Discovery Fidelity Scale* - Griffin-Hammis

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Discovery Fidelity Scale*Stephen R. Hall Ph.D., Beth Keeton, Patty Cassidy,Rose Iovannone Ph.D., Cary GriffinDecember 2018*All Rights Reserved

AcknowledgementsThe following persons and their organizations helped in the research and creation of theDiscovery Fidelity Scale. Many additional people, provider organizations, persons with disabilities,and their families provided their insights and experiences with the Discovery process but are notmentioned by name to ensure their promised anonymity. Tim Riesen PhD, Research Assistant Professor, Department of Special Education andRehabilitation, Center for Persons with Disabilities, Utah State University Debbie Ball, Vice-President Employment Services, Easter Seals of Southern California Florida Developmental Disabilities Council, Inc. (FDDC) Donna Phillips, PhD, Program Manager Childhood/Education FDDC Rick Lockenbach, Program Manager Childhood/Education FDDC Cary Griffin, CEO, Griffin Hammis Associates Michael Callahan, President, Mark Gold and Associates Jan Pearce, Supported Employment Program Administrator, Florida Division of VocationalRehabilitation, DOE Lisa Friedman-Chavez, Project 10: Transition Education Network, University of SouthFlorida, St. Petersburg Jose Rivera, Contract Liaison, Division of Vocational Rehabilitation, DOE Marilyn Figueroa, Contract Liaison, Division of Vocational Rehabilitation Amy Salamon, Teacher, Broward County Schools Lou Ruccolo, Supervisor, Office of Exceptional Student Education and Support Services,Broward County Schools Vanessa Rodriguez, The Diversity Initiative Inc. Barbara Williams, Lee County SchoolsSponsored by United States Department of Health and Human Services, Administration onIntellectual and Developmental Disabilities and the Florida Developmental Disabilities Council, Inc.Developed and written by Hall, S., Keeton, B., Cassidy, P., Iovannone, R., & Griffin, C. (2016).Discovery Fidelity Scale. Atlanta, GA: Center for Social Capital. All rights reserved.Citation: Hall, S., Keeton, B., Cassidy, P., Iovannone, R., & Griffin, C. (2016). Discovery Fidelity Scale.Atlanta, GA: Center for Social Capital.Griffin-Hammis Associates.2

Discovery Fidelity Scale*Stephen R. Hall Ph.D, Beth Keeton, Patty Cassidy,Rose Iovnannone Ph.D, Cary GriffinGriffin-Hammis AssociatesDecember 2018*All Rights ReservedThe PurposeThe Florida Developmental Disabilities Council, Inc. awarded a project to the Center for SocialCapital in 2016 to research and improve Discovery practice. Discovery is the initial phase inCustomized Employment that assists employment seekers who experience a disability.Customized Employment promises superior employment outcomes and good jobs, at goodwages, that last for citizens with significant disabilities. Discovery reveals the employment seeker’srelationships during the Home and Neighborhood visit, his or her skills and support needs duringDiscovery Activities, and employment possibilities by completing Informational Interviews withbusinesses. Discovery helps those who are working on behalf of the employment seeker learn theideal conditions for employment.The Discovery Fidelity Scale (DFS) contains recommended practices to encourage Discoveryimplementation in a thorough and consistent manner. The development of this fidelity scale reliedsignificantly on the input and guidance of two national organizations, Griffin-Hammis Associates(GHA) and Mark Gold and Associates (MGA). These two organizations have thoroughly definedDiscovery and are knowledgeable trainers and teachers of Discovery, Customized Employment,and Supported Employment. In addition to the exemplary Discovery teachings of these twoorganizations, this project incorporated experiences of Discovery practitioners from Florida andCalifornia.Griffin-Hammis Associates3

Phase 1 of DFS field implementation began with training and authorizing select DFSAdministrators, and subsequently reviewing their completed DFSs. Data collected from thesereviews was used to revise DFS tenets and strengthen their reliability. A national panel ofDiscovery and Customized Employment experts participated in a Delphi process to increaseconsensus, the face validity, of DFS tenets. The results of this study have been accepted forpublication in the Journal of Vocational Rehabilitation, Riesen, T., Hall, S., Keeton, B., and Jones, K. (inpress) Customized Employment Fidelity Discovery: Developing Consensus Among Experts.Professionals administering the DFS must be trained and authorized to ensure reliable and validimplementation. Use of the DFS without requisite training of authorized DFS Administrators isprohibited. Prior to DFS training, all administrators should have professional working knowledgeof Customized Employment and Supported Employment and understand how a customizedapproach to employment is different from a competitive approach. The DFS is a tool to ensureDiscovery services are consistently implemented with integrity and quality. Delivering Discoverywith fidelity demonstrates quality adherence to its key processes, including timeliness, whichincreases the likelihood of a good stable job for the employment seeker.LimitationsThe fundamental hypothesis is that the fidelity tenets contained in this scale correlate withsuccessful employment outcomes through Discovery and Customized Employment. Field-testing isunderway in several states to both evaluate and improve DFS tenets to ensure they positivelycorrelate with employment success. By extension, States and providers of Discovery Services thatpractice Discovery with fidelity to this scale can expect more stable employment of citizens withsignificant disabilities at higher annual incomes.Introduction to DiscoveryEvery Vocational Rehabilitation Local Area Office in the United States may authorize payment forDiscovery services for persons with significant disabilities as a part of Customized Employment.Discovery is recognized as a billable service through the federal Rehabilitation ServicesAdministration. The Centers for Medicare and Medicaid Services (CMS) also provided bothdefinitional and financing guidance and encouragement for delivering Discovery and CustomizedEmployment as a Medicaid funded service. Discovery and Customized Employment pilots andtraining seminars have occurred in most states, stewarded by the United States Department ofLabor, Office of Disability Employment Policy.Griffin-Hammis Associates4

Discovery is the initial step in a customized approach to employment for someone with significantchallenges. Discovery takes between 24–60 hours over 5–9 weeks. Discovery is an alternative to atraditional assessment or evaluation to determine employability. Discovery assumesemployability. The employment seeker cannot fail Discovery. Discovery presumes more citizenswith developmental or intellectual disabilities, significant mental health needs, and others withmultiple challenges to employment can be employed by using an individually customizedapproach to employment. The Discovery process helps reveal significant information about thejob seeker to be used during Job Development following Discovery. While a competitive approachto employment matches citizens with disabilities to nearby job openings, this customizedapproach to employment utilizes thorough information about the individual job seeker viaDiscovery, coupled with highly individualized job development, job site training, and othercustomized employment strategies, including interest-based employer negotiation.Discovery is not a Stand-alone ServiceDiscovery, the initial step within Supported and Customized Employment, should not be deliveredas a stand-alone service. Discovery should be included in a referral for Customized Employment.The Discovery process should be explained to all potential support team members, includingfamily members, educators, the case manager, and other supports and services personnel,including both day and residential services. Before Discovery begins, the primary person workingon behalf of the employment seeker should complete all necessary paperwork, demographicinformation, and secure Customized Employment funding authorizations.Discovery begins with identifying the Discovery Staging Record (DSR) or Vocational Profile formatto be used for recording employment seeker information during the Discovery process.Immediately after completing Discovery, Job Development begins, followed by Job Site Training(which often includes systematic instruction), and Ongoing Support and Follow-along services. Thismeans that when Discovery is used for students still in school, it should result in a real job workingevenings, weekends, holidays, and in the summer. This may also include working at a businessseparate from the school facility during regular school hours, if employment is a part of thestudent’s individual education plan. A temporary unpaid or paid work experience is not the sameas the experience that results from securing employment through Discovery and CustomizedEmployment. Ensuring someone with significant challenges continues to work in a good job atgood wages may require additional jobsite training, position modifications, and/or differentsupports.Griffin-Hammis Associates5

Discovery is an Alternative to Assessments and EvaluationsImplementing Discovery with fidelity means using Discovery as an alternative to evaluatingsomeone to determine feasibility for a particular kind of work. Discovery does not result in aprediction of what sort of job should be sought based only on the person’s current work skills.Discovery is a thorough description of a job seeker to better determine how to proceed with thenext step, Job Development. Discovery is never used to assess what the employment seeker canand cannot do before deciding whether to authorize more services. Discovery assumesemployability with needed supports and is not to be used to determine whether someone isemployable or designated as “unemployable.”Essential Features of Discovery An employment seeker cannot “fail” Discovery. Each person is unique and has specific contributions of value in the labor market. The employment seeker is the leader of his or her own Discovery process. Discovery begins with engaging the employment seeker’s family, friends, and communitysupports. In Discovery, those who assist the employment seeker achieve a much greaterunderstanding of the employment seeker. Discovery customizes employment around someone’s life, not the other way around. Discovery reveals the person at his or her best and leads the individual to paidemployment, working at his or her best. Discovery is about learning what’s important about school, about work, and about incomeneeded for financial stability. Discovery shows what the employment seeker can do, likes to do, and needs help doing. Discovery observations are always written objectively in descriptive sentences, reportingwhat is seen and heard in a positive manner. Discovery assists in getting to know someone “where the person is most who she or he is.”(Michael Callahan) Discovery does not evaluate whether someone can work. Discovery helps determine howbest to proceed to ensure employment success. Discovery does not assess or evaluate the employment seeker’s readiness. Discovery should never be used to determine which work experiences the employmentseeker should try out to become “more ready” for employment. Discovery determines the employment seeker’s support needs in various kinds of work.Griffin-Hammis Associates6

No portion of Discovery, including the process of informational interviewing withinDiscovery, is Job Development. Job Development is the phase that immediately followsDiscovery. Discovery is not determining whether the employment seeker is motivated to work or todiscover his or her motivators. Concluding Discovery with a work experience, a volunteer experience, or paid or unpaid“try outs” are not acceptable next steps following Discovery. Real employment is. Job Development begins immediately after Discovery because a paid employment outcomein a real job in the community is the only purpose of Discovery.To ensure you are using the latest version, December 2018, of the Discovery Fidelity Scale, pleasedownload the latest revised version from the Griffin-Hammis Associates website,www.griffinhammis.com.Griffin-Hammis Associates7

The Discovery Fidelity ScaleThe promise of the Discovery Fidelity Scale is successful employment for the employment seeker, by implementing Discoverytenets described in the scale with acceptable accuracy. Adequate Authorizations, Access, Financing, and Provider Quality arecritical Discovery Systems components. Home and Area Visits, Discovery Activities, Informational Interviews with businesses, aVocational Profile Review, and an Employment Plan are critical Discovery Services components. The Discovery Fidelity Scale isdivided into two sections. The first section is Discovery Systems Fidelity, and the second section is Discovery ServicesFidelity.Discovery Systems Fidelity1. Authorization and Access2. Financing3. Discovery ProvidersDiscovery Services Fidelity1. Home and Area Visits2. Discovery Activities3. Informational Interviews4. Vocational Profile Narrative Review5. Employment PlanGriffin-Hammis Associates8

How the Discovery Fidelity Scale works: The eight components of Discovery Fidelity have tenets for each particular component. Each tenet is scored bydetermining which of four unique scalable fidelity definitions under the tenet best matches current implementation ofthat tenet. Choose only one of the four fidelity descriptions for each tenet. Unacceptable, Acceptable, Good, andExemplary should be chosen for each tenet. When in doubt among the four scalable selections, the selection that has the lower score should be checked. TheFidelity descriptions are: Unacceptable (Score -1)—the most appropriate description of circumstances when compared to the other 3options. Acceptable (Score 1)—the best description of circumstances when compared to the other 3 options. Good (Score 2)—the best description of circumstances because all of BOTH Acceptable and Goodcircumstances are present. Exemplary (Score 3)—the best description of circumstances because ALL circumstances of Acceptable, Good,and Exemplary are present. All Scores are totaled at the end of the Scale. Timeliness is a critical component of the Discovery process. It is recorded at the end of the Scale. The word “employment specialist” is used throughout to mean the person who works 1:1 with the job seeker to ensuresuccessful employment. Other common terms are: job developer, job coach, support and follow-along specialist, andvocational specialist.Griffin-Hammis Associates9

Discovery Fidelity ScaleFidelity Level Criteria: 3 Exemplary Fidelity (also meets all elements of Acceptable and Good Fidelity) 2 Good Fidelity (also meets all elements of Acceptable Fidelity) 1 Acceptable Fidelity-1 Unacceptable FidelityPart 1. Discovery Systems FidelityAuthorization and Access. Discovery is an alternative to vocational assessments and evaluations. It is the initial componentof Customized Employment (CE) or a customized approach to Supported Employment (SE). Financing Discovery accuratelymeans it is paid for by State Vocational Rehabilitation and/or State Medicaid in agreement with the Centers for Medicare andMedicaid Services (CMS) employment financing and rate development guidance. This federal agency gave accurate financingguidance on Discovery, SE, and CE to ensure each state uses a reasonably principled analysis of provider’s costs to determinerates.DiscoverySystems TenetUnacceptable – 1Acceptable 1ScoringGood 2Exemplary 31.1 Discovery is analternative tovocationalassessments andevaluations foranyone eligible forCE or SE.Discovery is authorizedonly for people whohave the mostsignificant challenges toemployment fromamong those who areeligible for CE or SE.Discovery is authorizedas an alternative totraditional assessmentsor evaluations forpersons eligible for CEor SE.Discovery is authorizedfor anyone eligible forCE or SE who wants tobecome employed.Discovery authorizationincludes working-agestudents who havesignificant disabilities.Griffin-Hammis AssociatesFidelityScore10

DiscoverySystems Tenet1.2 Discovery isauthorized as apart of CE or SE.ScoringUnacceptable – 1Acceptable 1Good 2Exemplary 3The Discovery service isauthorized separatefrom CE or SE.Discovery is authorizedas the initial process ofa CE or SE referral forservices.Discovery is authorizedto the specific agencywho will also deliver allof the employmentseeker’s subsequent CEor SE services.Discovery is authorizedto a specific agency andan employmentspecialist who providesDiscovery and allsubsequent CE or SEemployment services.Griffin-Hammis AssociatesFidelityScore11

FinancingDiscovery is financed accurately by Vocational Rehabilitation and/or State Medicaid in agreement with the Centers forMedicare and Medicaid Services (CMS) employment financing and rate development guidance to ensure each state uses areasonably principled analysis of provider’s costs to determine rates for Discovery, Supported Employment, and CustomizedEmployment.DiscoverySystems Tenet 11.3 Discovery isaccuratelyfinanced.ScoringUnacceptable – 1Acceptable 1Good 2Exemplary 3A single payment rate isused to fund Discovery,without accounting forindividual provider’sdiffering costs.The Discovery paymentrate to a provider of theservice is adequate toensure Discoveryservices are deliveredby a trained, skillful,positive, creative, andexperiencedemployment specialist.The Discovery paymentallows increasedprovider funding whenDiscovery requiresmore hours thanoriginally authorized.Every provider is paid areasonable andindividualized rate fortheir Discovery servicesbased on their actualcosts.Griffin-Hammis AssociatesFidelityScore12

Discovery ProvidersProviders give everyone eligible for Supported Employment access to Discovery, Supported Employment, andCustomized Employment. Every Employment Specialist is a dedicated employee, only providing integratedcommunity employment through Supported Employment or Customized Employment. The Employment Specialistdelivers all phases of Discovery, Job Development, Job Site Training (including systematic instruction as needed),and Follow-along Supports in a high-quality manner.DiscoverySystems Tenet1.4 Provider arefunded to give alleligibleemploymentseekers access toa high quality andcompleteDiscovery service.ScoringUnacceptable – 1Providers abbreviate orleave out someDiscovery serviceswhen funding isinadequate to deliverDiscovery in itscomplete form.Griffin-Hammis AssociatesAcceptable 1Providers deliver highquality and completeDiscovery services andare paid reasonablerates that cover theircosts.Good 2Exemplary 3The Discovery paymentrate is sufficient toensure at least oneexperienced andqualified Discoveryservice provider.Providers of Discoveryare funded to ensurethe service leads toconsistent employmentoutcomes at livablewages.FidelityScore13

DiscoverySystems Tenet1.5 TheEmploymentSpecialist or asingle qualifiedperson providesall CE or SEemploymentphases.ScoringUnacceptable – 1Discovery services aredelivered by differentpersonnel than peoplewho provide the otherCE or SE services.Griffin-Hammis AssociatesAcceptable 1Discovery is deliveredby someone who onlyprovides CE or SEservices.Good 2Discovery is deliveredby the same personwho provides the jobdevelopment and jobsite training services.Exemplary 3FidelityScoreDiscovery services aredelivered by the sameperson who delivers allCE or SE services,including long-termsupport follow-alongsupport.14

Part 2. Discovery Services FidelityHome and Neighborhood Visits [during first week of the Total 5-9 weeks Discovery process, 25-60Total hours of Discovery services]The Employment Specialist meets with the employment seeker (two to four hours) at his or her home if possible. When ahome visit is not possible, the meeting occurs in a mutually agreed to place other than a disability agency. Attendees shouldinclude family, friends, and invited others. The purpose of the meeting is to learn:a) what is important to the employment seeker,b) financial requirements,c) government benefits,d) benefits planninge) interests,f) daily routines, chores, activities the employment seeker participates in,g) the skills used by the employment seeker,h) the supports needed to complete tasks,i)the community places the employment seeker may visit, andj)transportation options.A conversation takes place to learn what is important to the employment seeker and to learn new information about theemployment seeker, without evaluating or judging. If given permission and it is appropriate, the Employment Specialist seesthe employment seeker’s bedroom, other personal spaces, belongings, possessions, what’s displayed, and what’s important tohim or her. Through neighborhood and area visits, the Employment Specialist becomes familiar with area businesses,available transportation, and the employment seeker’s personal connections, relationships, and use of community places. Theneighborhood and area visits may be completed before, in conjunction with, or after the home visit. Area and neighborhoodvisits will customarily take two-four hours.Griffin-Hammis Associates15

DiscoveryServices Tenet2.1 Discoverybegins with aninterview in thejob seeker’s homeor a mutuallyacceptable placein the community.ScoringUnacceptable – 1If a home visit or a visitto a mutuallyacceptable place in thecommunity cannot bearranged, a meeting isheld at the provider’soffice or school.Griffin-Hammis AssociatesAcceptable 1During the home visit,the employmentspecialist gathersinformation about theemployment seeker’sdaily life.Good 2During the home visit,the employmentspecialist gathersinformation about theemployment seeker’srelationships.Exemplary 3FidelityScoreDuring the home visit,the employmentspecialist capturesquotes from theemployment seekerand his or her familyand friends.16

DiscoveryServices Tenet2.2 Aconversationalstyle is usedduring interviewswith theemploymentseeker, family,members, andothers forinformation andunderstanding.ScoringUnacceptable – 1Acceptable 1During the home visit,the employmentspecialist meets withthe employment seekerand his or her family toask questions and fillout forms.During the home visit,the employmentspecialist uses an openconversational style togather informationabout the employmentseeker’s chores andresponsibilities.Griffin-Hammis AssociatesGood 2During the home visit,the employmentspecialist learnsinformation about thejob seeker’s contacts,connections, andrelationships.Exemplary 3FidelityScoreDuring the home visit,the employmentspecialist gathersinformation throughnatural conversationand interactions thatinclude walking aroundthe home with theemployment seeker.17

DiscoveryServices Tenet2.3 Observe andlearn about theemploymentseeker’s personalspaces duringvisits to theemploymentseeker’s home.ScoringUnacceptable – 1Acceptable 1Good 2Exemplary 3When visiting theemployment seeker’shome, the employmentspecialist assesses thejob seeker’s grooming,the organization of thehome, and the home’scleanliness.When visiting theemployment seeker’shome, employmentspecialist learns aboutthings important to theemployment seeker, hisor her belongings, andhow they are used.When visiting theemployment seeker’shome, the employmentspecialist learns thehistory and backgroundbehind the employmentseeker’s valuedpossessions andexpressed interests.When visiting theemployment seeker’shome, the employmentspecialist learns aboutthe employmentseeker’s interests andpreferred activities orhobbies, including howhe or she spends time.Griffin-Hammis AssociatesFidelityScore18

DiscoveryServices Tenet2.4 TheEmploymentSpecialist learnsabout theemploymentseeker’sneighborhood andarea.ScoringUnacceptable – 1Acceptable 1Good 2Exemplary 3The employmentspecialist conductsinternet research ordrives through the areato learn aboutbusinesses and arealandmarks near theemployment seeker’shome.The employmentspecialist explores theemployment seeker’sneighborhood and areaby walking with andtalking to neighbors,business owners, andother knowledgeablecommunity members.The employmentspecialist conductsneighborhood and areavisits at times necessaryto meet with keypeople, includingevenings andweekends.The employmentspecialist includesothers in several walksin the neighborhoodand area to learn aboutit from differentperspectives.Griffin-Hammis AssociatesFidelityScore19

Discovery Activities [3-5 activities over two weeks]Following the Home Visit, the Employment Specialist, along with other team members invested in the job seeker’s success,identifies and schedules three to five activities, beginning with those the employment seeker is familiar with, and moving toactivities or places that are related but less familiar to the employment seeker. The Employment Specialist and other teammembers support the employment seeker as necessary to complete these activities, observing the skills used, tasks, supportsneeded, adaptations used, and learning needs. Additional less familiar places are visited based on emerging vocationalpatterns.DiscoveryServices TenetUnacceptable – 1Acceptable 1ScoringGood 22.5 TheEmploymentSpecialist observesthe employmentseeker as he orshe completesfamiliar activities,assisting asnecessary.The employmentspecialist conducts aninitial assessment ortry-out at a predetermined site to learnabout the employmentseeker‘s skills, to findout what he or she canand cannot do.The employmentspecialist observes theemployment seekeractively participating intwo or three familiaractivities in his or hercommunity or homethat demonstratemultiple tasks and skillsand reveal potentialsupport needs, assistingas necessary.The employmentspecialist observes theemployment seekercompleting more thanthree familiarcommunity activitiesthat demonstrate his orher unique skills,interests, and supportneeds, assisting asnecessary.Griffin-Hammis AssociatesExemplary 3FidelityScoreThe employmentspecialist identifiesemerging vocationalpatterns andpreferences based oninformation gatheredduring DiscoveryActivities.20

DiscoveryServices Tenet2.6 TheEmploymentSpecialist or othersassist theemploymentseeker to completeseveral activities inless familiar placesbased onvocationalpreferences andemergingvocational themes.ScoringUnacceptable – 1Acceptable 1Good 2The employmentspecialist usesconsistent preestablished jobsampling sites to assessthe employmentseeker’s skills.The employmentspecialist usesinformation gatheredduring less familiaractivities to identifyskills, support needs,and potential vocationalthemes.The employmentspecialist gathersinformation related tothe employmentseeker’s skills andsupport needs byobserving him or herparticipating in activitiesin different communitylocations.Griffin-Hammis AssociatesExemplary 3FidelityScoreThe employmentspecialist createsopportunities at localbusinesses for theemployment seeker toparticipate in activitiesrelated to theemployment seeker’sskills and potentialvocational themes.21

Informational Interviews [3-5 interviews over two weeks)The Employment Specialist documents the employment seeker’s vocational themes or preferences and conducts one or twoinformational interviews for each of the employment seeker’s vocational themes. Based on these themes, the Employment Specialistschedules appointments with businesses owners or managers to do informational interviews. Unless there were agreed uponreasons to conduct the informational interviews without the employment seeker, the employment seeker participates in theinformational interviews. The informational interviews are conducted using a conversational style with open-ended questions ifnecessary. The employment seeker and the Employment Specialist seek advice on careers, the business, business needs, its goals,uncommon aspects of the businesses, and the work. Workplaces are described in details, depicting the business culture, andidentifying jobs and tasks that match the employment seeker’s vocational themes or preferences. The information obtained duringthe informational interviews guides future Job Development.DiscoveryServices Tenet2.7 TheEmploymentSpecialist and theemploymentseeker, to theextent possible,completesInformationalInterviews withseveral businessesthat align with theemploymentseeker’s, skills,tasks, interests andvocational themes.ScoringUnacceptable – 1Acceptable 1Good 2Exemplary 3The employmentspecialist conductsinformational interviewsby going to businesseswith potential jobopenings, to inquireabout the possibility ofthe employment seekerbecoming employed.The employmentspecialist andemployment seeker, tothe extent possible,conducts three to fiveinformational interviewsin businesses, withoutapparent job openings,that match theemployment seeker’svocational themes.The employmentspecialist andemployment seekergatherrecommendations andfeedback from businessrepresentatives duringinformational interviewsto expand theemployment seeker’scareer exploration.The employmentspecialist ensures theemployment seeker hasthe opportunity to workon new tasks inbusinesses that matchhis or her skills orvocational themes,assisting as necessary toachieve success.Griffin-Hammis AssociatesFidelityScore22

Vocational Profile Narrative Review [completed in one or two weeks]The Discovery Staging Record or Vocational Profile documents a review of information, revisiting or redoing past steps, addingadditional Home or Area visits, Interviews, Discovery Activities, and Informational Interviews as necessary. The Vocational ProfileNarrative Review includes all information to date, identifies the ideal conditions for the employment seeker’s employment and thereasons for choosing particular vocational themes. If additional information is required, the Employment Specialist and theemployment seeker

Cary Griffin, CEO, Griffin Hammis Associates Michael Callahan, President, Mark Gold and Associates . Atlanta, GA: Center for Social Capital. Griffin-Hammis Associates 3 Discovery Fidelity Scale* Stephen R. Hall Ph.D,

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