2019 National Apse Conference

Total Page:16

File Type:pdf, Size:1020Kb

2019 National Apse Conference GATEWAY TO INCLUSIVE EMPLOYMENT APSE 2019 2019 NATIONAL APSE CONFERENCE Celebrating 30 years of APSE St. Louis, Missouri The Gateway City June 18-20, 2019 Pre-Conference: June 17, 2019 apse.org ON-SITE WHEELCHAIR g on social REPAIR AVAILABLE When postin member to Visit NuMotion's media, re exhibit booth for se... #APSE2019 Dear APSE Conference Attendees, u wheelchair repair With a warm smile and open arms, we would like to personally welcome you to the 30th Annual National APSE Conference in St. Louis, Missouri. To recognize APSE’s 30th anniversary, we have created a museum to display artifacts from past National and State APSE Chapter conferences. Two traveling exhibits from The Museum of disABILITY History, will also be included in the showcase. Tag @nationalAPSE on Facebook and Twitter The theme for the #APSE2019 conference is “Gateway to Inclusive Employment.” Fittingly, APSE is the only national membership association dedicated to Employment First, a vision that all people with disabilities have a right to competitive employment in an inclusive workforce. All of our efforts are geared towards this vision and we strive to educate and empower individuals who share this common goal. This year’s conference will be no different; the conference content will educate you about assistive technology solutions for employment, best practices to achieve the Employment First standard, along with diversity and inclusion efforts focusing on people with disabilities in the workforce. Get ready to ask questions and hear from subject-matter experts, and keynote speakers, like Frances West who founded a global advisory company called FrancesWestCo, and Liz Weintraub, an advocate for the Association of University Centers on Disabilities (AUCD). We are confident that the #APSE2019 conference will exceed your expectations and we hope that you will walk away empowered and ready to take action at your workplace and in your community. There is power in numbers. Take advantage of this amazing group of attendees so that you can continue to advocate for people with disabilities by spreading the message of Employment First. We are glad you’re here and we look forward to meeting you! Please stop by and introduce yourselves. Jenny Stonemeier Heidi Maghan Executive Director President, APSE Board of Directors Dear APSE Conference Attendees, With a warm smile andDear open APSE arms,Dear Conference we APSE would Conference like Attendees, to personally Attendees, welcome you to the 30th Annual National APSE Conference in St. Louis, Missouri. To recognize APSE’s 30th anniversary, we have created a museumWith to adisplay warmWith smileartifacts a warm and fromsmile open past and arms, Nationalopen we arms, would and we Statelike would to APSE personally like Chapter to personally welcome welcomeyou to the you 30th to Annualthe 30th Annual conferences. Two travelingNational exhibits APSENational from Conference APSE The MuseumConference in St. Louis,of disABILITYin St. Missouri. Louis, HistoryMissouri. To recognize, will To arecognize lsoAPSE’s be 30th APSE’s anniversary, 30th anniversary, we we included in the showcase.have createdhave a created museum a museumto display to artifacts display fromartifacts past from National past andNational State and APSE State Chapter APSE Chapter conferences.conferences. Two traveling Two travelingexhibits from exhibits The from Museum The Museum of disABILITY of disABILITY History, Historywill also, bewill also be The theme for the #APSE2019included includedinconference the showcase. in the is “Gatewayshowcase. to Inclusive Employment.” Fittingly, APSE is the only national membership association dedicated to Employment First, a vision that all people with disabilitiesThe havethemeThe a forrigh theme thet to #APSE2019 competitive for the #APSE2019 conferenceemployment conference is in “Gateway an inclusive is “Gateway to Inclusive workforce. to InclusiveEmployment.” Employment.” Fittingly, Fittingly, APSE is theAPSE only is nationalthe only membershipnational membership association association dedicated dedicated to Employment to Employment First, a vision First, that a vision that All of our efforts are gearedall people towardsall with people thisdisabilities vision with disabilities and have we a striverigh havet toto a competitiveeducate right to competitiveand employment empower employment in an inclusive in an inclusiveworkforce. workforce. individuals who share this common goal. This year’s conference will be no different; the conference content willAll educate of our Allefforts you of ourabout are efforts geared assistive are towards geared technology thistowards vision solutions this and vision forwe employment,strive and weto educatestrive best to andeducate empower and empower practices to achieve theindividuals Employmentindividuals who Firstshare who standard, this share common alongthis commongoal. with Thisdiversity goal. year’s Thisand conference inclusionyear’s conference effortswill be no will different; be no different;the the focusing on people withconference disabilitiesconference content in the workforce.will content educate will youeducate about you assistive about assistivetechnology technology solutions solutionsfor employment, for employment, best best practicespractices to achieve to theachieve Employment the Employment First standard, First standard, along with along diversity with anddiversity inclusion and inclusionefforts efforts Get ready to ask questionsfocusing and focusingon hea peopler from on with subject people disabilities- matterwith disabilities inexperts, the workforce. andin the keynote workforce. speakers, like Frances West who founded a global advisory company called FrancesWestCo, and Liz Weintraub, an advocateGet for ready theGet Association to askready questions to ofask University questions and hea Centersr andfrom hea subject onr fromDisabilities-matter subject experts, (AUCD).-matter andexperts, keynote and speakers,keynote speakers, like like Frances WestFrances who West founded who afounded global advisorya global advisorycompany company called FrancesWestCo called FrancesWestCo, and Liz , and Liz We are confident that Weintraub,the #APSE2019Weintraub, an advocate conference an advocate for the will Association exceed for the yourAssociation of expectations University of University Centers and we onCenters hope Disabilities on Disabilities (AUCD). (AUCD). that you will walk away empowered and ready to take action at your workplace and in your community. We are confidentWe are confident that the # thatAPSE2019 the #APSE2019 conference conference will exceed will your exceed expectations your expectations and we hope and we hope that you willthat walk you awaywill walk empowered away empowered and ready and to takeready action to take at actionyour workplace at your workplace and in your and in your There is power in numbers.community. Takecommunity. advantage of this amazing group of attendees so that you can continue to advocate for people with disabilities by spreading the message of Employment First. We are glad you’re hereThere and is we powerThere look isinforward powernumbers. to in meeting numbers. Take advantage you! Take Please advantage of this stop amazing by of andthis introduceamazinggroup of attendeesgroup of attendees so that you so canthat you can yourselves. continue continueto advocate to advocate for people for with people disabilities with disabilities by spreading by spreading the message the message of Employment of Employment First. First. We are gladWe you’reare glad here you’re and herewe look and forward we look to forward meeting to you!meeting Please you! stop Please by and stop introduce by and introduce yourselves.yourselves. Jenny Stonemeier Heidi Maghan Executive Director President, APSE Board of Directors Jenny StonemeierJenny Stonemeier Heidi MaghanHeidi Maghan ExecutiveExecutive Director Director President, President, APSE Board APSE of BoardDirectors of Directors 2019 NATIONAL APSE CONFERENCE At-A-Glance 2019 Schedule Tuesday, June 18, 2019 Monday, June 17th, 2019 Day 1: General Conference Preconference Opening Session & Welcome, Exhibiting, Karaoke, APSE Museum celebrating 30 years Time Event Location 8:00 am – 8:00 pm Conference Check-in/Onsite Registration Grand Coat Room Breakout Sessions Tracks Represented: 9:00 am – 12:00 pm Morning Preconference Sessions 4th Floor Breakout Rooms Transition (geared toward family and transition-aged students); Chapter Leadership; Leadership for 12:00 pm – 1:00 pm Lunch on Your Own the Future; Innovative Practices; Public Policy & Funding; Family, Student, & Self-Advocate; Mental 1:00 pm – 4:00 pm Afternoon Preconference Sessions 4th Floor Breakout Health, Employer Engagement (for providers) Rooms 5:00 pm – 8:00 pm Chapter Leadership Institute (Invitation Gateway Terrace Time Event Location th only; RSVP required) (18 Floor) 7:00 am – 5:00 pm Check-in/Onsite Registration Grand Coat Room 7:00 am – 6:00 pm Exhibiting Grand Ballroom Foyer 9:00 am – 10:00 am General Session & Welcome Grand Ballroom 30 APSE Conferences: A Look Back, A Look Head 10:00am – 10:10 am Break 10:10 am – 11:25 am Concurrent Breakout 2nd and 4th Floor Breakout Sessions Rooms 11:25 am – 12:55 pm Lunch On Your Own 12:55 pm – 2:10 pm Concurrent Breakout 2nd and 4th Floor Breakout Sessions Rooms 2:10 pm – 2:20 pm Break 2:20 pm – 3:20 pm Concurrent Breakout 2nd and 4th Floor Breakout Sessions Rooms 3:20 pm – 3:30 pm Break 3:30 pm – 4:30 pm Concurrent Breakout 2nd and 4th Floor Breakout Sessions Rooms 4:30 pm – 6:00 pm Welcome
Recommended publications
  • Employing People with Disabilities: Lessons from Kessler Foundation’S Signature Employment Grants
    Employing People with Disabilities: Lessons from Kessler Foundation’s Signature Employment Grants A White Paper For Professionals in Grant making, Workforce Development, Disability Employment, and Human Resources July 2018 Table of Contents Abstract . 3 Executive Summary . 4 Introduction . 6 Overview of Signature Employment Grants program . 8 Findings . 9 Seek to change attitudes about people with disabilities . 10 Implement a person-centered approach to employment . 13 Develop technological platforms or model documentation for replication . 17 Build strong community partnerships . 20 Offer wraparound services . 23 Conclusion . 26 Glossary . 27 Table 1: Grants reviewed by program category . .. 29 Table 2: Organizational elements of success . 30 References . 31 Appendix I . 33 Appendix II . 37 Appendix III . 40 Kessler Foundation SE Program | White Paper 2 | Page Abstract Since 2004, Kessler Foundation has provided more than $41 .5 million in support initiatives that expand opportunities for people with disabilities . This White Paper assesses the diverse grants supported under the Foundation’s Signature Employment Grant (SEG) program from 2009-2015 . The SEG program funds pilot initiatives, demonstration projects, and social ventures that generate new models to address the employment gap between people with and without disabilities . Based on the independent external evaluations of more than 20 SE grants by experts at the John J . Heldrich Center for Workforce Development at Rutgers University, five strategic elements were identified as common to successful projects . The paper details illustrative examples of the contributions of these elements to the success of selected SE grantees, namely, 1) A focus on changing attitudes about people with disabilities and their ability to work, 2) A person-centered approach to employment, 3) Technological platforms or model documentation, 4) Strong community partnerships, and 5) Wraparound services .
    [Show full text]
  • The Shift from Sheltered Workshops to Competitive Integrated Employment Table of Contents
    THETHE GREATGREAT DEBATEDEBATE THE SHIFT FROM SHELTERED WORKSHOPS TO COMPETITIVE INTEGRATED EMPLOYMENT TABLE OF CONTENTS 1 HISTORY .......................................................................................... 1 2 ARGUMENTS SUPPORTING SHELTERED WORKSHOPS ........... 3 3 A PARENT’S PERSPECTIVE ............................................................ 9 4 WHY IS THE MOVE IMPORTANT? ............................................... 11 5 TIMELINE ....................................................................................... 12 6 COMMON ACROYNMS ............................................................... 14 7 COMMON TERMS DEFINED ........................................................ 15 8 RESOURCES .................................................................................. 18 9 REFERENCES ................................................................................ 20 THIS PUBLICATION WAS DEVELOPED BY THE IOWA DEPARTMENT OF HUMAN RIGHTS WITH INPUT FROM MANY PARTNERS INCLUDING: Photo from: dhhs.alaska.gov erhaps now more than ever there is opportunity and pressure to ensure that all individuals with disabilities have equal access to COMPETITIVE INTEGRATED EMPLOYMENT (CIE) opportunities Pin their communities. Understanding the history of sheltered workshops in America and the reasons people believe they are valuable and necessary is imperative to finding an effective approach that leads to competitive integrated employment for all people. This publication was created by the Iowa Department of Human Rights
    [Show full text]
  • British Association for Supported Employment |
    A Review of the Research Literature on Supported Employment: A Report for the cross-Government learning disability employment strategy team Dr. Stephen Beyer Welsh Centre for Learning Disabilities School of Medicine Cardiff University Dr. Carol Robinson Carol Robinson Consulting June 2009 1 CONTENTS Page Number INTRODUCTION 5-9 REVIEW OF THE EVIDENCE 10-64 Demonstrating that people with a learning disability can learn complex work tasks 10 Characteristics of people entering supported employment 11 The role of volunteering and work experience 12-13 An overview of the outcomes of supported employment 13-20 • The place of Supported Employment in the USA 15-16 • Job Retention 16-17 • Reasons for job loss 17 • Wage rates 18 • Social integration and interaction 19-21 Support for working 22-26 • Learning social skills 21-23 • Support in the job 23-24 • Natural support approaches 24-25 • Job coach tasks and training 25-26 Personal outcomes for employees 27-29 • Self esteem and satisfaction 26-27 • Engagement in meaningful activity 27-28 • Quality of Life 28-29 Employer attitudes to people with a learning disability 29-30 working 2 Contents Continued Page Number Cost: Benefit Analyses of Supported Employment 29-39 • Introduction 29-30 • American studies 31-36 • UK studies 36-39 The Impact of funding models 40-42 • Results based funding 40-41 • The Use of Personalised Budgets 41-42 The relationship between approaches to Supported Employment and outcomes 42-45 • The role of fidelity scales 42-43 • Customised employment 43-44 • Factors for success
    [Show full text]
  • Practical Issues in Implementing Supported Employment with Young Adults: the Perspective of Employment Specialists
    Practical Issues in Implementing Supported Employment with Young Adults: The perspective of Employment Specialists Charles W. Lidz, Ph.D. Lisa M. Smith, B.A. The contents of this presentation were developed with funding from the US Department of Education, National Institute on Disability and Rehabilitation Research, and the Center for Mental Health Services, Substance Abuse and Mental Health Services Administration (NIDRR grant H133B090018) Employment and Young Adults: Goals • Supported Employment (SE) developed to provide employment for chronically mentally ill people, often subsequent to long-term state hospital stays • typically episodic, part-time, and entry level • Many young adults with Mental Illness (MI) seek full- time, significant employment careers. Our services should encourage those goals. Questions the Study Addresses How does the employment market for young adults differ from the employment market for older people with a history of chronic mental health conditions? What are the barriers to full-time employment in career advancing jobs for young adults with serious mental health conditions (SMHCs)? How might employment programs be improved to facilitate young adult careers? IPS and Young Adult Careers The Evidence-based Practice in employment for people with MI is Individual Placement and Support (IPS). Key Features are (will discuss): 1. Open to anyone who wants to work 2. Focus on competitive employment 3. Rapid job search 4. Systematic job development 5. Client preferences guide decisions 6. Individualized long-term supports 7. Integrated with treatment 8. Benefits counseling included Methods Intensive semi-structured interviews with: •10 employers who have employed people with MI •10 employment specialists (became 12) •10 people with MI who have gained full- time employment and gave up Social Security Insurance or Social Security Disability Insurance payments o Up to one hour long o In person/telephone This report focuses on employment specialist interviews.
    [Show full text]
  • And Subminimum Wage
    ASSOCIATION OF PEOPLE SUPPORTING EMPLOYMENT FIRST (APSE) CALL TO PHASE OUT 14(c) AND SUB-MINIMUM WAGE BY 2022* As the only national, non-profit membership organization dedicated to Employment First – a vision that all people with disabilities have a right to competitive employment in an inclusive workforce – APSE is calling for the complete phase out of the use of 14(c) certificates and sub-minimum wage for all individuals with disabilities by 2022. This coincides with the implementation deadline for the Medicaid Home and Community Based Services (HCBS) settings final rule. While the sub-minimum wage may have historically been a valid and effective strategy for enhancing employment opportunities for people with disabilities, the evolution in disability rights law, modernization of the business marketplace, and advances in available community employment support, makes the 14(c) provision under the Fair Labor and Standards Act no longer necessary or acceptable. In 2009, APSE became one of the first advocacy organizations to call for the phase out of sub-minimum wage for people with disabilities, under Section 14(c) of the Fair Labor Standards Act. Since then the issue has gained significant momentum, APSE has garnered support from other advocacy organizations, federal officials, agencies, members of Congress, and several states that have either ended sub- minimum wage altogether or they are currently considering doing so. APSE is proud to serve as a pioneer on this issue along with so many other voices in this fight. Additionally, in the 10 years since APSE’s original statement, considerable progress has been made towards increasing competitive, integrated employment of people with disabilities and decreasing the number of individuals being paid sub-minimum wage.
    [Show full text]
  • Best Practices Guide: IDD Supported Employment
    Best Practices Guide: IDD Supported Employment Cardinal Innovations Healthcare Best Practices Guide: IDD Supported Employment Table of Contents Introduction ........................................................................................................................................................3 Employment in Disabilities ...................................................................................................................................4 Readiness Issue/Determining Readiness ...............................................................................................................5 Role of the Job Coach ...........................................................................................................................................6 Initial Supported Employment-Individual services may include any of the following: ............................................ 6 Long-Term Follow-Along Supported Employment-Individual services include: ....................................................... 9 Comparison to and Integration with Other Services ............................................................................................ 10 Age Group Learning and Life Stage Considerations .............................................................................................. 11 The Role of Contextual Influences ...................................................................................................................... 12 Addressing Behavioral Needs in Supported Employment ...................................................................................
    [Show full text]
  • Resources and Informational Websites to Assist Deaf and Hard Of
    Resources and Informational Websites to Assist Students who are Deaf or Hard of Hearing in Achieving Positive Postsecondary Outcomes Alexander Graham Bell Association for the Deaf and Hard of Hearing (AG Bell) Working globally to ensure that people who are deaf and hard of hearing can hear and talk. This organization wants all families to be informed and supported, professionals to be appropriately qualified to teach and help children with hearing loss, public policy leaders to effectively address the needs of people with hearing loss, and communities to be empowered to help their neighbors with hearing loss succeed. Specific to transition, its LOFT Program (Leadership Opportunities for Teens) focuses on self- advocacy, self-confidence, leadership, and communication. (Under "Connect" on website.) American Speech-Language-Hearing Association (ASHA) Making effective communication, a human right, accessible and achievable for all. Information about health insurance and finding a professional. Cochlear Implant University (CIU) Resources for high school and college students with cochlear implants transitioning from high school to college. (May be used for those with hearing aids.) Community-Based Instruction (CBI) Community-Based Instruction is an evidence-based practice that involves the use of sustained and repeated instructional activities that take place in various natural community environments outside of the school building in order to facilitate skill development and generalization in employment, community activities (e.g. shopping, banking, post office use) and recreation while addressing the New Jersey Student Learning Standards. In partnership with the NJ Department of Education, Office of Special Education, the Boggs Center at Rutgers provides training and on-site technical assistance on the topic of CBI for participating NJ school districts.
    [Show full text]
  • Supported Employment Through DOR: Eligibility & Scope of Services Fact
    California’s Protection & Advocacy System Toll-Free (800) 776-5746 Supported Employment through DOR: Eligibility & Scope of Services Fact Sheet January 2016, Pub. #5581.01 1. What is supported employment? Under California state regulatory law that governs vocational rehabilitation services funded through the Department of Rehabilitation (DOR), supported employment means: “competitive employment in an integrated setting, or employment in integrated work settings in which individuals are working toward competitive employment, consistent with the strengths, resources, priorities, concerns, abilities, capabilities, interests, and informed choice of the individuals, with ongoing support services for individuals with the most significant disabilities…for whom competitive employment has not traditionally occurred or for whom competitive employment has been interrupted or intermittent as a result of a significant disability; and who, because of the nature and severity of their disabilities, need intensive supported employment services from [DOR] and extended services after transition…to perform this work.” See Title 9 of the California Code of Regulations (C.C.R.) § 7028(a). Supported employment services must meet the specialized needs of each consumer and include “on-site job coaching support services in a group or in an individual placement at the work place, and off-site services in an individual placement if they are needed to maintain the consumer’s Page 2 of 7 employment including training, destination training1, advocacy, and job loss intervention.” See page 98, 2015 State Plan Supported Employment Supplement at: http://www.rehab.cahwnet.gov/Public/DOR-State-Plan.html: also see, Rehabilitation Administrative Manual (R.A.M.) § 31500. 2. Is supported employment a group or individual placement? Both.
    [Show full text]
  • Federal Register/Vol. 80, No. 73/Thursday, April 16, 2015
    Federal Register / Vol. 80, No. 73 / Thursday, April 16, 2015 / Proposed Rules 21059 DEPARTMENT OF EDUCATION www.regulations.gov. Therefore, State Vocational Rehabilitation commenters should be careful to Services Program 34 CFR Parts 361, 363, and 397 include in their comments only People with disabilities represent a RIN 1820–AB70 information that they wish to make vital and integral part of our society, publicly available. [Docket ID ED–2015–OSERS–OOO1] and we are committed to ensuring that FOR FURTHER INFORMATION CONTACT: individuals with disabilities have State Vocational Rehabilitation Janet LaBreck, U.S. Department of opportunities to compete for and enjoy Services Program; State Supported Education, 400 Maryland Avenue SW., high quality employment in the 21st Employment Services Program; Room 5086, PCP, Washington, DC century global economy. Some Limitations on Use of Subminimum 20202–2800. Telephone: (202) 245–7488 individuals with disabilities face Wage or by email: [email protected]. particular barriers to high quality If you use a telecommunications employment. Giving workers with AGENCY: Office of Special Education and device for the deaf (TDD) or a text disabilities the supports and the Rehabilitative Services, Department of opportunity to acquire the skills that Education. telephone (TTY), call the Federal Relay Service (FRS), toll free, at 1–800–877– they need to pursue in-demand jobs and ACTION: Notice of proposed rulemaking. 8339. careers is critical to growing our economy, ensuring that everyone who SUMMARY: The
    [Show full text]
  • Federal Disability Policy Advances Integrated Employment
    c e p s Journal | Vol.5 | No1 | Year 2015 91 Raising Expectations for U.S. Youth with Disabilities: Federal Disability Policy Advances Integrated Employment Jeanne Novak1 • While conversations around the inclusion of individuals with disabilities often focus on the educational rights and needs of children with disabilities during their school years, there is a growing recognition that the period of transition from secondary school to adult roles is a critical time in the lives of individuals with disabilities. For young people, gaining meaning- ful employment in a typical community job is an important step towards realising full community membership. The present article examines how contemporary U.S. federal disability policy has heightened expectations that youth with disabilities – including those with significant disabilities – can and should be prepared to work in integrated workplaces. The article begins with a consideration of how evolving assumptions about the nature of disability and the employment potential of individuals with significant disabilities have influenced the development of federal disability policy in the U.S. This is followed by an overview of key legislative and policy devel- opments in the areas of civil rights and workforce development that have the potential to dramatically impact the employment outlook for young people with disabilities. The article concludes with a discussion of chal- lenges in translating the legislative intent of federal disability policy into noticeable improvements in employment outcomes, along with recom- mendations for aligning legislation, funding priorities and service deliv- ery systems to achieve policy goals. Keywords: equal opportunity, integrated employment, presumption of employability, secondary transition, social model of disability 1 Bowling Green State University, Ohio, USA; [email protected] 92 u.s.
    [Show full text]
  • Segregated & Exploited
    Segregated & Exploited A Call to Action! The Failure of the Disability Service System to Provide Quality Work January, 2011 National Disability Rights Network: Protection, Advocacy & Assistance The National Disability Rights Network (NDRN), is the nonprofit membership organization for the Protection and Advocacy (P&A) system and Client Assistance Program (CAP). The P&A/CAP network was established by the United States Congress to protect the rights of people with disabilities and their families through legal support, advocacy, referral, and education. The P&A/CAP network is the largest provider of legally based advocacy services to people with disabilities in the country. NDRN strives to create a society in which people with disabilities are afforded equal opportunity and are able to fully participate by exercising choice and self determination. It promotes the integrity and capacity of the P&A/CAP national network by providing training, technical assistance, legislative advocacy, and legal support. NDRN advocates for the enactment and vigorous enforcement of laws protecting the civil and human rights of people with disabilities. Reports, like this one, are an integral part of the services NDRN provides to the P&A/CAP network and the disability rights movement in general. Please visit www.NDRN.org for more information. Cover photo by WQAD in the Quad Cities, IA (www.wqad.com). Image of the unheated and boarded up bunkhouse where Henry’s Turkey Service housed its workers with disabilities. A Letter from the Executive Director Dear Friends, Today, across the United States of America, hundreds of thousands of people with disabilities are being isolated and financially exploited by their employers.
    [Show full text]
  • Guide on Serving Individuals Who Are Deaf, Late-Deafened, Hard of Hearing, Or Deaf-Blind
    Division of Vocational Rehabilitation; Florida Department of Education 2014 Guide on Serving Individuals Who are Deaf, Late-Deafened, Hard of Hearing, or Deaf-Blind [GUIDE ON SERVING INDIVIDUALS WHO ARE DEAF, LATE- DEAFENED, HARD OF HEARING, OR DEAF-BLIND] June 12, 2014 CONTENTS INTRODUCTION ........................................................................................................................................... 3 PHILOSOPHY ............................................................................................................................................... 3 POPULATION ............................................................................................................................................... 4 LIMITATIONS AND GENERAL BARRIERS ................................................................................................ 4 A. Individuals Who are Deaf ..................................................................................................................................... 4 B. Individuals Who are Late-Deafened ..................................................................................................................... 5 C. Individuals Who are Deaf-Blind ............................................................................................................................ 6 D. Individuals Who are Hard of Hearing ................................................................................................................... 7 E. Individuals Who are Deaf and Low-Functioning
    [Show full text]