OAR 407-025-0050: Career Development Planning

(1) Under Oregon’s Employment First Policy, career development planning presumes that all individuals with intellectual or developmental disabilities can work and advance in competitive integrated employment. (2) The Office of Developmental Disabilities Services shall maintain policies and procedures for developing Career Development Plans, including a process for individuals to make an informed choice about employment and career advancement. Steps taken to help ensure informed choice, as described in section (5) of this rule, are documented annually in an individual’s service plan according to OAR 411-415-0070. (3) Career Development Plans shall be based on person-centered planning principles. (4) The Career Development Plan shall prioritize competitive integrated employment. The optimal and expected outcome for all employment services is competitive integrated employment. The career development process shall focus on the strengths of an individual and shall be conducted with the goal of maximizing the number of hours spent working, consistent with an individual’s preferences. (5) To help ensure informed choice regarding employment, the annual person-centered service planning process, described in OAR 411-415-0070, shall include: (a) At least an annual conversation regarding employment and career advancement. The conversation shall be based on the presumption that individuals will work and advance in competitive integrated employment. (b) The conversation shall be accessible to an individual, clearly explain competitive integrated employment and its benefits, and address any concerns the individual expresses about competitive integrated employment. (c) If an individual wants to pursue employment, this decision shall be included in their Career Development Plan. (d) If an individual chooses not to pursue employment, this decision shall be documented in their Individual Support Plan, including: (A) Details of the conversation affirming the individual’s talents and addressing questions or potential barriers. (B) A discussion on the individual’s employment history and how any negative experiences could be improved. (C) Assurance that the conversation was in a format accessible to the individual. (D) Identification of any new or different strategies used to help ensure informed choice. (E) Confirmation that the individual can change their decision about working at any time during the year.