►
Description
No description was provided for this meeting.
If this is YOUR meeting, an easy way to fix this is to add a description to your video, wherever mtngs.io found it (probably YouTube).
A
This
came
about
because
we
want
to
make
sure
that
everybody
has
broader
access
to
information
about
DD
services
in
Arlington,
County
and
also
partially,
because
the
I
had
heard
that
a
number
of
parents
were
trying
to
transition
from
high
school
into
into
employment
programs,
and
they
were
told,
oh,
go
and
check
out
the
program,
that's
right
for
you,
but
it's
pretty
daunting
and
even
where
to
start.
So
we
hope
that
this
offers
a
a
brief
introduction
to
what
employment
services
are
and
how
they
work.
A
Delbria
Walton
from
developmental
services
will
will
kick
it
off
with
a
with
an
explanation
and
then
Jennifer
cattell
from
DARS
will
talk
to
us
a
little
bit
about
what
the
Department
of
Aging,
Rehab,
Services
does
and
I.
Believe.
Dobre
is
going
to
tell
us
that,
in
order
to
be
eligible
for
employment
services,
for
instance,
you
have
to
be
turned.
You
have
to
not
be
eligible
for
Dar.
So
what
does
that
mean?
A
And
how
does
DARS
fit
into
this
and
then
we're
really
lucky
that
a
number
of
of
the
service
providers
have
agreed
to
comment
share,
just
brief
information
highlighting
what
makes
their
program
unique
and
because
of
Developmental
Disabilities
committee
has
been
really
centered
on
employment
in
Arlington
the
employment
services
providers
are
going
to
talk
to
us
about.
You
know
some
examples
of
employment
for
people
with
developmental
disabilities
in
Arlington,
as
well
as
what
they
are
doing
to
increase
those
employment
opportunities.
A
So
with
that
Tom
you
have
everyone
on
mute.
The
only
other
rule
is
that
if
you
have
a
question,
please
put
your
question
in
the
chat.
Anyone
who
is
who
is
in
this
meeting.
If
someone
has
a
simple
question
that
you
want
to
answer,
you
can
go
ahead
and
answer
it,
but
at
the
end
of
the
session,
in
order
to
make
sure
we
have
time
to
hear
from
everyone,
I
will
ask
the
questions
that
did
not
get
answered
during
the
webinar.
So
at
that
I'm
Del
Maria.
B
Okay,
sorry
about
that,
so
I'm
actually
Sherry
I'm,
going
to
kick
it
off
just
doing
the
first
few
slides
and
then
I
will
turn
everything
over
to
Del
Brio
Walton.
But
if
I
may
introduce
myself
first
I'm
a
voice,
read
I'm
the
bureau
director
for
our
clinical
and
developmental
Services
here
within
adsd
and
I'll.
Let
delbria
introduce
herself.
B
And
I
would
also
like
to
quickly
introduce
but
she's,
not
taking
part
of
it
in
the
presentation
today,
but
our
division
director,
my
mother
Bob
ducking
field,
who
is
the
division
director
for
aging
and
disability
services
and
she's
somewhere
on
the
screen
as.
B
Take
a
liquid
introduction
to
her
before
we
get
started,
so
thank
you
all
for
joining
us
today.
We're
talking
about
employment
and
we'll
get
into
a
minute.
While
we
are
leading
with
employment,
we
are
not
abandoning
day
support
by
Leading
with
employment,
so
we'll
run
into
the
presentation.
B
So
I
wanted
to
just
start
the
presentation
we
like
to
start
our
presentations
and
adsd
in
general,
with
just
an
overview
of
the
Department
of
Human
Services
Mission,
which
is
in
solidarity
with
black
indigenous
and
people
of
color,
create
Equitable
access
to
resources,
about
opportunities
needed
for
every
Community
member
to
be
healthy
and
economically
secure
and
I'm,
not
sure
if
everyone
is
muted
or
not.
If
you
can
mute
everyone
and
then
I'll
unmute
myself.
B
Okay,
and
this
is
the
context
for
today's
presentation
is
really
embedded
in
our
DHS
Mission
Vision
and
our
values.
The
vision
is
a
just
an
equitable
community
that
is
healthy,
safe
and
economically
secure
and
free
of
systemic
racism,
and
then,
lastly,
and
I
won't
go
through
all
five
of
the
values,
because
delbria
will
be
sort
of
equating
each
of
these
values
to
something
pertaining
to
employment
and
employment
services
later
on
in
our
presentation.
B
But
our
values
are
racial,
Equity
access,
inclusion,
authenticity
and
accountability,
and
the
PowerPoint
presentation
will
be
made
available
following
this
presentation,
we'll
post
a
copy
of
it
in
the
chat
room
and
then
also
in
the
video
on
the
YouTube.
Video
of
the
recording
is
shared
will
also
redistribute
the
PowerPoint
presentation
at
that
time
as
well.
B
We're
talking
a
little
bit
about
the
United
States
Department
of
Justice
versus
the
Commonwealth,
because
a
lot
of
what
we
do
in
developmental
disability
services,
in
fact,
probably
about
99.9
of
what
we
do,
is
embedded
in
the
doj
settlement
agreement,
which
stems
from
a
lawsuit
back
in
2018,
where
the
Department
of
Justice
was
investigating
Virginia
for
violation
of
the
American
Americans
with
Disabilities
Act,
and
not
doing
providing
adequate
services
and
supporting
people
with
developmental
disabilities
in
their
Community
settings,
and
that
includes
Employment
Services
as
well.
B
So
next
slide.
So
the
settlement
agreement
that
is
often
referred
to
in
12
000
2012
was
a
settlement
reach
between
Virginia
and
the
Department
of
Justice,
and
it
included
things
such
as
closing.
Four
of
the
five
training
centers,
the
Southeastern
Virginia
Training
Center
remains
open
enhancing
more
community-based
services.
Because,
if
we're
going
to
be
bringing
more
people
out
of
Institutions,
we
have
to
have
resources
in
the
community
to
support
them.
So
by
June
of
2021.
B
The
Commonwealth
created
also
more
waivers
to
be
able
to
support
people
with
individual
excuse
me
with
developmental
disabilities
and
increased
case
management
and
hands
case
management
access
to
services.
At
a
Statewide
crisis
system,
which
is
under
reach
and
more
opportunities
for
community
living
in
the
community,
and
then
a
big
part
of
that
is
integrated
and
they
support
employment
programs
under
the
premise
of
employment.
First
I
may
have
inadvertently
just
denied
someone
access
to
coming
in
sorry,
Tom
I'll.
Let
you
do
that.
B
It
just
keeps
popping
up
so
where
employment
is
concerning
Arlington
County,
we
are
committed
to
supporting
individuals.
We
serve
in
creating
full
and
meaningful
life,
which
includes
meaningful
employment.
I
do
want
to
say,
however,
at
the
on
front
is
that
because
we
are
leading
with
employment
in
our
discussions
with
with
families,
we
also
include
in
our
discussions
other
activities
of
daily
of
daily
life,
such
as
day
support
and
other.
B
You
know
volunteer
activities,
it's
very
person-centered,
but
we
want
to
start
early
on
in
explaining
and
sharing
with
families
all
of
the
options
and
that
individuals
with
disabilities,
including
developmental
disabilities,
can
work
because
often
many
of
our
families
don't
think
that
that's
a
possibility
for
their
sons
and
daughters
with
disabilities.
So
we
are
leading
our
conversations
with
with
employment
And,
discussing
the
benefits
of
working
alongside
individuals
that
are
not
disabled,
but
again
it's
not
the
only
option
we
discuss
when
transitioning,
but
we
do
emphasize
that
it
is
an
option.
B
Next
slide
is
this
UWF
and
you're
muted.
C
Okay,
thank
you
little
voice
for
that,
so
employment
first,
and
that
really
just
starts
with
the
assumption
that
anyone
can
work
despite
their
abilities,
despite
their
level
of
abilities
or
developmental
disability.
C
They
have
the
right
to
work
and
they
can
work,
and
it's
just
a
matter
of
us
providing
the
right
supports
for
them
and
when
we're
thinking
about
support
that
looks
like
integration
into
the
community
being
paid
at
or
above
minimum
wage
and
then
really
making
sure
that
there's
opportunity
for
growth
and
development
for
people
with
disabilities,
just
as
it
would
be
for
individuals
without
disabilities
yeah.
C
So
how
does
Arlington
support
individuals
with
developmental
disabilities
that
are
ready
to
work?
We
are
starting
with
employment,
first
conversations.
So
what
that
really
means
is.
We
are
encouraging
our
support
coordinators
when
they
are
meeting
with
individuals
to
start
the
conversations
with
employment,
and
we
are
looking
for
them
to
start
those
conversations
pretty
early
on
so
even
starting
at
14,
just
kind
of
getting
individuals
to
think
about
what
skills
and
things
that
they
would
like
to
develop.
C
That
also
means
providing
individuals
with
employment,
Readiness
opportunities
and
those
employment.
Writing
writing
mcgloom,
I'm.
So
sorry,
those
employment
Readiness
opportunities
are
for
individuals
that
are
receiving
developmental
Services
and
it's
really
geared
towards
helping
employability
so,
and
that
means
working
on
building
communication
skills
working
on
applying
to
jobs
working
on
developing
people
skills.
So
when
individuals
are
interacting
with
customers
and
people
in
the
community,
what
does
that
look
like
and
we
say
Readiness?
C
But
what
does
that
really
mean
so
for
us
here
at
Arlington
and
specifically
for
developmental
Services?
C
Readiness
is
really
an
opportunity
to
develop
and
practice
soft
skills,
including
communication,
critical
thinking,
problem,
solving
time
management
and
the
ability
to
to
adapt
in
a
workspace
practice,
skills
necessary
for
a
successful
interview
process
and
that's
going
to
start
from
support
coordinators,
helping
to
fill
out
an
application
to
helping
to
practice
potential
job
interview,
questions
and
really
helping
an
individual
get
comfortable
with
pursuing
a
job,
also
an
opportunity
to
develop
and
practice
skills
necessary
to
work
in
a
team
driven
environment.
C
Again
we
want
individuals
who
are
ready
to
work
to
work
in
a
integrated
setting
where
they
are
not
only
in
community
with
individuals
with
disabilities,
but
individuals
without
disabilities,
which
includes
their
employers,
employees
and
patrons
of
the
places
where
they
work
and
then
the
overall
just
networking
within
the
wider
Arlington
Community.
C
We
know
that
sometimes
individuals
with
disabilities
can
be
segregated
from
community,
and
so
our
goal,
within
employment
first
and
leading
with
employment
conversations,
is
to
really
get
individuals
more
integrated
into
The
Wider
Arlington
Community,
because
they
are
a
part
of
Arlington,
and
so
one
of
those
things
that
are
really
important
for
anyone,
not
just
someone
with
a
disability,
is
making
sure
that
your
work
is
Meaningful
and
when
we're
saying
meaningful
employment,
it's
something
that
connects
you
to
a
greater
sense
of
purpose.
C
It
is
fundamental,
it
is
a
fundamental
value,
I'm.
So
sorry,
I
I'm,
not
moving,
so
the
the
lights
have
cut
off
on
me.
C
It's
a
part
of
a
fundamental
value
of
of
what
American
culture
looks
like
often
we
equate
having
the
perfect
job
with
you
know,
solidifying
the
American
dream,
and
so
no
one
really
wants
to
wake
up
and
come
to
a
job
that
they,
you
know,
don't
like
or
aren't
passionate
about,
and
the
same
thing
goes
for.
Individuals
with
disabilities.
C
And
making
sure
that
your
employment
is
Meaningful
helps
to
give
you
a
greater
sense
of
confidence
of
accomplishment.
It
helps
you
to
feel
like
you
belong
somewhere
and
again,
not
just
for
individuals
with
disability
belonging
is
going
to
be
important
for
anyone,
especially
in
the
workplace,.
C
So
this
is
a
little
bit
a
little
snapshot
of
who's
working,
so
36.9
of
individuals
with
disabilities
who
want
to
work
are
employed
in
the
U.S
labor
force,
with
an
8.1
percent
rate
of
unemployment.
C
However,
for
those
individuals
without
a
disability
who
want
to
work,
they
are
employed
at
a
rate
of
74.4
percent,
with
only
a
3.8
unemployment
rate
and
I
thought
that
this
was
really
important,
because
this
is
a
huge
gap
in
the
employment
force
and
I.
Think
what's
really
important
here
is
for
those
who
want
to
work
right.
So
there
this
is
saying
to
me
is
that
there
are
individuals
with
disabilities
who
are
out
there
who
are
who
want
to
work,
but
they
are
just
unable
to
break
into
the
workforce.
C
Okay,
this
is
going
to
go
a
little
bit
deeper
so
before
it
was
individuals
with
disability,
but
I
wanted
to
dive
a
little
bit
deeper
into
individuals,
specifically
with
developmental
disabilities
and
the
current
rate
for
individuals
with
developmental
disabilities
within
the
last
12
months,
so
ending
in
December
of
2022
was
33.5,
and
that
is
just
developmental
disabilities.
C
The
overall
employment
rate
for
individuals
with
a
developmental
disability
is
over
80.
So
that's
going
to
be
like
times
300
of
the
8.1
percent
that
we
saw
of
individuals
with
disabilities
who
are
unemployment.
So
we
noticed
that
there
is
a
huge
gap
between
individuals
with
disabilities
and
those
with
developmental
disabilities
who
are
wanting
to
be
a
part
of
the
workforce.
C
C
So
these
figures
really
highlight
the
need
to
bring
individuals
with
developmental
disabilities
into
the
workforce,
but
I
think
it
really
also
highlights
the
opportunity
that
we
have
and
specifically
in
my
position,
to
engage
potential
employers
about
the
benefits
of
having
individuals
with
disabilities
in
the
workforce,
the
opportunities
that
it
creates
not
just
for
those
individuals
but
those
that
they
will
be
working
with
without
disabilities
right.
This
is
an
opportunity
to
have
some
cross-sectional
learning,
not
just
again
for
those
with
disabilities,
but
for
employees
without
disabilities.
C
Okay-
and
this
also
means
for
us,
making
sure
that
we're
creating
the
right,
Partnerships
and
engaging
the
right
employers
for
the
individuals
that
we're
serving
okay.
C
So
I
mentioned
this
a
little
bit
before
when
we're
thinking
about
what
makes
a
employer
or
an
employment
Place
successful
for
people
with
disabilities,
and
that
is
going
to
be
a
competitive
and
integrative
employment
setting
so
cie
for
short,
and
that
just
really
means
that
work
that
is
performed
on
a
full-time
or
part-time
basis
for
an
individual
with
developmental
disabilities
should
be
compensated
at
or
above
minimum
wage.
And
here
in
Arlington,
we
really
advocate
for
a
living
wage.
C
For
all
individuals,
the
same
level
of
benefits
provided
to
other
employees
without
a
disability,
competitive
and
integrative
employment
is
where
individuals
with
disabilities
can
interact
with
employers
and
other
employees
without
disabilities,
but
they're
also
presented
opportunities
for
advancement,
like
other
employees,
without
a
disability
who
may
be
occupying
similar
positions,
and
these
are
going
to
be
really
important.
C
These
benefits
are
not
just
for
you
know,
show
and
making
sure
that
you
know
the
individuals
with
developmental
disabilities
have
a
job,
but
we
want
to
make
sure
that
they
are
receiving
all
of
the
perks
if
you
will
of
working
that
a
person
without
a
disability
would
be
receiving.
So
that's
time
off,
that
is,
you
know.
C
Water
bottles,
or
you
know,
t-shirts
that
we
have
for
work
days,
because
people
with
developmental
disabilities
are
going
to
be
able
to
benefit
from
those
natural
supports
in
the
work
setting,
and
that
is
going
to
be
important
when
we're
thinking
about
what
does
it
look
like
to
provide
a
meaningful
employment
opportunity
space
for
the
people
that
we
are
serving.
C
So
really
quickly,
I
wanted
to
share
this
clip,
and
this
is
from
the
project
search,
which
is
a
program
through
VCU
I'm,
not
sure
if
this
is
still
around.
But
this
is
going
to
just
take
a
little
background,
look
into
Ashley
and
she
is
going
to
tell
you
what
it
is
like
for
her
in
her
position
at
the
hospital.
C
Okay,
so
you
all
got
to
meet
Ashley
a
little
bit,
so
just
working
alongside
individuals
without
disabilities
promotes
like
a
sense
of
accomplishment,
a
sense
of
comp
competence
and
self-worth,
and
just
watching
Ashley
in
the
video
hearing,
her
supervisor
talk
about
her.
C
We
see
the
Expressions
on
her
face
that
it
really
bought
her
Joy
okay,
so
there
are
different
types
of
employment,
so
the
first
are
is
going
to
be
individual
supported
employment.
So
that's
going
to
be
one-on-one
ongoing
support
that
enables
an
individual
to
work
in
an
integrated
setting.
C
It
is
sustained
paid
employment
at
or
above
minimum
wage
integrated
into
a
integrated
into
a
Workforce
setting
and
for
individual
supported
employment.
That
person
is
not
typically
in
a
group
setting,
but
what
they
do
have
is
a
job
coach
that
will
come
and
check
in
with
them
support
them
with
their
needs
check
in
with
the
employer
and
really
support
that
person
on
the
job
for
group
supported
employment.
That
typically
looks
like
about
one
to
three
individuals:
arriving
at
a
set
location
to
perform
jobs
and
duties.
C
C
The
state
allows
up
to
one
to
eight
ratio
for
group
supported
employment,
but
for
Arlington
we
we
know
that
that
individual
attention
is
going
to
be
important
in
helping
an
individual
be
successful
in
their
placement.
So
we
like
to
stay
in
a
one
to
three
or
one
to
five
ratio.
When
it
comes
to
group
supported
employment.
C
And
the
last
one
is
going
to
be
the
customized
employment,
which
is
this
is
just
really
a
way
of
personalizing
employment.
So
we
do
have
an
opportunity
for
support
coordinators
to
really
have
those
in-depth
conversations
with
individuals
to
figure
out
what
are
the
things
that
they
would
really
be
interested
in
and
what
are
they
really
passionate
about,
so
that
we
can
make
sure
that
we're
identifying
the
right
Partners
for
individuals
to
to
be
able
to
explore
their
talents
and
really
find
work
that
is
Meaningful
to
them?
C
C
All
right
so
barriers
to
employment,
so
I
mentioned
earlier
that
there
are
individuals
that
want
to
work.
However,
many
of
them
are
meeting
barriers
that
are
impeding
them
from
actually
being
able
to
participate
in
the
workforce.
C
So
right
here
is
just
a
a
graph
and
I
can
go
through
and
just
tell
you
a
little
bit
about
each
of
them
so
about
81.6
said
that
their
own
disability
is
a
barrier
to
employment
for
them,
and
so
it
didn't
get
too
much
into
detail
about
what
that
means
by
their
own
disability,
but
it
means
that
they
do
see
their
their
disability
as
a
hindrance
for
them,
and
so
this
may
also
mean
that
they
need
accommodations
as
well,
Education
and
Training.
C
So
this
is
what
we
mean
by
employment
Readiness,
so
the
lack
of
Education
or
training
that
an
individual
may
be
receiving
that
they
feel
like
they're
not
prepared
to
go
into
the
workplace.
C
We
have
seen
this
when
individuals
in
schools
are
receiving
culinary
arts
training
or
are
working
in
automotive
repair,
but
unfortunately,
when
they
transition
out
of
services,
they
aren't
able
to
find
employment
with
those
skills,
but
the
things
that
they
you
know
are
able
to
do.
They
were.
They
did
not
receive
training
in
them
Transportation.
So
that's
going
to
be
really
important.
Whether
individuals
are
receiving
Transportation
through
Medicaid
vote
of
care,
whether
it's
locally
funded,
Transportation
or
even
public
transportation.
C
Individuals
were
finding
Transportation
as
a
difficulty
when
trying
to
get
to
and
from
work
accommodations,
and
so
this
is
really
going
to
look
like
what
are
the
accommodations
individuals
need
to
fully
participate
in
the
workforce,
and
so
when
we're
thinking
about
accommodations
Virginia
has
said
that
employers
must
make
reasonable
accommodations
in
order
for
people
with
disabilities
to
be
able
to
work
and,
depending
on
your
support,
coordinator
or
Arlington.
C
I
do
believe
that
we
are
more
than
able
to
make
a
case
for
any
type
of
accommodation,
for
the
individuals
that
we're
working
with
attitudes
was
also
a
big
one
for
individuals
and
I
believe
that
one
was
around
9.1
percent,
and
so
that
really
looks
like
the
attitudes
of
the
the
employees
that
they're
working
with,
but
then
also
the
attitudes
of
the
people
in
community
that
they
may
be
interacting
and
interfacing
with.
C
Is
that
person
going
to
make
fun
of
me?
Am
I
going
to
feel
comfortable
and
supported
in
the
work
area,
and
so
this
is
also
an
opportunity
when
we
were
thinking
early
about
that
Mutual
benefit.
The
the
mutual
benefits
of
having
individuals
with
disability
in
an
integrated
setting
will
also
help
to
address
and
maybe
curve,
some
of
those
negative
attitudes
and
myths
and
stigmas
that
are
attached
to
developmental
disabilities.
C
Job
counseling.
So
that's
going
to
go
up
right
along
with
training,
and
if
that
is
also
something
that,
within
our
supported
Employments,
we
do
provide
job,
coaches
and
job
counseling
for
individuals
and
then,
lastly,
is
going
to
be
government
assistance.
C
There
are
some
individuals
who
are
concerned
that,
while
they
do
want
to
work
and
and
be
employed
within
the
broader
Workforce
that
their
government
assistance
will
be
somehow
negatively
affected,
and
so
that
is
a
very
real
concern,
and
so
our
our
goal
is
to
work
with
them
to
be
able
to
find
the
right
level
of
of
care
between
working
and
receiving
Services,
because
we
don't
want
anyone
to
be
penalized
for
wanting
to
be
a
part
of
the
community
and
and
be
able
to
earn
their
own
money
and
then
there's
other
and
that
didn't
necessarily
differentiate
with
those
other
barriers
were
all
right.
C
So
The
Voice
told
you
a
little
bit
about
what
our
our
values
were
here
at
Arlington,
but
I
thought
it
was
really
important
that
we
take
our
values
and
our
mission
and
our
vision
and
make
sure
that
we
see
it
in
everything
that
we're
doing
right.
So
our
first
value
is
going
to
be
racial,
Equity,
so
intentionally
removing
those
structural
and
historical
barriers.
C
We
are
serving
of
the
nine
percent
of
Arlington,
so
Arlington's
total
black
population
is
going
to
be
nine
percent
and
Arlington
DHS
is
serving
16
of
those.
The
Asian
population
of
Arlington
is
going
to
be
10
and
Arlington.
Dhs
is
serving
about
eight
percent
of
the
Asian
populations
and
there
is
16
of
other,
unfortunately,
other
wasn't
aggregated,
so
I
wasn't
able
to
see
what
that
included,
but
of
the
others
of
the
five
percent
of
other
of
Arlington
County.
We
are
supporting
16
of
those
just
to
note.
C
C
So
our
our
goal
is
really
making
sure
that
we
are
serving
at
or
above
the
individuals
who
are
here
and
present
in
Arlington
access,
so
receiving
Equity
driven
services
with
ease
that
means
receiving
job
training,
interview
and
application
support,
on-the-job,
accommodations
and
with
ease
is
going
to
be
important
because
we
don't
want
to
add
any
other
barriers
to
any
of
our
individuals
who
are
wanting
to
work.
We
want
to
make
sure
that
we
are
not
the
you
know
that
that
stopping
block
for
them.
C
So
what
does
it
look
like
to
be
responsive,
provide
training
and
really
be
supportive
and
accessible
to
these
individuals,
including
honoring
and
recognizing
diversity,
and
so
that's
really
where
competitive
and
integrative
employment
is
going
to
come
in,
not
again
like
we
said
it's
going
to
be
mutually
beneficial
to
have
people
with
disabilities
working
in
community
with
people
without
disabilities.
C
We
want
to
make
sure
that
we
are
not
segregating
our
our
developmental
disability
population
and
we
want
to
make
sure
that
they
also
feel
a
part
of
the
community
because
they
are
authenticity,
is
Passion
being
passionate
about
what
they
do
and
empowered
to
be
their
authentic
selves.
Again.
C
Meaningful
employment
is
how
we
are
going
to
support
this,
and
that
means
also
giving
or
allowing
people
with
disabilities
to
share
their
voice
to
be
able
to
advocate
for
themselves
to
be
able
to
identify
the
things
that
they
do
and
do
not
want
to
do
as
far
as
employment
and
that's
going
to
be
important,
especially
when
you
think
about
voice
and
choice
for
people
without
disabilities.
C
We
want
to
make
sure
that
we
are
also
providing
that
voice
and
choice
for
the
individuals
that
we're
serving
here
in
Arlington
and
then,
lastly,
accountability
so
sharing
information
in
a
transparent
manner,
collaborative
collaboratively,
working
together
towards
outcomes
that
eliminate
racial
inequities,
so
that
accountability
piece
is
really
where
we
are
going
to
fall
as
Arlington
Department
of
Human
Services.
It
will
be
on
us
to
provide
that
training
not
just
to
employers,
but
other
community
or
other
individuals
in
the
community
about
what?
How
do
we
work
with
individuals
with
disabilities?
C
How
do
we
provide
them,
the
supports
that
they
need,
and
then
what
does
it
look
like
for
us
to
continue
to
provide
that
training
and
to
keep
those
lines
of
communication
open
so
that
we
are
able
to
support
the
employers
that
are
supporting
the
individuals
with
disabilities
within
the
county?.
C
Okay,
little
voice,
I'm
gonna
share
it
back
with
you.
B
Thank
you
so
much
Delphia.
We
are
at
the
home
stretch
and
then
we
will
take
some
questions,
starting
with
the
questions
and
comments
in
the
chat
and
then
we'll
open
it
up
for
further
questions.
So
what's
next
for
employment,
first
and
employment
here
in
Arlington,
County
and
I,
actually
debria
and
I
forgot,
probably
one
of
the
most
important
things
of
what's
next
on
this
slide
and
that's
delbria
and
delbria's
position.
B
We
were
serving
and
continue
to
serve
and
support
well
over
51
percent
of
the
individuals
open
to
us
that
are
in
day
support
programs
or
going
to
programs
outside
of
the
county
and
we're
committed
to
Bringing
individuals
that
are
attending
programs
outside
of
the
county
back
into
the
county
for
day
services.
But
as
well.
B
As
you
know,
we
have
to
create
more
opportunities
here
in
the
county
and
the
same
with
employment
is
having
employment
opportunities
for
individuals
to
be
able
to
work
where
they
live
and
have
jobs
in
Arlington
County
and
so
that
if
they
then
decide
to
go
outside
of
the
county,
that's
a
real
choice
and
not
so
much
a
forced
choice
because
we
don't
have
the
resources
here.
So
we
underwent
a
study
where
we
contracted
with
the
provider
public
Consulting
Group.
B
That
came
up
with
a
about
eight
or
nine
different
recommendations,
and
from
that
we
developed
a
gazillion
task
and
work
task
related
to
that.
But
we
needed
someone
to
be
able
to
do
that
work.
And
so
our
leadership
here
at
DHS
supported
our
division
in
creating
delbria's
position,
which
is
Workforce.
B
Excuse
me,
community
and
Workforce
Development
Specialists,
and
that
is
looking
at
supporting
the
the
department
in
developing
expanding
day,
Support
Services,
as
well
as
employment
services,
and
dealing
also
with
some
of
the
barriers
that
we
experience
where
transportation
is
also
concerned,
and
so
she
really
has
been
able
and
and
bringing
her
on
board.
We've
been
able
to.
B
Finally,
move
forward
with
several
other
recommendations
in
the
public
Consulting
Group
work,
work
study
so
for
one
example,
for
example,
like
you
know,
when
you
look
at
some
of
the
barriers
that
dobria
is
had
highlighted,
one
of
them
being
Education
and
Training,
and
so
one
of
the
things
that
she
and
I
were
actually
talking
about
today,
and
this
would
be
something
that
will
you
know
ultimately
benefit
our
employment
services
providers
as
well,
is
really
getting
out
into
the
community
and
breaking
down
myths.
B
So
we
want
to
start
identifying
potential
employers,
not
that
we're
going
out
and
saying
you
know:
hey.
Will
you
hire
this
person?
Will
you
hire
that
person,
but
we
want
to
lay
the
foundation.
Work
is
starting
to
break
down
barriers
and
address
barriers
that
employees
have
about
individuals
with
developmental
disabilities
and
employing
them.
B
You
know
as
well:
that'll
set
a
foundation
for
our
employment
services
providers
to
come
after
the
work
that
we're
doing
to
be
able
to
partner
with
some
of
these
providers
and
employers
and
hopefully
leading
to
opportunities
for
individual
supportive
employment
as
well
as
group
supported
employment.
So
that's
just
one
example
in
terms
of
her
role,
so
what's
next
for
employment
and
employment
first,
here
really
a
lot
of
it
starts
with
this
position.
B
We're
also
looking
to
develop
or
to
create
and
open
this
summer
and
employment
Readiness
program
for
some
of
you
that
are
familiar
with
the
pet
program
program
for
employment
prepared.
This
is
sort
of
an
extension
of
that
beyond
the
school
system,
but
for
those
individuals
who
have
expressed
an
interest
in
working
but
continue
to
meet
some
skill
development
in
areas
of
communication,
for
example
social.
You
know
some
socialization
skills
and
other
just
job
Readiness
skills.
This
program
will
support
them
in
that
effort.
B
So
it
allows
support
up
to
I,
think
we're
saying
up
to
three
years,
one
to
three
years,
but
it's
really
preparing
individuals
to
be
able
to
transition
into
group,
supported
or
individual
supported,
unemployment
programs,
and
it
is
intentionally
intended
to
be
fluid
and
that
we
want
people
moving
through
the
program.
So,
unlike
traditional
day
support
programs,
individuals
can
remain
in
a
program.
You
know
5
10,
15,
20,
plus
years.
This
is
really
moving
people
through
the
program
so
that
we
can
serve
others,
and
not
everyone
will
stay
for
three
years.
B
Not
everyone
will
stay
for
one
year,
so
some
people
might,
you
know,
only
need
one
year
for
support
and
services,
but
it
allows
us
to
be
able
to
serve
more
people
to
maximize
the
pro.
The
program
group
supported
employment
expansion.
So
we
currently
have
an
enclaves
right
now,
one
because
we're
no
longer
doing
Goodwill
but
I
digress
for
a
minute,
but
we
have
a
group
supported
employment
under
with
service
sources,
our
current
provider
for
that.
B
But
as
we
look
to
develop
group
support
and
employment,
we
do
hope
to
and
look
to
expand
that
in
in
years
to
come
to
have
more
opportunities
for
that
here
in
the
county
and
meeting
State
metrics
is
something
we're
actually
quite
proud
of
here
so
and
there
the
state
has
a
metrics:
that
of
those
individuals
that
you
support.
D
B
So
we're
at
about
50
152
of
our
individuals.
That
say
they
want
to
work.
We
have
more
than
50
percent
of
them,
they're
actually
employed,
and
we
just
want
to
keep
that
number
growing.
Just
keep
it.
You
know
just
going
going
up
and
and
providing
the
opportunities
in
the
community
breaking
down
barriers
for
people
to
be
able
to
work
and
have
meaningful
employment,
we're
looking
to
increase
our
partnership
and
our
opportunities
across
the
department,
as
well
as
Arlington,
Public,
Schools,
and
really
just
trying
to
Target
students
earlier
and
earlier.
B
Currently,
you
know
we're
still
doing
that
year
before
a
student
ages
out
of
school,
but
we've
been
saying
for
some
time.
You
know
we
want
to
increase
that
to
two
years
and
then
three
years,
and
so
we
do
have
plans
in
terms
of
expanding
that
to
start
sooner
at
getting
students
prepared.
We
do
start
having
conversations,
however,
at
the
age
of
14
or
higher,
and
that
comes
from
the
state,
so
everyone
14
and
older.
B
We
are
required
to
have
an
annual
employment
conversation
and
that's
more
than
just
saying
do
you
want
to
work?
We
have
to
understand
and
and
we're
first
we're
explaining
to
them
what
employment
is
in
the
context
of
competitive,
integrated
employment
and
we're
trying
to
identify
that
if
they
say
they
don't
want
to
work,
we
are
asking
the
questions.
Well,
what
are
the
barriers?
Why
do
you
think
you
can't
work?
So
it's
not
just
do
you
want
to
work?
You
check
off
a
box
and
you're
done.
B
It's
really
understanding
why
people
aren't
able
to
work,
because
there
are
varies
that
we
might
actually
be
able
to
address.
But
if
we're
not
having
those
conversations,
we're
not
going
to
know
and
then
we're
also
looking
as
we,
you
know,
develop
and
expand,
and
and
change,
How
We,
Do
services
and
supports
is
really
looking
to
have
more
hybrid
programming
opportunities
so
that,
if
somebody
has,
you
know,
that's
in
a
traditional
day
program
where
they're
typically
going
five
days
a
week.
B
But
if
they
say
Hey,
you
know
I
want
to
work,
but
I
don't
really
want
to
work
five
days
a
week
of
having
a
hybrid
programming
where
maybe
they
can
do
day
support
for
three
days
a
week
in
employment
for
two
days
a
week,
but
really
letting
what
the
individual
is
interested
in
drive
the
services,
so
we're
not
completely
there
yet.
B
But
that
is
absolutely
the
direction
that
we
are
going
in
in
Arlington
with
our
services
for
day
support
and
employment
of
giving
the
individuals
we
support
more
of
an
option
to
drive
what
their
day
looks
like
next
slide.
I
think
is
some
resources
so
again,
you'll
get
the
PowerPoint
presentation.
B
This
just
has
some
resources
for
the
association
of
people
supporting
Employment,
Office
of
disability,
employment
policy
and
the
Arc
of
Virginia,
which
has
some
great
information
about
the
settlement
agreement.
And
then
we
have
a
queue:
C
code,
QR
code,
Q,
something
code.
C
C
And
if
you
scan
it,
it
will
take
you
directly
to
our
YouTube
of
the
Arlington
DHS
Mission
Vision
and
values
being
delivered
by
Anita
Friedman.
So
it's
a
nice
little
YouTube
video.
So
if
you
scan
it,
you
can
learn
more
about
our
mission,
vision
and
values
here
at
Arlington.
B
And
we're
also
working
on
some
great
user-friendly
one-pagers,
so
delbria
has
been
working
on
an
employment
Readiness
one
pager,
that's
just
about
done
that
we
look
forward
to
sharing
with
you
all
and
and
Employment
Services
habilitation
services.
So
we
have
some
other
just
printed
material
that
we're
looking
forward
to
sharing
out
as
well.
So
if
it's
okay,
Sherry
I'd
like
to
start
with
some
questions
and
comments
in
the
chat.
A
Hello
voice,
I'm,
sorry,
but
we're
gonna
have
to
hold
the
questions
for
the
chat
from
the
chat
until
the
end,
because
we
have
five
providers
who
have
who
have
agreed
to
present
today
as
well
as
stars.
So
if,
if
anyone
can
answer
any
questions
in
the
in
the
chat
via
chat,
that'll
be
great
but
I'd
like
to
move
on
to
Jennifer,
because
because
the
some
of
the
folks
want
to
find
out
who
these
providers
are
and
what
they
have
to
offer
and
we're
not
just
not
going
to
have
time
before
the
end.
A
If
we
take
questions
now
so
at
that,
thank
you,
valbria.
Thank
you,
Lavoy.
Thank
you.
Maimuna
I'd
like
to
introduce
Jennifer
Catlett
who's
with
the
Department
of
Aging
and
rehabilitation
services.
If
you
want
to
throw
in
one
of
the
questions
that
Diane
had
they,
she
wanted
to
know
a
little
bit
about
how
many
Prius
students
you
have
here
in
Arlington,
but
other
than
that
I'm
going
to
give
it
to
you.
Jennifer
awesome.
D
Thanks
Sherry
hi
guys
I'm
Jennifer,
cattell
I
am
one
of
the
adult
counselors
at
DARS.
I
do
have
a
PowerPoint
that
I'll
share
it
kind
of
touches
on
DARS
as
an
overview,
so
it
will
touch
on
the
priets
as
well
as
kind
of
the
Adult
Services
and
then
to
answer
the
question
regarding
how
many
students
are
receiving
priet
services
in
Arlington.
I.
Don't
have
an
answer
to
that.
D
I
had
I
known
that
I
would
have
kind
of
done
some
research
ahead
of
time,
but
if
you're
interested
I
can
and
ask
and
see,
if
that's
something
that
we
can
get
so
I'm
going
to
share
a
PowerPoint.
If
that's
okay,.
E
D
Do
you
see
it?
Okay,
good?
Let
me
kind
of
go
through
and
all
of
the
information
that
everybody
had
beforehand
is
great,
because
I
won't
have
to
do
as
much
of
the
information
in
regards
to
some
of
the
service,
but
essentially
so
DARS
is
the
department
for
aging
and
rehabilitative
services.
D
So
obviously
we
have
the
Aging
Services,
who
are
a
separate
office
from
us.
We
are
the
rehabilitative
services
side,
so
our
mission
is
to
improve
the
employment
quality
of
life,
security
and
Independence
of
older
Virginians
Virginians
with
disabilities
and
their
families.
We
do
receive
federal
and
state
funding
for
the
rehabilitation
program
and
we
support
individuals
with
disabilities
in
preparing
for
obtaining
and
maintaining
employment.
D
So
some
of
the
services
we
all
the
program
is
vocational
rehabilitation
and
we
also
have
the
priyats
and
transition
services
and
for
individuals
who
don't
know
priets
is
the
pre-employment
transition
services.
So
those
are
those
services
that
are
being
completed
in
like
the
high
school
or
maybe
even
the
pet
program.
D
That
was
mentioned
earlier
as
examples
and
we'll
get
to
the
the
exact
services
that
those
are
include
later
and
we
also
have
the
Wilson
Workforce
and
rehabilitation
center
they're
in
Fishersville
Virginia,
and
they
have
training
programs,
drivers,
training,
vocational
evaluation
and
lots
of
other
services
down
there
to
offer,
and
then
Rehabilitation
technology
and
the
Virginia
assistive
technology
system.
So
that's
really
our
assistive
technology
program,
so
we
can
offer
those
to
individuals
who
might
need
like
a
consult
of
how
to
perform
their
jobs
better.
D
D
So
again
we
I
talked
kind
of
about
the
services
that
we
offer
and
the
purpose
the
goal
of
is
in
integrated
community-based
competitive
employment.
So
I
know
that
the
previous
presenters
talked
a
lot
about
that
competitive,
integrated
employment,
meaning
that
it
has
to
be
in
a
competitive
meaning,
minimum
wage
or
above
position
in
the
community,
with
others
with
and
without
disabilities.
So
none
of
the
enclaves
or
anything
like
that.
D
If
there's
a
question
about
whether
certain
employment
meets
those
criteria,
we
do
have
staff
that
can
go
out
and
make
that
judgment
call
of
whether
something
qualifies
as
competitive,
integrated
employment
or
not
so,
like
I,
said
I'm
a
rehabilitation
counselor.
So
we
work
with
individuals
and
their
support
teams
and
important
people
in
their
life
to
come
up
with
a
what
we
call
an
ipe
or
an
individual
plan
for
employment,
and
so
that
kind
of
identifies
what
the
employment
goal
is
going
to
be.
D
What
services
are
going
to
need
be
needed
to
reach
the
goal,
who's
going
to
provide
those
Services
fund,
those
services
and
so
on.
So
it's
a
collaborative
plan
that
we
develop
together
and
then
they
also,
we
have
different
counselors
that
are
providing
priets.
So
we
have
counselors
there
that
work
within
the
school
systems.
Arlington
right
now
is
being
covered
by
Keisha
Malloy.
So
if
you
hear
that
name
or
if
you
need
to
connect,
that's
who's
covering
Arlington
schools
right
now
and
then
we
also
determine
eligibility
for
services.
D
I'll
cover
eligibility
in
a
different
slide,
we're
helping
identify
what
feasible
employment
goals
might
look
like
or
help
people
explore
if
they're,
not
sure
and
again
I
talked
about
the
individual
plan
for
employment
and
the
steps
that
are
on
that.
So
that's
my
role
going
back
to
the
pre-employment
transition
Services.
There
are
five
areas
and
those
are
job
exploration,
counseling,
work-based
learning,
opportunities,
counseling
on
opportunities
for
post-secondary,
Education
and
Training,
and
then
workplace
Readiness
training
to
develop
social
skills
and
independent
living
and
then
also
self-advocacy.
D
D
So
our
program
again
is
designed
to
help
people
prepare
for
obtain
and
maintain
employment,
one
that
helps
them
increase
their
ability
to
live
independently
in
their
communities
like
everyone
else,
and
then
we
work
with
people
with
a
variety
of
disabilities,
so
that
can
be
idd.
I
know
that's
more
the
focus
here,
but
also
any
other
physical
or
mental
impairments,
and
we
are
an
eligibility-based
program
and
again
I'll
get
to
that
here
in
a
second.
These
are
just
some
of
the
examples
of
services
that
we
can
provide.
D
Services
are
very
individualized
based
on
each
person,
so
they
may
look
different
from
person
to
person
based
on
their
situation,
interests
and
and
what
their
needs
are,
but
counseling
and
guidance,
career
exploration,
vocational
evaluations.
D
You
know
job
seeking
skills
like
resume
development,
interviewing
skills,
things
like
that
supported
employment
was
touched
on
previously,
so
if
they
need
a
job
coach,
there's
that
support
training
if
they
need
like
a
certificate
or
other
specialized
training
to
reach
their
goal.
And
then
I
talked
about
some
of
the
rehab
engineering
and
assistive
technology
as
well,
and
we
can
do
those
consults
with
those
staff.
D
D
But
again,
Wilson,
Workforce
and
Rehab
Center
provides
some
of
those
like
evaluations,
trainings,
not
so
much
the
medical
Rehabilitation
anymore,
life,
skills,
evaluations
and
training
drivers,
evaluations,
things
like
that
cost.
There's
no
fee
to
apply
for
information
about
Dar,
so
an
intake
doesn't
cost
any
money.
Anything
that
we
do
to
help
determine
eligibility
does
not
cost
any
money,
any
services
that
are
provided
by
dar's
staff,
so
counseling
and
guidance
vocational
evaluation.
D
Things
like
that
resume
assistance,
interviewing
support.
Those
are
at
no
cost
things
that
would
cost
money
like
job
coaching
or
trainings
things
like
that.
We
do
look
at
the
household
income.
So
what
we
do
is
we
look
at
the
tax
return
of
the
or
we
look
at
the
most
recent
tax
return
that
the
individual
receiving
Services
is
listed
on.
So,
if
they're
listed
on
a
parent's
tax
return,
we
look
at
that
tax
return
and
determine
what
the
cost
share
would
be,
never
any
surprise
cost.
D
It
would
always
be
a
discussion
up
front,
but
if
a
person
is
on
SSI
or
SSDI,
they
are
automatically
qualified
for
services
without
paying
so
there's
that
piece
of
information.
Another
thing
kind
of
important
to
say
to
that
the
people
that
are
on
Social,
Security
I
know
it's
a
common
fear
that
they
either
don't
want
to
lose
those
benefits
or
are
unsure
of
what
it
would
look
like
to
work
their
way
off
those
benefits.
D
So
we
can
provide
a
service
for
benefits
counseling.
We
have
vendors
that
provide
that
to
help
understand
what
that
would
look
like
how
working
will
impact
the
SSI
SSDI
benefits
and
kind
of
run,
multiple
scenarios
so
that
an
individual
and
their
families
are
able
to
make
the
decision
of
whether
they
want
to
work
their
way
off
of
benefits
or
whether
they
want
to
work
while
still
maintaining
those
benefits.
D
So
we
do
that
with
people
who
are
receiving
Social
Security
benefits,
so
I
already
gave
a
few
examples
of
no
cost
services
but
again
listed
here
and
then
any
of
the
cost
Services
there
on
the
right.
So
anything
that
costs
money,
training,
medical
equipment,
assistive
technology,
things
like
that,
so
just
some
more
of
those
examples,
so
eligibility
to
be
eligible
for
Dart
Services.
There
has
to
be
a
documented
physical,
mental,
emotional,
sensory
or
learning
disability,
and
that
there
has
to
be
a
limitation
to
employment.
D
Because
of
that
disability
we
look
at
seven
different,
functional
limitation
areas,
so
if
they
meet
at
least
one
of
those
areas
that
qualifies
them
for
services,
they
also
have
to
be
expected
to
be
looking
for
competitive,
integrated
employment.
So,
while
volunteering
is
great,
it's
not
something
that
DARS
provide
services
to
support.
D
They
also
must
be
legally
eligible
to
work
in
the
United
States,
be
living
working
or
going
to
school
in
Virginia
and
then
wanting
to
work.
It
is
client
choice
if
they
don't
want
to
work,
they're
not
required
to
participate
in
Services,
and
one
thing
I'll
add
to
here,
since
we
are
so
close
to
other
states,
it's
not
easy
to.
We
can't
just
TR
like
if
you
move
out
of
state,
we
can't
transfer
cases
between
states.
D
D
Students
usually
are
referred
through
their
school,
but
if
not
or
if
there's
like
a
homeschooling
situation
or
something
like
that
there,
they
can
contact
our
local
office
here
in
Alexandria,
we
cover
Arlington
and
I.
Think
there's
some
contact
information
at
the
end
of
this
PowerPoint.
That
will
show
what
that
what
that
contact
information
is
adults.
D
I
am
the
primary
counselor
for
any
referrals
made
in
Arlington,
with
the
exception
of
TANF
Elizabeth
Rowe
works
with
the
TANF
program
and
then
any
substance
abuse
Nicole
Hargreaves
covers
that.
However,
if
I
get
a
referral,
I'm
happy
to
get
it
to
the
correct
person,
so
there's
no
wrong
person
to
send
it
to
we'll
get
you
to
the
right
counselor.
D
D
D
So
again,
the
referral
is
the
first
step
that
intake
meeting.
That's
where
we
really
gather
a
lot
of
information,
get
to
know
the
person
as
an
individual.
What
they're
looking
for
what
their
interests
are,
what
the
limitations
are
and
kind
of
what
they're
seeking
from
DARS
from
there
we
determine
eligibility.
We
do
have
60
days
to
determine
that
that
just
allows
us
time
to
get
information.
D
If
it's
not
provided
up
front
that
order
of
selection
down,
there
means
a
wait
list.
Thankfully
we
don't
currently
have
one.
So
that's
not
an
issue.
Right
now,
from
there
we
developed
that
individual
plan
for
employment,
where
services
are
listed
that
will
be
provided,
and
then
those
Services
should
lead
to
competitive,
integrated
employment.
D
Once
somebody
is
successfully
working
on
the
job
for
at
least
90
days,
then
that
leads
to
case
closure
with
DARS.
However,
we
do
partner
with
the
csb
waivers
and
our
vendors
who
provide
job
coaching
and
they
can
continue
to
receive
on-the-job
support
from
those
job
coaches
with
a
different
funding
source.
So
I
know
a
lot
of
people
get
worried
saying
when
DARS
closes
my
case,
I'm
going
to
lose
my
job
coach
and
that's
not
the
case.
We
just
look
at
different
funding
sources
and
again
we
have
that
conversation.
D
D
So
we
are
not
a
job
placement
agency,
so
we
can't
guarantee
a
job
for
everyone,
and
so
essentially,
what
that
means
is
that
some
people
think
that
we
have
just
employers
that
give
us
jobs
that
are
available
and
that
we
can
just
say.
Oh,
you
know
this
person's
looking
for
data
entry
and
and
we
have
a
job
available-
we're
not
a
placement
agency.
D
D
We
have
to
maintain
active
contact
in
order
for
their
case
to
remain
open.
I
know
during
covet
a
lot
of
services
halted,
just
because
people,
you
know
we
weren't
able
to
leave
our
homes,
but
that
caused,
thankfully
we're
seeing
an
increase
in
numbers
and
participation.
Now
so
I'm
really
excited
about
that,
and
then
we
can't
pay
for
services
if
a
person
doesn't
meet
Financial
participation
requirements.
D
If
there's
a
service
isn't
needed
for
for
them
to
reach
their
employment
goal
or
if
there's
evidence
that
somebody
wouldn't
benefit
from
the
service
that
we're
looking
for
that's
an
individualized
conversation
that
would
be
with
the
counselor
and
the
individual
and
their
support
team
again
for
contact
information.
D
There
is
the
website
that
you
can
find
local
offices.
We
have
a
lot
throughout
the
state,
but
Arlington
specifically
the
Alexandria
office
covers
Arlington.
D
The
etrs
at
the
school
should
have
contact
with
the
counselor
that's
assigned
there,
and
then
they
can
put
you
in
touch
again,
Keisha
malloy's,
covering
as
counselor
for
Arlington
schools.
At
this
point,
our
Central
offices
are
located
in
Richmond
and
there's
their
contact
information
as
well,
and
then
the
local
offices
around
here
that
number
under
Alexandria.
If
you
need
to
make
a
referral
or
ask
a
general
question,
we
also
have
our
Fairfax
office
and
Leesburg.
Those
are
the
other
closest
Office.
D
Let
me
see
yeah
so
School
coverage
areas
again
per
office.
We
cover
different
schools,
so
that's
kind
of
what
we
have
an
overview
of
DARS.
Like
I
said
we
do
partner
with
vendors
who
you'll
hear
from
next.
D
To
provide
services
everything's
very
individualized,
and
then
there
are
different
counselors
for
different
areas
so,
but
again,
no
wrong,
no
wrong
contact,
so
wherever
you
make
the
referral
or
phone
call
they'll
get
you
connected
to
the
correct
person.
I'm
also
always
happy
to
answer
questions
or
you
know
about
services
or
who
to
connect
you
to
as
well.
I
can
put
my
contact
information
either
in
the
chat
or
Sherry
I'm
wondering
if
you're
going
to
send
out
maybe
contact
information
as
well.
D
A
A
You,
if
you
add
it
to
the
PowerPoint,
then
I'll
just
it'll
just
be
in
there:
okay,
perfect
Jennifer!
Thank
you
so
much.
You
did
you've
everyone's
done
everything
so
quickly
and
I'm
very
nervous
about
making
sure
we
hear
from
the
providers.
So
what
I'm
going
to
do
next
up?
First
of
all,
thank
you.
Those
of
you
who
are
answering
questions
Joy
is
with
joy.
Haley
is
with
Arlington,
Public,
Schools
and
so
the
transition
coordinators
are
your
primary
entree
to
DARS.
A
If
you're,
if
your
person's
still
in
school
and
then
your
you
can
contact
doctors
directly,
but
your
csb
case
manager
is
the
is
a
key
entree
point
to
DARS.
Also,
if
you
have
an
adult,
that's
who
is
currently
receiving
services
so
for
the
next
part,
I'm
going
to
ask
the
folks
from
nvle
Jennifer,
orchant,
aceto,
best
buddies,
Molly,
Whalen,
the
choice
group,
Christy
Stegman
service,
Source,
Lauren,
Goldschmidt
and
Melwood
Elizabeth
Foster
to
speak
in
turn.
A
As
you
can
see,
we
only
have
50
minutes,
55
minutes
left
and
we
and
we've
limited
everyone
to
10
minutes.
If
those
of
you
who
are
professionals
who
have
answers
to
any
of
the
questions
in
the
chat
can
answer
questions
in
the
chat,
we
would
very
much
appreciate
it
because
there's
some
very
good
questions
there
and
then
at
that
I'm
going
to
call
the
folks
in
the
order
that
they
responded.
So
the
first
will
be
Joanne
orchan
aceto
from
nvla
and
I
am
putting
you
on
a
timer.
A
I'll,
let
you
know
a
couple
of
a
minute
before
before
we
end
and
we're
especially
interested
in
finding
out
what's
going
on
in
Arlington.
So
if
you
want
to
help
out
with
some
of
that
first,
that's
terrific
sure.
F
A
Tom,
if
there's
an
if
you
can
Spotlight
the
the
person
speaking,
that
would
be.
That
would
also
be
helpful,
so
people
can
see
her
better.
F
Probably
if
you
were
able
to
take
the
DARS
PowerPoint
off
the
screen,
that
would
probably
work,
because
that's
what
I'm
still
seeing
is
the
doors
PowerPoint.
Okay,
that
can
work.
So
thank
you
all.
We
appreciate
having
the
opportunity
to
talk
for
a
few
minutes
with
you.
All
I
will
try
to
speak
mostly
about
Arlington
and
what
mvle
has
done
or
is,
is
looking
to
do
in
in
the
Arlington
area.
We
are
an
employment
service
provider.
We
are
part
of
the
fedcap
family,
which
is
a
national
International
Organization.
F
We
started,
we
joined
them
in
2018
and
there
is
a
Fed
cap
division
in
Washington
DC
and
we
do
share
a
lot
of
job
leads
and
work
with
them
very
cooperatively.
F
The
parent
company
is
in
New,
York
City
and
the
big
goal
of
fed
cap
is
to
get
people
out
of
poverty
is
to
find
those
supports,
so
people
can
be
employed
and
can
have
a
reduced
Reliance
on
their
subsidies,
their
social
security
or
SSDI
or
other
benefits.
So
it
is
it's
a
huge
goal
of
fed
cap
and
we
are
proud
to
be
a
partner
with
them
in
that
I
was
happy
to
hear
the
voice
talk
about
hybrid
Services,
because
that
sometimes
is
a
barrier
to
employment
for
persons
with
disabilities.
F
If
they're
trying
to
get
into
employment
some
of
the
things
that
mvle
has
done
recently,
it
is
in
a
neighboring
locality,
Sherry
I'm,
going
to
speak
about
it.
It's
our
employment
Readiness
program.
We
currently
have
it's
a
pilot
program.
We
have
like
six
individuals
in
it.
They
had
all
been
in
our
day
program
and
we
partner
it's
a
multi-disciplinary
approach.
We
do
movement
with
them.
We
have
a
speech
group
that
we
work
with
the
Empower
me,
which
is
a
platform
for
assistive
technology.
We
have
behavioral
supports.
F
We
work
on
support
those
soft
skills
that
can
have
people
not
be
successful
on
the
job
and
it's
only
been
in
existence
about
six
months.
Again,
it's
a
small
program,
but
one
of
the
individuals
is
already
employed.
Full-Time
and
I
had
the
pleasure
of
meeting
with
him.
A
couple
of
weeks
ago,
his
job
coach
was
on
vacation
and
I
said
you
know.
F
F
He
went
out
to
lunch
with
his
co-worker
and
he
enjoyed
himself
so
again,
it's
a
small
program,
but
we're
really
proud
of
how
fast
one
of
the
individuals
has
been
able
to
Land
employment,
and
now
the
group
is
already
saying
well,
you
know
so
and
so
is
really
ready
Joanne.
So
it's
on
me
and
my
team
now
to
find
employment
for
the
next
individual.
F
So
we're
really
really
excited
about
that
program.
Like
other
vendors
that
are
on
the
call
we
do
customized
employment
and
individual
supported
employment
and
Group
employment.
We
have
done
Group
employment
in
Arlington
in
the
past.
We
welcome
the
opportunity
again
to
do
it.
It's
been
very
difficult
for
all
of
us
coming
out
of
the
pandemics.
Some
contracts
have
been
lost,
some
are
being
redone,
one
of
our
greatest
Partnerships
and
again
I'm.
Sorry
to
say
it's
not
yet
in
Arlington
is
with
a
large
hospital
setting
where
they
are
directly
paid
by
the
employer.
F
F
When
I
talk
to
our
staff
about
some
folks
that
we've
supported
in
the
in
the
past,
we're
currently
in
Arlington
people
have
talked
to
me
about
oh
Arlington
Library.
We
had
people
place
who
had
worked
there
very
successfully
thrift
stores.
We
had
a
gentleman
who
was
a
pet
Walker
for
a
year
and
I
loved
hearing
about
him
and
the
pets
and
the
dogs
and
all
the
different
houses
he
went
to
in
the
neighborhoods
he
was
in.
F
So
those
have
been
some
job
opportunities
that
we
have
had
throughout
the
Arlington
area.
We
do
partner,
I'm,
sorry
I'm,
going
to
put
my
glasses
on
not
only
with
the
thrift
stores.
We've
had
the
relationship
with
the
library,
a
lot
of
grocery
stores,
we
partner
with
those
big
box
stores
that
we
all
love
and
sometimes
hate.
This
thing
called
a
large
fulfillment
center.
That's
coming
into
your
area.
F
We
have
on
bases
that
are
near
Arlington,
and
so
people
have
those
opportunities
and
those
are
competitive,
integrative
work
settings,
people
there
are
earning,
you
know,
16
17
an
hour
working
full-time
and
they
have
wonderful
benefit
opportunities
if
they
want
to
take
advantage
of
those
another
opportunity
we
have
is
we
are
a
ticket
to
work
vendor
which
can
work
for
some
of
the
folks
who
have
developmental
disabilities.
It's
just
you
have
to
have
SS
I'm
gonna,
get
it
wrong.
F
You
have
to
have
SSDI
right,
yeah,
SSI
or
SSDI
or
SSDI
between
the
ages
of
16
to
to
us
18
to
64.,
so
we
already
take
it
to
work
vendor
one
of
our
employment
Specialists.
That
is
her
her
niche
and
we
are
enjoying
that
and
that's
it's
a
wonderful
opportunity
for
people
to
seek
employment,
so
I'm,
keeping
it
brief,
Sherry
and
not
and
I,
want
to
say
also
in
terms
of
other
partners.
F
You
know
all
of
us
work.
We
work
with
our
board
of
directors
all
the
time
they
have
relationships
with
companies
in
Arlington,
anytime,
you're,
working
with
big
hospitals,
assisted
living
facilities,
George
Mason,
the
Community
College
communities,
you're
going
to
develop
relationships
which
we
have
and
what
we're
always
asking
them.
So
who
can
we
talk
to
in
Arlington?
So,
oh
you
work
at
such
and
such
give
me
that
entree
into
that
business.
F
A
You
have
two
minutes
left,
so
thank
you
so
much.
We
appreciate
that
and
it's
exciting
to
hear
some
of
the
wonderful
things
that
you're
doing
and
and
busting
some
of
the
some
of
our
perceptions
on
our
DD
committee
that
there
are
not
too
many
people
working
in
Arlington.
So
thank
you.
Our
next
is
Molly
Wyland
from
Best
Buddies.
E
Hi
everybody
I'm
going
to
be
super
quick
because
I'm
very
late
for
a
meeting
that
I
had
to
hop
off
on
at
five
o'clock,
but
I'm
Molly,
Whalen
I'm
with
the
state
director
of
best
buddies
in
Virginia
and
DC.
Many
of
you
might
have
heard
of
best
buddies.
It's
a
friendship
program.
Originally,
it
started
at
Georgetown
University
for
people
with
and
without
disabilities
developmental
disabilities
to
have
friends
in
a
programs.
E
We
are
now
in
elementary
through
college
programs,
but
we
also
have
a
leadership
development
program
which
is
about
self-advocacy
and
speech
coaching,
and
we
also
have
a
jobs
program
here.
In
Virginia
we
have
a
contract
with
DARS
the
Fairfax
CSV
and
the
Arlington
csb.
We
are
a
small
jobs
program.
We
have
two
employment
Consultants,
we're
about
to
add
a
third
and
we
support
about
50
people.
E
In
our
jobs
program
we
provide
individualized
supported
and
employment
job
coaching
job
development,
job
placement,
one
of
the
things
that
I
like
to
say
about
our
program
is,
while
our
jobs
participants
come
in
to
work.
We
are
very
particular
that
we
only
serve
people
with
intellectual
and
developmental
disabilities
and
people
who
want
to
work
not
that
their
parents
want
to
work
or
not
that
they're
counselors,
but
that
the
individual
truly
wants
to
try
work
and
we
will
work
with
them
to
set
goals
to
set.
E
You
know,
abilities
to
reach
things,
work
on
all
kinds
of
skills,
including
travel
training,
soft
skills
all
mentioned
before,
and
while
they
come
into
our
jobs
program,
they
are
often
holistically
wrapped
around
in
our
other
programs.
Almost
all
of
our
jobs,
participants
are
also
in
our
adult
friendship
program,
citizens
and
they
are
matched
with
an
individual
without
a
disability
to
have
an
adult
friendship
and
relationship.
They
are
also
involved
in
some
of
our
other
activities,
like
our
our
ambassadors.
E
They
do
some
public
speaking
when
involved
with
our
big
friendship,
walk
on
the
National
Mall,
so
they
come
in
through
the
jobs
program,
but
often
have
an
opportunity
to
really
expand
their
Independent
Living
skills,
their
soft
skills,
their
friendship
skills,
their
social
skills.
The
other
part
is,
we
have
a
international
best
buddies.
International
has
some
national
Partnerships
with
employers.
We
have
a
huge
partnership
with
the
TJX
companies,
which
is
the
company
that
does
Marshalls
home
goods
TJX.
So
we
have
a
lead
that
gets
kind
of
right
through
to
the
hiring
process
with
those
stores.
E
So
that's
where
we've
been
really
successful
in
Arlington
with
Marshalls
and
TJX
and
Home
Goods.
The
great
thing
is:
the
managers
are
aware
of
best
buddies.
So
when
we
go
through
the
application
process,
they
understand
that
a
job
coach
can
come
along
with
an
applicant
that
they
can
participate
in
the
onboarding
and
the
training
and
they
really
kind
of
get
it.
E
So
it
kind
of
takes
away
all
the
cloudiness
of
getting
in
through
the
HR
process
and
in
fact
we
not
Arlington,
but
we
recently
just
placed
three
different
people
through
DC's
Voc
Rehab,
into
two
at
Marshalls
at
one
at
TJX.
We
also
have
a
partnership
with
jll
and
they
do
a
lot
of
service
provider
Administration
contracts
with
everything
from
mail
rooms
receptionists
some
kind
of
on-site
Food
Services
as
well,
and
we
have
a
brand
new
partnership
with
the
Cheesecake
Factory
as
well.
E
So
we,
those
are
the
areas
that
I
think
we
cover
I.
Think
everybody
else
has
talked
about
all
the
other.
Wonderful
things
in
supported
employment.
I
will
just
give
a
shout
out:
I'm,
a
parent
of
two
young
adults
with
developmental
disabilities,
they're
21
and
23.
and
I
loved.
What
was
shared
earlier.
I
hope.
One
of
the
things
is
getting
parents
to
talk
about,
like
with
their
young
adults.
That
work
is
the
the
future
you
know,
and
and
mine
know
that
they
have
to
work
after
their
their
programs.
E
So
we
really
see
that
partnership
between
the
agencies,
ourselves,
the
parents
and
families
and
again
because
we
do
those
other
programs.
We
are
really
connected
to
the
support
network
that
our
jobs
participants
come
in,
so
we
really
want
them
to
embrace
work.
We
look
for
product
jobs
that
they
want
to
do
we're
very
person-centered
in
all
of
our
job
development,
but
we
really
talk
a
lot
about
that.
A
E
Accenture,
and
so
we
have
a
skills
to
succeed,
in
fact,
we're
going
to
have
that
opening
up
on
May
4th
Sherry
I'll
be
happy
to
share
with
you
the
the
application
where
it's
free.
It's
for
four
five
Thursdays
from
May
4th
on
from
4
to
5
30
at
the
Accenture
offices
in
Arlington
and
the
Accenture
team
does
the
whole
thing
they
provide
mentors.
They
talk
about
networking
and
job
skills
and
everything
else
I
can
send
that
to
you
and
I
will
give
a
plug
out
to
the
citizens
program.
E
We
have
350
participants,
both
people
with
disabilities
and
without
and
over
a
hundred
matches
in
Washington,
it's
throughout
the
Washington,
Metro
Area
and
just
a
shout
out
to
those
without
disabilities.
We
are
in
real
need
of
peers
because
we
have
a
little
bit
of
a
waiting
list
with
our
people
with
disabilities.
So
if
you
have
anyone
who
would
be
interested
in
a
one-to-one
friendship,
they're,
really
a
lot
of
fun,
please
come
and
see
us
or
I'm.
E
A
Thank
you
Molly
and
the
leadership
the
program
at
Accenture.
You
do
not
have
to
be
a
best
buddy
citizen
client,
but
you
do
have
an
opportunity
to
meet
the
folks
at
best
buddies
and
consider
whether
or
not
that
is
the
program
for
you.
So
thank
you
so
much
Molly,
sorry
for
pulling
you
away
from
the
meeting
and
our
next
speaker
is
Christy
Stegman
from
the
choice
group.
G
Hi
I'm
Christy
Stegman
I'm,
the
director
of
community
services,
for
the
choice
group.
So
at
the
Choice
group
we
are
a
vendor
for
DARS.
We
also
work
with
we'll
take
private
pay,
as
well
as
work
with
the
csbs
and
waiver
services,
so
we
provide
supported
employment
throughout
the
Commonwealth,
we're
based
out
of
Richmond,
but
we
have
counselors
all
over
in
our
Northern
Virginia
area.
We
have
a
little
bit
more
than
20
vocational
counselors
at
this
time
kind
of
serving
all
all
of
the
DARS
offices
that
we
consider
Northern
Virginia.
G
So
we
certainly
have
a
lot
of
services
going
on
in
in
Arlington
and
with
our
additional
Services.
Instead
of
you
know,
individual
supported
employment.
G
We
work
a
lot
with
the
school
systems
to
do
pre-employment
transition
Services,
whether
we're
helping
someone
explore
the
world
of
work
or
doing
that
pre-employment
Readiness
with
developing
resumes
and
you
know
putting
in
applications
a
lot
of
our
students
over
the
summer
will
come
to
us
wanting
to
have
a
summer
work
experience
where
they're,
either
paid
or
unpaid,
in
a
position
where
we
can
support
them
with
a
job
coach
to
to
start
learning
about
what
work
is
like,
so
that
we
can
help
in
that
transition
plan.
G
We
also
have
the
ability
to
do
book
evaluations
to
determine
some
interests
and
help
lead
to
a
vocational
goal.
That'll
work
for
an
individual.
G
We
also
provide
positive
behavioral
support
for
individuals
who
might
have
some
barriers
due
to
behavior
that
need
to
be
addressed,
whether
before
they're
working
or
while
they're
working,
and
then
we
also
provide
benefits
planning
services
for
those
individuals
who
who
are
receiving
SSI
or
ssgi.
So
they
don't
get
that
scary
letter
from
Social
Security
and
just
quit
their
job
right
away.
So
we
want
to
avoid
that
and
give
them
the
education
that
they
need.
G
We
also
provide
a
class
called
peers,
which
is
a
social
program
for
young
adults
with
disabilities,
to
you
know,
learn
those
social
skills
how
to
make
friendships
how
to
develop
relationships.
G
You
know
how
to
navigate
problems
on
the
job
and
that
class
actually
was
based
out
of
Richmond.
But
one
good
thing
that
came
out
of
the
pandemic
is
all
of
these
virtual
platforms.
Now
we're
able
to
to
help
other
individuals
throughout
the
state
by
getting
them
into
this
program,
which
is
is
held
remotely
now,
then
we
also
provide
Community
Support
Services,
where
you
know,
if
somebody
has
some
barriers
that
are
outside
of
employment,
but
they
need
some
assistance.
Let's
say
setting
up
child
care
so
that
they
can
be
successful
in
employment.
G
G
So
one
of
our
clients
was
referred
to
us
by
by
DARS,
and
we
started
with
the
traditional
supported
employment,
doing
assessments
to
figure
out.
You
know
what
kind
of
job
they
would
like,
and
then
you
know
helping
them
with
applications
talking
to
employers
and
then
once
they
are
placed
into
the
position.
We
provided
that
on-site
job
coach
support
as
they're
learning
and
mastering
their
skills
and
then
baited
our
services
from
there.
G
But
as
this
individual
was
working,
we
realized
that
there
were
some
behavioral
support
needs
where
it
was
going
to
impact
his
job.
So
we
were
able
to
provide
that
service
that
PBS
service
to
address.
You
know
figure
out
what
what
was
causing
these
behaviors
gives
them
strategies
to
to
navigate
this,
and
you
know
help
him
be
successful
as
he
was
working
and
then
that
same
individual
also
was
receiving
SSI.
So
his
family
was
very
confused
about
how
work
was
going
to
impact
his
cash
benefits,
his
medical
benefits.
G
You
know
submitting
pay
stubs
and
getting
that
information
to
Social
Security,
and
so
then,
once
he
was
stable
on
the
job,
this
individual
did
have
a
Medicaid
waiver.
So
once
we
ended
DARS
funding,
we
transitioned
over
to
using
the
waiver
and
they
were
able
to
maintain
that
ongoing
job.
Coaching
support
you
know
as
they
were
working
we
would
come
in.
You
know
once
a
week
or
a
couple
times
a
month
just
to
make
sure
there
are
any
issues
we
would
address
them.
G
So
then
the
second
story
I
wanted
to
share
was
a
young
lady
came
to
us
for
supported
employment
and
you
know
had
had
done.
Some
assessments
wanted
to
do
silverware
rolling,
so
she
was
able
to
work
with
our
job
coach
to
find
a
position
at
a
local
restaurant
in
Arlington,
and
she
worked
there
for
over
a
year
and
then
said:
I
think
I
want
something
else.
So
we
got
her
back
to
DARS
and
we
were
able
to
do
some
other
assessments
and
we
determined
well.
G
She
determined
that
she
wanted
to
work
at
a
movie
theater.
So
we
got
her
into
a
movie
theater
in
the
Arlington
area,
and
things
were
going
great
she's
been
there
since
2018.
clothes
going
great
until
this
pandemic
happened,
and
so,
as
you
guys
can
remember,
the
movie
theaters
were
closed
down,
so
she
was
laid
off
for
a
bit
needed
some
help
with
you
know,
navigating
unemployment
and
just
what
to
do
and
then,
as
those
movie
theaters
started
to
reopen
since
she
had
a
job
coach
that
was
continuing
to
follow
her
case.
G
Even
though
she
wasn't
effectively
working,
we
were
able
to
get
her
back
in
with
the
employer.
She
didn't
need
a
little
bit
of
retraining
which
we
were
able
to
do
and
she's
you
know
been
back
up
and
running
for
several
years
now,
so
so
that
is
the
stories
that
I
wanted
to
share.
Just
to
give
you
a
little
insight
as
to
you
know
what
some
of
our
services
look
looked
like.
A
Tom,
can
you
please
focus
on
Christy
and
Christy?
Are
you
doing
anything
in
particular
to
increase
job
opportunities
in
Arlington
like
finding
employers
or
is
are
all
the
jobs
first?
The
person
with
a
disability
asks
says
this
is
what
I
want
to
do
and
then
you
go
and
try
to
find
a
position
so.
G
G
So
we
work
with
several
Employers
in
the
Arlington
area.
We
individualize
all
of
our
job
searches
on
what
a
client
is
interested
in
doing
so.
You
know
for,
for
example,
the
the
individuals
I
was
talking
about
one
wanted
to
work
in
a
grocery
store
and
a
restaurant,
and
then
eventually
movie
theater,
we're
going
out
and
and
meeting
with
those
employers
and
kind
of
marketing
our
services
and
our
clients.
That
way.
G
So
as
far
as
like
official
Partnerships
with
businesses,
we
don't
have
that.
But
we
are,
you
know,
going
out
and
and
meeting
with
employers
of
interest
for
our
specific
clients.
A
Thank
you,
everybody's
doing
such
a
great
job.
Lauren
is
next
with
service
source
and
Lauren.
Thank
you
for
answering
some
of
the
questions
that
people
had
if
any
of
the
other
providers
also
want
to
answer,
questions
and
add
to
some
of
some
of
the
helpful
answers,
and
that's
also
that's
fine
there
and
Jennifer
or
delbria
or
Diane
or
Joy.
If
you
have
any
answers
to
these
questions,
that
would
be
helpful.
So
next
is
Lauren
Goldschmidt
from
service
Source.
Thank
you.
H
All
right,
I
do
have
a
PowerPoint,
but
I'm
gonna
do
my
very
best
to
stay
on
track
of
this
PowerPoint
I'm,
hoping
it's
going
to
keep
me
on
track,
so
bear
with
me,
while
I
pull
up
my
PowerPoint
okay,
so
I'm
just
gonna
so
service
Source
we're
a
non-profit
organization.
H
We
provide
employment
services
and
Community
integration
Services
as
well
for
individuals
with
disabilities
in
the
northern
Virginia
area,
including
Arlington
I'm,
just
going
to
skip
through
this.
So
so
what
makes
us
unique?
H
We
serve
approximately
175
Arlington
residents
across
all
of
our
programs,
and
we
really
do
our
best
to
provide
services
for
our
individuals
served.
Primarily,
those
are
our
first
customers,
but
also
for
our
families
and
for
our
employers.
So
for
families
we
provide
some
education
about
what
it
looks
like
to
start
employment.
So
for
individuals
who
are
moving
from
a
work
based
program
with
high
school
to
a
employment
position
out
in
the
community.
There
are
some
differences
with
that.
H
So
we
we
include
the
families
in
those
conversations,
because
families
are
often
the
best
Advocates
when
they're
working
with
their
individuals,
their
loved
ones,
and
we
want
to
include
families
in
that
conversation.
With
the
individual's
permission,
we
also
do
work
with
the
employers,
so
we
do
both
informal
and
formal
disability
education
for
employers
tailored
to
the
individuals
who
are
actually
working
at
that
location
and
and
their
strengths,
their
support
needs.
H
We
want
the
employers
to
be
able
to
provide
those
natural
supports
for
individuals
once
we
fade
our
services
with
individual
support
employment,
especially
so
we
have
service
delivery
at
multiple
levels.
So
we've
talked
about
individual
supported
employment,
that's
something
that
DARS
provides.
We
also
have
group
supported
and
and
service
Source
partners
of
DARS
to
provide
those
Services
as
well.
H
We
have
about
15
or
16
folks,
working
in
the
in
the
DC
region
and
in
Northern
Virginia
region,
and
so
you
know,
a
good
number
of
those
individuals
are
supporting
folks
in
Arlington,
and
we
provide
a
lot
of
the
services
that
were
already
mentioned:
situational
assessments,
job
development,
job
coaching
follow-along
supports.
H
H
We
also
have
ability
One
Employment,
where
service
source
is
the
employer
and
someone
is
working
at
various
locations.
So
in
Arlington
we
have
our
Fort
Myer
location,
where
we
have
both
ability.
One
and
group
supported
employment
opportunities.
We
also
have
a
number
of
ability,
One
employment
opportunities
in
the
DC
region.
H
H
We
provide
pre-employment
transition
services
in
the
Arlington
area,
so
last
year
we
provided
priets
groups
in
the
school
during
the
school
day
at
Yorktown,
Washington
and
Liberty
and
Wakefield,
and
we're
about
to
start
two
groups
at
Wakefield
this
month,
so
we're
continuing
to
provide
those
services
for
Arlington
student
students
in
in
in
the
schools
during
the
school
day.
H
We
also
do
work
based
learning
experiences
during
the
summer
and
throughout
the
school
year
as
well,
where
people
can
try
out
different
jobs
and
then
they
can
also
have
internship
opportunities
or
seasonal
employment
depending
on
the
employer
and
a
really
great
thing
about
that
is
that
we
can
pay
the
individual
during
that
experience,
so
that
because
if
it's
an
unpaid
experience
with
the
employer
service,
they
become
a
service,
Source,
employee
and
servicers
can
pay
them
and
we
get
reimbursed
by
DARS.
H
A
lot
of
these
were
already
mentioned:
wrap
around
Services
benefits,
counseling
Community,
Support
Services.
We
also
have
a
peers
program,
we're
actually
recruiting
for
peers
right
now.
We
have
the
next
one
coming
up,
I
believe
at
the
end
of
April
or
beginning
of
May.
So
if
anyone's
interested
in
that,
please
feel
free
to
send
a
message.
H
Dars
does
fund
that
service,
and
then
we
also
have
some
people
who
do
private
pay
for
that
service.
We
also
have
a
driver's
permit
program
as
well.
That
is
starting
I
believe
in
the
next
couple
of
weeks,
and
that
is
a
virtual
service
where
we're
helping
people
to
prepare
for
the
written
portion
of
their
learner's
permit
exam.
H
A
H
So
so
the
peers
is
not
a
p.
It's
a
social
skills
group,
so
it
peers
is
a
social
skills
group
and
there's
two
groups
happening
simultaneously.
One
is
for
the
group
for
the
individuals,
learning
social
skills
and
then
there's
another
group
happening
at
the
same
time
for
social
coaches.
So
often
those
social
coaches
are
parents,
or
sometimes
older,
siblings,
involve
family
members,
and
both
of
them
are
learning
skills
that
are
going
to
help
that
individual
with
building
their
soft
skills
and
social
skills.
So
it
might
be.
H
You
know
how
do
we
enter
a
conversation?
How
do
we
exit
a
conversation?
How
do
we
deal
with
bullying
there's
a
dating
section
for
people
who
are
interested
in
learning
more
about
dating,
so
there's
a
lot
of
great
information
shared
and
then
there's
some
homework
that
people
do
do
in
between
those
sessions,
but.
A
H
So
so,
if
they
are
connected
with
DARS,
they
would
definitely
want
to
talk
to
their
DARS
counselor
to
see
if
DARS
would
be
able
to
fund
that
service
and
then,
if
DARS
isn't
able
to
fund
that
service.
We
do
have
some
families
who
choose
to
do
private
pay
and
so
they're
welcome
to
reach
out
to
us.
But
if
they're
connected
to
DARS
I
would
encourage
them
to
go
through
DARS
to
see
if
DARS
will
pay
for.
H
So
this
is
just
these
are
some
current
employer
Partners
in
Arlington
people
where
people
are
working
where
people
are
trying
out
jobs
through
job
tryouts,
a
lot
of
different
locations,
different
types
of
employment
and
different
new
types
of
opportunities
that
people
are
trying
out
and
then
here's
some
examples
of
employment
opportunities.
Where
people
are.
You
know
the
job
titles
of
where
people
are
working
and
then
I'll
very
quickly
give
one.
H
Hopefully
all
the
time
for
one
I
had
two
prepared,
but
we
have
one
individual.
She
lives
in
Arlington
and
when
the
before
the
pandemic,
she
was,
she
found
a
position
with
flick,
which
is
a
contractor
at
a
government
contract
building
and
she
was
providing
support
at
the
cash
register.
And
it
was
a
fantastic
position
because
it
was
a
cash
register
that
only
took
credit
cards.
So
she
was
really
really
interested
in
interacting
with
people
and
using
her
excellent
customer
service
skills.
H
But
she
didn't
really
want
to
handle
cash
and
it
was
a
great
opportunity
for
her
and
she
also
liked
being
she
was
at
the
cash
register
in
the
in
their
cafeteria
and
she
really
liked
being
around
food.
And
you
know
supporting
folks
with
getting
their
food
so
during
the
pandemic
that
closed
down
and
they
never
really
reopened
to
the
same
level
that
they
were
before,
because
so
many
people
chose
to
do
remote
services.
So
we
reconnected
this
individual
with
jars.
H
We
helped
the
person
find
another
position
at
Marshalls
and
I
should
also
mention
that
before
she
was
working
in
McLean
Virginia
so
outside
of
Arlington.
So
then
she
found
another
position
working
at
Marshalls
and
you
know,
unfortunately,
that
wasn't
the
right
fit
either
Marshalls
wasn't
able
to
give
her
the
hours
that
she
was
looking
for
and
she
really
missed
being
working
in
that
kind
of
food
service
environment.
So
then
we
went
back
to
the
drawing
board
again.
H
Dars
said:
let's
look
for
another
position
and
we
helped
her
apply
at
a
senior
living
community
in
Arlington
and
the
next
day
she
got
a
call
for
an
interview.
We
supported
her
during
that
interview
and
we
and
she
got
the
job
on
the
job
to
be
a
server
in
in
their
dining
room
area,
and
so
we
provided
support
on
site
for
job
coaching
and
off-site
and
she's
been
there
for
about
five
months
now
and
she's
very
happy.
H
So
that's
a
a
story
of
an
Arlington
resident
working
in
Arlington
and
I
have
a
have
had
one
more
but
I
think
I'm
out
of
time.
So
we'll
leave
it
at
that.
A
I
Would
love
to
take
it
away,
but
I
know
people
need
to
wake
up
because
it's
been
pretty
long,
so
I
will
try
to
be
as
exciting
as
possible.
Just
kidding.
Okay,
so
I
was
looking
at
some
of
the
questions
that
you
had
and
I
first
want
to
just
generally
say
we
are
a
provider,
we're
a
DARS
provider
csb.
We
do
all
the
job
related
services
that
you
know
pretty
much.
Everybody
else
does
so
I'm
just
going
to
focus
mostly
on
what
we
do,
uniquely
so
our
provider.
I
It's
we
have
developed
and
implemented
several
Innovative
programming.
One
is
a
bill
I
T,
which
is
our
I.T
program,
which
was
started
in
2019..
I
This
has
been
tremendous.
We
have
a
number
of
people
that
have
attended
from
Arlington
on
in
Arlington
County.
It's
just
been
amazing.
We
also
have
our
building
paths
program,
which
is
our
construction
program
that
we
piloted
in
Maryland
we're
looking
to
expand
here
in
Virginia
and
we're
very
excited
about
that.
I'll.
Tell
you
a
little
bit
about
it.
So
I,
T
and
building
paths
takes
that
soft
skills,
development
and
wraps
it
around
credentialing
and
certifications.
I
So
a
bill,
I
T,
actually
covid,
was
good
to
us
in
many
respects.
In
that
we
took
what
was
really
a
great
program
and
we
were
able
to
deliver
it
virtually
so
now,
there's
no
limit
as
to
who
we
can
serve
if
you
can
come
in
person.
Some
of
the
time,
that's
great,
if
you
can
only
participate
virtually
that's
fine
too,
and
we
have
served
over
200
people
since
our
pilot
started
in
2019..
The
application
process
for
both
a
billit
and
building
paths
is
really
easy.
I
You
go
to
our
mellwood.org
webpage
and
you
register,
and
there
are
a
lot
of
little
videos
on
there
where
people
are
telling
their
own
stories
and
if
you
ever
get
a
chance,
and
you
want
to
feel
good
you're
having
a
lousy
day,
go
ahead
and
look
at
those
videos,
because
it
changes
everything
and
how
you
look
at
life
and
what
you're
able
to
provide
somebody
is
life.
Changing
we
started
having
some
difficulty
around
figuring
out.
How
do
we?
I
How
do
we
pay
for
these
programs
right
and
we
didn't
want
to
limit
programming
to
people
that
just
were
receiving
Services
through
csb
and
DARS
Etc?
So
we
have
made
it
a
very
intentional
focus
on
raising
money
on
getting
grants
and
we
have
been
very
successful,
and
so
we
are
able
to
provide
those
Services
free
to
charge.
I
That
includes
the
credentialing
and
if
anybody
knows
anything
about
it,
credentials,
Like,
A,
Plus,
network
plus
Security
Plus
are
pretty
darn
expensive
and
we're
able
to
cover
that
and
then
in
building
paths,
which
is
our
in-person
skilled
trades
program.
We
partner
with
a
college
for
coursework,
while
at
the
same
time
they're
getting
some
Hands-On
training
and
credentials,
and
we
do
things
like
flagger.
I
Those
Flagger
positions,
pay
really
well
and
all
you
need
to
do
is
be
able
to
follow
directions
and
be
safe.
Hold
that
stop
sign.
You
know,
I
mean
they're
a
great
opportunities
out
there
and
we
have
excavation
safety
and
so
on
and
OSHA
training,
there's
so
many
credentials.
What
we
try
to
do
with
both
of
these
programs
is
provide
an
opportunity
for
someone
to
get
a
job
that
somebody
might
say
no
to
why
not
hire
an
employee
that
has
all
these
credentials
clearly
they're
able
to
do
their
job.
I
Clearly,
they
are
able
to
complete
a
program.
Why
not
take
a
chance
right
and
so
that's
been
really
awesome
and
we've
also
been
shooting
some
folks
into
scholarship.
Just
schools
with
scholarships
Etc
and
some
people
are
getting
apprenticeships,
which
is
amazing.
We
are
also
a
neurodiverse
federal
Workforce
provider.
I
We
had
a
great
program
with
the
National
geospatial
Intelligence
Agency
and
we're
able
to
get
externs
into
the
agency,
and
then
they
got
employment,
which
was
really
great,
and
one
of
those
participants
actually
came
out
on
Arlington-
and
here
was
somebody
who
was
fresh
out
of
college
was
really
horrible
at
interviewing.
He,
he
tells
you
this
story,
and
maybe
not
so
great
at
working
on
a
team
Etc
got
into
this
program
and
he
actually
presented
at
the
neurodiverse
conference
last
week.
I
I
We
want
to
list
some
of
the
positions
we've
gotten
for
people
from
Arlington,
and
that
includes
financial
analyst,
Administrative
Assistant
data
entry.
It
help
desk
technician,
process,
support
analyst,
Federal
quality
assurance
associate.
That's
a
mouthful
right
and
that
fellow
too,
is
from
Arlington
and
he
went
to
college.
He
had
some
credentials.
He
came
into
a
bill
I.T.
He
just
couldn't
interview
his
way
out
of
a
paper
bag
and
he
really
was
terrible
at
filling
out
applications.
I
We
are
planning
some
several
innovative
plans,
including
increasing
the
type
of
career
opportunities
similar
to
I.T,
similar
to
getting
into
the
skill
trades
we're
looking
at
other
career
areas.
We
want
to
make
a
wide
range
of
options
available
to
people
with
disabilities.
So
that's
not
a
barrier.
We
are
on
60
Federal
contract
sites.
So
if
you
know
somebody
who
wants
to
get
a
job
right
now
with
Melwood,
there
are
a
ton
of
positions
open
and
they're,
not
just
custodial
and
Landscaping.
There
are
lots
of
opportunities
out
there.
I
We
are
we're
so
happy.
We
we
have
an
earmark
coming,
which
means
that's
huge,
that
we
can
expand
a
lot
and
we
are
also
planning
to
implement
an
after-school
care,
Youth,
Development,
Center
and
our
same
place
that
we
are
in
Arlington
we're
looking
at
a
mixed
use
of
that
property.
Hopefully,
if
everybody
approves
that
and
it
gets
rolling
and
we
can
get
that
going,
that
would
be
great
if
we
could
get
some
folks
with
disabilities
who
love
to
take
care
of
children
on
whatever
level
that
they're
at
to
maybe
have
those
experiences
there.
I
So,
honestly,
not
everybody's
the
same,
everybody
is
different.
Everybody
gets
different
needs,
but
we've
really
tried
to
focus
on
what
a
person
wants
for
their
career
and
we
try
really
hard
to
meet
a
training
expectation,
a
credential
opportunity
and
really
working
with
people
who
really
love
doing
what
they
do
and
serving
this
community.
So
I'll
be
glad
to
take
any
questions.
I
My
email
is
simple
e,
Foster
melwood.org
super
duper
easy
and
we
are
located
right
in
Crystal,
City
off
of
23rd
Street,
so
we're
right
there
in
the
hub
and
very
convenient
for
most
people
since
there's
a
bus
right.
It's
bus.
Stop
right
outside
our
place
and
we're
only
about
a
couple
blocks
from
the
Metro.
So
thank
you
I'm
trying
to
make
that
quick
and
leave
us
time
to
answer
any
questions.
Everybody.
A
A
Who
do
I
ask
and
that
the
book
that
I
referred
folks
to
in
the
in
the
email,
take
a
look
at
that,
because
there's
a
lot
of
ins
and
outs
from
parent-tested
ways
of
doing
things
that
we
want
to
make
sure
just
like
just
like
delbria
and
and
the
voice
were
saying
we
want
to
make
sure
everybody
gets.
This
information
and
I
am
beyond
excited
to
see
a
group
from
our
stomping
ground
right
there
and
the
folks.
Can
you
can
you
please
wave?
A
We
are
also
moving
toward
people
with
disabilities,
this
not
being
Parents
Choice
I,
think
that
I
I
believe
it
was
the
person
from
the
transcript
that
says
this
is
this
is
about
the
person
who
wants
to
work
not
necessarily
about
a
parent
who
wants
their
person
to
work.
So
I
want
to
thank
you,
stomping
ground
folks
for
coming
to
this
and
owning
up
to
the
owning
app
to
this.
So
at
that
we
have
10
minutes,
left
I'm
going
to
go
up,
oops
I'm
going
to
go
to
to
the
top
of
the
list.
A
But
in
the
meantime,
when,
if
there
is
a
question
from
stomping
ground
or
anyone
with
a
disability
who
has
a
question,
please
raise
your
hand
we'll
recognize
you
and
you
can
ask
your
own
question
but
I'm
going
to
go
to
the
top
and
work
my
way
down
to
the
other
questions.
A
So
the
first
question
I
think
was
about
from
I,
can't
find
it
at
the
second.
But
it
was
from
Lucia
and
she
was
asking
about
what
Arlington
is
doing
to
hire.
People
at
the
Arlington,
Government,
Center
or
working
for
Arlington
government
and
I
know
that
Richard
McGann
and
I
presented
to
our
County
Board
for
our
budget
ass
last
week
and
the
County
Board
was
very
excited
about
employment
opportunities
for
people.
A
People
with
intellectual
developmental
disabilities
in
the
government
center
Lavoy
said
that
she
will
not
mention
names,
but
there
is
someone
who
does
have
a
job
at
the
County
Government
Center.
But
lavois.
Do
you
want
to
add
anything
or
Deborah?
Do
you
want
to
add
anything
to
that
question.
B
Jerry
I,
don't
have
anything
to
add
I.
Think
that
you
pretty
much
summed
up
what
you
know.
Our
County
board's
commitment
and
interests
and
I
think
I
responded
to
a
version
of
that
question
in
the
chat
already.
So
thank
you
very
much.
A
Okay
and
then
Wong
Fong
said
what
who
do
we
work
with
to
find
jobs
for
people
with
disabilities
and
get
the
needed
support
at
work,
and
that
would
be
through
your
service
coordinator
or
if
your
transition
coordinator,
I
know
Joy
is
on
this
call
from
from
Arlington
County
and
again.
If
anyone
with
with
a
disability,
who
has
a
question,
has
a
question
that
they
want
to
ask,
you
can
interrupt
us
and
raise
your
hand.
A
B
B
One
of
the
ones
that's
answered
in
the
chat,
okay
and
I
can,
in
the
interest
of
time
I,
will
just
defer
to
what's
in
the
chat
so
that
we
can
move
forward
with
the
questions
that
aren't
answered
in
the
chat,
I
I
can't
see
the
chat
right
now
so
you're
gonna
have
to.
H
It
looks
like
this
I
think
a
lot
of
us
do
this
and
I
just
wanted
to
share
that.
You
know
service
Source.
Definitely
we,
you
know
we
do
hybrid
all
the
time
we
have
a
small
group
supported
site,
our
Fort
Myer
location
and
several
of
the
people
in
that
group
supported
site
are
attending
part-time,
so
they
job
share
with
other
people
who
also
want
to
attend
part
time
and
do
other
things
on
other
days.
So
that's
definitely
something
that
we
support
a
service
source.
A
H
Yeah
or
somewhere,
yeah
or
somewhere,
you
know
somewhere
if
either
a
day
program
or
some
people
do
companion
Services
on
their
days
off.
Or
you
know,
the
variety
of
things.
A
Okay,
Liz
asked
darsh
used
to
help
find
jobs.
Stars
does
contract
with
the
employment
service
providers
to
help
people
find
jobs,
but
they
wouldn't
necessarily
do
a
direct
job
placement
like
say
an
unemployment
than
what
was
traditionally
known
as
unemployment
offices
would
do
and
I
think
we
heard
a
lot
about
remote
working
opportunities.
Elizabeth.
I
That's
a
really
really
really
great
question:
there
were
a
lot
more
opportunities
during
covid.
Some
of
these
have
scaled
back,
but
a
number
of
positions
have
continued
in
a
remote
status
because,
especially
for
people
who
are
neurodivergent,
it
is
a
great
option
and
you
get
their
best
work
when
they
are
in
a
situation
that
they
can
participate.
You
know
virtually
anywhere
for,
for
example,
we
had
two
people
who
participated
in
ability
from
California
we're
like
oh
okay,
we'll
work
with
somebody
in
California
to
get
him
a
job
right.
I
No,
actually
a
big
employer
approached
us
from
Paramount,
slash,
Nickelodeon
wow,
and
they
met
the
qualifications
they
applied
for
the
positions
and
they
are
able
to
work
there
remotely,
which
is
really
terrific.
But
again,
you
know
there's
very
few
positions
now
that
are
100
remote.
I
You
do
need
to
ask
if
it's
a
possibility
that
at
least
part
of
the
time
you
could
do
your
job
remotely,
because
you
never
know
maybe
they'll
say
yes
right,
I
always
say
always
ask
make
them
say
no
right,
especially
if
it's
a
a
reasonable
accommodation,
somebody's
willing
to
disclose
their
disability,
and,
if
asked
for
that,
we've
had
a
number
of
people
be
very
successful
with
that.
So
it
depends
on
the
position.
I
Some
types
career
areas
are
much
more
prone
to
a
virtual
option
than
others,
and
it
is
again
much
reduced
than
what
we
saw
during
coved.
Okay,.
A
Thank
you.
Jennifer
I
have
a
question
from
stomping
ground
that
you
may
be
able
to
add
to
what
Elizabeth
spoke
about
with
a
certification
programs
and
apprenticeships,
because
I
know
Doris
has
an
apprenticeship
initiative.
So
you
want
to
tell
us
a
little
bit
about
that.
D
Yeah
so
I
mean
I
think
it's
a
lot
of
people
are
focusing
on
apprenticeships
right
now,
it's
a
really
great
way
to
gain
experience,
while
also
getting
paid
and
getting
some
of
those
certifications.
So
if
that's
something
of
interest,
there's
multiple
kind
of
ways
to
go
about
it,
we
do
currently
have
a
grant,
that's
kind
of
focusing
on
a
lot
on
it.
D
There
are
I
know
various
other
places
like
I'm
struggling
off
the
top
of
my
head,
but
yeah.
If,
if
an
apprenticeship
is
an
interest
but
make
sure
you
talk
to
your
counselor
about
it,
because
it
depends
on
the
industry
as
to
which
direction
it
could
go,
will
go,
but
it's
a
great
way
to
gain
experience
getting
paid
at
the
same
time
and
so
not
having
those
student
loans
or
things
like
that,
but
still
getting
certifications
and
training
to
do
good,
paying
jobs.
A
And
then
Elizabeth
I'm
just
going
to
call
on
you,
because
your
faces
happens
to
be
on
the
screen
right
now,
but
so,
let's
just
say,
I
was
I
was
going
to
Melwood
and
I
found
out
that
say:
mvle
had
this
great
apprenticeship
program
in
exactly
this
type
of
thing
that
I
wanted
I
could
go
to
my
DARS
counselor.
Would
you
would
I
hurt
your
feelings
if
I
went
to
another
provider
because.
I
So
it
is
absolutely
not
going
to
hurt
my
feelings.
My
our
biggest
Drive
is
to
make
sure
somebody
gets
employed.
We
work
with
we
work
all
the
time
across
each
other.
Melwood
has
people
that
you
know
from
all
these
agencies
and
vice
versa.
We
want
to
make
sure
someone
gets
employed
in
the
area
that
best
fits
them.
We
also
really
have
taken
on
the
seriousness
of
the
barriers
to
Transportation,
thanks
for
somebody
bringing
that
up,
because
that
is
significant.
I
If
you're
not
right
in
the
city
and
even
for
people
that
are
right
in
the
city,
it
can
still
be
significant.
So
you
know
if
if
we
can
find
jobs
close
to
the
area
where
they
live,
that
can
reduce
some
of
those
barriers.
So,
of
course,
we're
going
to
call
somebody
hey
if
you've
got
a
position,
we're
going
to
fit
you
in
absolutely
that
sucks.
So.
H
But
I
was
just
going
to
add
that
service
Source.
You
know
we
had
someone
that
was
interested
in
it
training.
They
had
graduated
with
a
bachelor's
degree
and
was
having
trouble
with
you
know
a
lot
of
times
now,
if
I
T,
it's
not
the
bachelor's
degree,
it's
that
it's
the
certifications,
the
industry
recognized
certifications,
and
so
we
connected
him
with
Melwood
for
the
able
it
program
and
he
went
through
that
so
just
in
terms
of
partnering
across
that's
something
that
we
do
all
the
time.
A
I
Cohort
just
exciting,
throwing
it
out
there
we're
piloting
an
evening
cohort
because
we
know
a
lot
of
people
are
looking
to
upskill.
For
example,
we
had
a
custodian
on
one
of
our
contract
sites,
attend
a
bill
I.T
to
upskill,
and
we
want
to
provide
that
opportunity
to
somebody.
So
we
started
a
new
court
yesterday.
I
can't
wait
to
jump
on
after
we
hang
up
to
see
how
they're
doing,
but
we
want
to
also
you
know,
make
those
tweaks
in
our
Pilots.
I
A
Right
I
want
to
thank
everyone
for
for
attending
and
being
interested
for
those
of
you
who
are
part
of
the
parent
Network.
Please
let
other
folks
know
that
this
will
be.
This
is
was
recorded,
it
will
be
posted.
We
will
share
the
PowerPoint.
So
if
you
had
a
PowerPoint
and
you
didn't
have
an
opportunity
to
share
it,
please
send
it
to
me
and
I'll
put
everything
in
a
PDF.
A
So
it's
small
enough
to
send
and
I
want
to
thank
everybody,
I'm
so
excited
about
the
opportunities
in
Arlington
and
I'm
happy
for
the
parents
who
are
just
kind
of
going
like
I,
don't
know
where
I'm
supposed
to
go.
I,
don't
know
what
I'm
supposed
to
look
and
there's
too
many
people
for
me
to
decide.
So
hopefully
this
will
help.
Many
parents
say
okay.
Well,
this
is
where
I
want
to
try
next,
so
thank
you
very
very
much
and
we
have
ended
at
601.