Asperger's Syndrome: New evidence-based practices & model programs for adults
This post shares information about exciting new adult-based employment programming and evidence-based practices using Life Coaching for individuals with Asperger Syndrome/high functioning autism/NVLD and related conditions.
Earlier this month, I visited with Marcia Scheiner, CEO & President of The Asperger Syndrome Training & Employment Partnership (ASTEP), a new organization formally launched in mid-February, dedicated to building long-term employment opportunities for those with Asperger Syndrome (AS). Scheiner says it is the nation's only organization focused on creating employer demand for this segment of those diagnosed with an autism spectrum disorder (ASD).
About 80 percent of the more than 1 million Americans with an ASD are under the age of 20 and over the next 10 years the U.S. will experience a large influx of educated and skilled job seekers who have Asperger's Syndrome. While adults with more significant manifestations of ASD are not ready (or the world or work is not ready for them) for competitive employment, ASTEP seeks to work with programs who have college capable/graduates with this condition and major corporations and large businesses offering entry-level career opportunities such as payroll accountant, IT specialists, etc. Scheiner and ASTEP believe that there are and will be many adults at the higher end of the autism spectrum who have AS who would be highly-qualified candidates for these and other positions.
Scheiner said large, national employers also need to be educated about the talents of adults with AS and the many benefits of providing meaningful employment for them. Although many vocational rehabilitation organizations exist to work with individuals with AS, none are focused solely on creating employer demand for these individuals. ASTEP has assembled a blue-ribbon Advisory Board to help launch and guide the organization.
A related issue discussed in previous posts on this site emphasizes the difference between available services and appropriate services for adults with hidden disabilities such as AS. There are certainly not enough options of any kind for adults with AS to access in hopes for basic, full-time competitive employment-let alone solid, living wage entry-level positions with large employers that have career track potential.
It will require looking anew at what goes into career planning for the candidate with AS on the front end in terms of the what/how of making informed decisi0ns about choosing an appropriate path, doing substantial "field work" in actual business settings to find out how the individual handles unscripted demand/response situations typical of working environments, and a staff that understands what is good for business and the person with AS can actually be the same thing.
A real need for plugging performance or experiential gaps in how to deal with workplace social demands means that an agency or program entity will need to be on hand at some regular intervals to help with social transition issues in the workplace. Follow up and follow along job tracking, on-site situational assessment when necessary for substandard performance areas, targeted job coaching, and a support network of non-family adults will also be needed to make sure that job retention is achieved.
Earlier this month, I visited with Marcia Scheiner, CEO & President of The Asperger Syndrome Training & Employment Partnership (ASTEP), a new organization formally launched in mid-February, dedicated to building long-term employment opportunities for those with Asperger Syndrome (AS). Scheiner says it is the nation's only organization focused on creating employer demand for this segment of those diagnosed with an autism spectrum disorder (ASD).
About 80 percent of the more than 1 million Americans with an ASD are under the age of 20 and over the next 10 years the U.S. will experience a large influx of educated and skilled job seekers who have Asperger's Syndrome. While adults with more significant manifestations of ASD are not ready (or the world or work is not ready for them) for competitive employment, ASTEP seeks to work with programs who have college capable/graduates with this condition and major corporations and large businesses offering entry-level career opportunities such as payroll accountant, IT specialists, etc. Scheiner and ASTEP believe that there are and will be many adults at the higher end of the autism spectrum who have AS who would be highly-qualified candidates for these and other positions.
Scheiner said large, national employers also need to be educated about the talents of adults with AS and the many benefits of providing meaningful employment for them. Although many vocational rehabilitation organizations exist to work with individuals with AS, none are focused solely on creating employer demand for these individuals. ASTEP has assembled a blue-ribbon Advisory Board to help launch and guide the organization.
A related issue discussed in previous posts on this site emphasizes the difference between available services and appropriate services for adults with hidden disabilities such as AS. There are certainly not enough options of any kind for adults with AS to access in hopes for basic, full-time competitive employment-let alone solid, living wage entry-level positions with large employers that have career track potential.
It will require looking anew at what goes into career planning for the candidate with AS on the front end in terms of the what/how of making informed decisi0ns about choosing an appropriate path, doing substantial "field work" in actual business settings to find out how the individual handles unscripted demand/response situations typical of working environments, and a staff that understands what is good for business and the person with AS can actually be the same thing.
A real need for plugging performance or experiential gaps in how to deal with workplace social demands means that an agency or program entity will need to be on hand at some regular intervals to help with social transition issues in the workplace. Follow up and follow along job tracking, on-site situational assessment when necessary for substandard performance areas, targeted job coaching, and a support network of non-family adults will also be needed to make sure that job retention is achieved.
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