFA responsiveness to change using anchor and distribution-based methods when combined with administration of the VFA on multiple occasions.

从青少年到成年和就业的过渡是80岁以下儿童面临的重大挑战。 有100万美国人患有智力残疾。高达85%的ID（PwID）患者面临失业， 尽管通过各种地方、州和联邦机制获得支助服务，但仍有许多成年人没有得到支助。一个关键 我们在适当和准确地评估和预测个体之间的最佳匹配的能力方面存在局限性。 技能和兴趣以及工作要求和活动。一个有效和可靠的方法，既通知就业 服务和预测问题需要有针对性的支持，防止失业，并保持PwID就业。 我们开发了职业适应性评估（VFA），以提供准确的，以人为本的措施 与工作相关的兴趣和适应性行为（Edich，2015）。VFA由以下部分组成：（1）VFA-Worker和 VFA-Job，分别用于评估员工的能力和工作需求，使用公共项目 （2）需求和能力转换算法，其将VFA数据转换用于分析和临床 行动;和（3）工作匹配报告，通过确定利弊来可视化职业匹配“VocFit” 每个潜在的工作匹配和适合干预的需求领域（例如，职业培训， 住宿、修改）。利益攸关方（例如，PwID，父母，提供者，雇主） 对定制就业至关重要的共同决策过程可以使用VFA数据来指导干预， 瞄准潜在问题，并监测对干预措施的反应。 我们的长期目标是改善PwID的就业结果。本项目的总体目标， 这是实现我们长期目标的下一步，是量化可靠性，有效性，响应性， VFA与PwID在不同特殊教育和职业康复环境中的临床效用。我们将 具体目标1：量化职业匹配度 评估信度和效度的背景下，PwID在过渡到就业。具体目标二： 确定职业匹配评估响应度。具体目标3：评估职业适应性 评估临床效用。 我们将采用混合方法来实现这些目标。全面评估 将管理包括VFA、标准就业指标和代理指标在内的组合（CAB） 通过与参与者PwID（n=360）和那些很了解他们的人（即，可靠的记者） 3次（基线、12个月后和24个月后）。VFA的心理测量学评价 因子分析、Rasch分析和多变量多水平生长曲线建模将遵循数据收集。 CAB数据、访谈以及残疾和就业专家的焦点小组将用于定义 有意义的锚这种方法能够使用锚和 当与VFA多次给药相结合时，基于分布的方法。