Easily approached, entered, operated or participated in or used safely, independently and with dignity by a person with a disability. Applies to work sites, facilities, work environments, services and programs.

A physical change in job tasks that does not substantially modify the requirements of the job description.

Proactive action to accomplish the purposes of a program designed to increase the employment opportunities of certain groups. This may involve setting and achieving goals, timetables or specific steps to assure that objectives are reached. The American with Disabilities Act (ADA) does not mandate affirmative action for persons with disabilities but does require that covered entities ensure nondiscrimination. Title 5, Section 503 of the Rehabilitation Act requires that affirmative action be taken in employment of persons with disabilities by federal contractors.

Comprehensive civil rights law enacted in July 1990 which makes it unlawful to discriminate in private sector employment against a qualified individual with a disability. The ADA also outlaws discrimination against individuals with disabilities in state and local government services, employment, public accommodations, transportation and telecommunications.

Any item, piece of equipment or system that improves the capabilities of people with disabilities.

A series of jobs that offer new skills and new experiences that bring a person closer to fulfilling their employment dreams. An important difference between a job and a career is that a career is planned.

Planned approach to job selection that identifies opportunities to seek out new training, expand skills, add responsibilities or new tasks, helps you select new employers, etc. It also helps you to identify mentors and maximize your personal network to identify and achieve the next phases of your career.

Employment opportunity created by removing certain aspects of a general job description to meet the specific abilities of an applicant with severe disabilities. For example, someone who wants to work as a warehouse helper meets all of the qualifications except a driver's license. A job developer could help the employer to shift the driving responsibilities to another role in exchange for another responsibility the individual could complete.

Having more than one option from which to make a selection -- often linked to the development of skills and capabilities that will further one's possibilities. Choice is more than offering what is available; it involves working to develop what should be available.

Resume listing past employment in order, starting with the most current job and working backwards to the earliest. Often includes a brief description of duties and accomplishments to show how they relate to your career goals.

A group of people, including family members, friends, neighbors, teachers, employers and caregivers, who know a person with disabilities and are committed to providing practical and emotional support as he or she pursues career and future planning. Also known as a "Circle of Friends" or a "Personal Network."

Areas of personal capability that enable people to perform successfully in their jobs by achieving outcomes or completing tasks effectively. A competency can be knowledge, skills, attitudes, values, or personal characteristics. The competencies required for successful performance may or may not be expressed formally by an employer.

Employment at comparable wages and benefits to individuals without disabilities performing similar functions.

A cover letter sets the stage for a resume or other "sales presentation." A cover letter gives you a chance to highlight the things that you want a potential employer to know about you. It should be no more than one page in length.

A job that did not previously exist in the workplace that was created with a specific employer to meet the needs of a specific individual.

A job that is individually negotiated and developed. It is based on an individualized determination of the strengths, needs and interests of the person with a disability, and also is designed to meet the specific needs of the employer. Customized employment assumes that reasonable accommodations and supports will be identified to allow the individual to perform the functions of a job.

A staff member from a community agency who helps people with disabilities obtain and succeed at a job. This term is sometimes used interchangeably with the term "job coach"

Nondiscrimination in hiring, firing, compensation, promotion, recruitment, training and other terms and conditions of employment, regardless of race, color, sex, age, religion, national origin or disability.

Fundamental duties of the employment position. These are the aspects that caused the position to be created.

Supports provided by an agency or group outside the workplace, such as social service workers.

Employment that takes place in a facility where most people have disabilities, with continuous job-related supports and supervision. Facility-based work includes Sheltered Workshops and Work Activity programs. Some people refer to this as Center-Based Employment.

Resume which highlights areas or skills that relate to a specific job. Information is presented in order of importance, with most important first.

Process of identifying marketable skills and functional abilities that may impact employment success.

Interview conducted by a panel whose members alternately ask questions.

Plan created for a specific individual to help him or her transition from one life phase to another. For example, a plan might be created to help a student move from the educational system to employment in the community.

Individuals who are receiving supported, transitional, or competitive employment services from a state agency or community rehabilitation provider, and includes both individual and group models of community-based supported employment.

Employment supports that are identified and available at a company. Examples include mentoring, job shadowing, one-on-one training, career development opportunities and standard benefit programs.

A free consulting service that provides information about job accommodations, the Americans with Disabilities Act (ADA), and the employability of people with disabilities. Its service are available to individuals with disabilities, their families, educators working with people with disabilities, as well as employers.

Step-by-step instructions on how to accomplish a specific task.

A strategy used in supported employment that helps employment specialists to 1) recognize the natural ways, means, and people used by the employer to typically perform and teach the job; 2) organize the information to be performed by the supported employee; and 3) develop a plan for balancing the natural features of support in the jobsite with the needs of the employee.

Standard forms used by employers to identify candidates who can do the job. Applications generally focus on past experience, employment history and similar information. Applications differ from resumes in that applications are designed by employers to gather information they want to know about you while resumes allow you to tell potential employers what you want them to know.

Person hired by the placement agency or provided through the employer to furnish specialized one-on-one on-site training to assist an employee with a disability in learning or performing a job and adjusting to the work environment. As the worker becomes proficient, the job coach begins "fading," spending less and less time training the worker. After "fading" is complete, the job coach continues to monitor the worker occasionally and is available when needed to assist with retraining and other support that the worker might need.

An employer-controlled meeting in which the prospective employer asks a potential employee a series of questions to determine his or her suitability for a specific job. A job interview may include a tour of the facility, skill-based assessments and/or interviews with multiple people.

Opportunity given to individuals with disabilities to "try out" various job tasks to identify skills and areas of interests. Job sampling is often part of a high school special education program.

Formal process where an individual serves as a role model, trusted counselor or teacher by providing opportunities for professional development, growth and support to less experienced individuals through career planning or in an employment setting.

Support from supervisors and co-workers which naturally occur in the workplace. These supports can be identified and formalized to assist employees with disabilities to perform their jobs. Natural supports often include support provided by employers for all employees. Natural supports may be formal and informal and may include mentoring, ongoing feedback on job performance, training with a co-worker and socialization. Natural supports increase the integration and acceptance of an employee with a disability in the workplace. Natural supports are generally more permanent, integrated into the workplace and more readily available, thereby facilitating long-term job retention.

A job created to meet the specific potential contributions of a person with a severe disability that is negotiated with a specific employer where duties existed but a specific job description not.

Services provided to an employee with a disability by a personal assistant to enable the employee to perform the essential duties of a job more efficiently.

A planning process that focuses on the individual and his/her interests, strengths, and needs. Emphasis is placed on the planning process being controlled by the individual with a disability, with involvement by other individuals selected from their personal network. There are numerous models of this type of planning available.

PASS (Plans to Achieve Self-Support) allows individuals who are receiving Supplemental Security Income (SSI) to set aside money and/or other things they own, without reducing their SSI benefits, to start a business, go to school, get job training, or for other related employment purposes.

A portfolio packages photos, written answers to common interview questions, a resume, letters of recommendation, etc. to help people with significant disabilities, especially verbal communications challenges market their talents and skills to potential employers. Also used by Employment Specialists in the placement process with prospective employers.

An employment opportunity set aside for people with disabilities within a company. Persons with disabilities and individual enterprises may be protected from direct competition with other elements of the economy through a system of legal restrictions, subsidies, and job assistance. This protection from open competition includes such measures as, sheltered, supported, and subsidized employment, as well as private industry enclaves, and direct job creation programs.

1. Modification or adjustment to a job application process that enables a qualified applicant with a disability to be considered for a position;
   
   
2. Modifications or adjustments to the work environment, or to the manner or circumstances under which the position held or desired is customarily performed, that enables qualified individuals with disabilities to perform the essential functions of that position;
   
   
3. Modifications or adjustments that enable a covered entity's employee with a disability to enjoy equal benefits and privileges of employment as they are enjoyed by employees without disabilities.

• Presumes that individuals with disabilities, including individuals with the most severe disabilities, are generally capable of engaging in gainful employment and that providing individualized vocational rehabilitation services can improve their ability to become gainfully employed.
  
  
• Requires that individuals with disabilities be provided with the opportunities to obtain gainful employment in integrated settings.
  
  
• Requires that individuals with disabilities actively participate in their own rehabilitation programs, including making meaningful and informed choices about their vocational goals and objectives and the vocational services they receive.

A written document outlining an applicant's skills, talents and experience. An essential marketing piece for most job seekers.

The right to and process of making decisions about one's own life.

A form of day habilitation service for people with disabilities. Participants in sheltered workshops receive minimal pay, little training and no benefits and have little or no job security.

Structured interview format in which predetermined areas are explored using questions that have been written in advance and are asked of all prospective employees to allow the employer to compare answers between candidates more easily.

Paid employment in community settings for persons with severe disabilities who need ongoing support to perform their work. Support can include on-the-job training, ongoing external job coaching, transportation or supervision.

Period of time between life stages, such as moving from school to work or into an independent living situation.

Short-term employment opportunity that is evaluated after a pre-determined period of time. In most cases, a decision whether or not to keep the "trial employee" is made following the evaluation.

Flexible interview using a more conversational format. Interviewers may ask some prepared questions as a starting point. The drawback to an unstructured interview is that it can be more difficult for the interviewer to compare candidates. However, the person being interviewed often finds it easier to bring up things that he or she has done - or can do - that the interviewer might not ask.

The Vocational Profile is a planning tool designed to assist individuals with severe disabilities, their families and friends, and human services professionals as they collaborate to generate specific employment outcomes.

Programs designed to assist individuals with disabilities enter, re-enter, or retain gainful employment.

The term "waiver" is usually used in reference to the Home and Community Based Waiver program where a state has applied for and received permission to use Medicaid funds to assist and keep people with disabilities in the community. Many of the restrictive requirements of using Medicaid monies are usually waived in these programs.

A law enacted to help Americans access the tools they need to manage their careers through information and high quality services and to help U.S. companies find skilled workers.

This law offers Social Security disability beneficiaries greater choice in obtaining the services they need to help them go to work and attain their employment goals. Find more information at http://www.ssa.gov/work/index.html.