Griffin self-employment-as-a-mainstream-approach

Making Self-Employment
Work for People with Disabilities
Second Edition
by
Cary Griffin
David Hammis
Beth Keeton
and
Molly Sullivan
Griffin-Hammis Associates, LLC
Florence, Montana
Baltimore • London • Sydney
BK-BRP-GRIFFIN-131097-FM.indd 3 30/01/14 8:18 PM
Excerpted from Making Self-Employment Work for People With Disabilities, Second Edition
by Cary Griffin M.A., David Hammis, Beth Keeton, & Molly Sullivan
Brookes Publishing | www.brookespublishing.com | 1-800-638-3775
© 2014 | All rights reserved
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v
Contents
About the Reproducible Forms................................................................................................vii
About the Authors......................................................................................................................ix
Foreword Paul Wehman..................................................................................................xiii
Preface.....................................................................................................................................xvii
Acknowledgments....................................................................................................................xix
1 Self-Employment as a Mainstream Approach to Adult Life............................................... 1
2 Person-Centered Business Planning: Discovering
Personal Genius................................................................................................................... 21
3 Business Feasibility............................................................................................................. 39
4 Building the Business Plan................................................................................................. 49
5 Marketing and Sales Tactics............................................................................................... 71
6 Small Business and Social Security Income Benefits Analysis........................................ 99
7 Small Business Finance and Small Business Owners
with Disabilities................................................................................................................. 153
References............................................................................................................................... 187
Appendix A Reproducible Forms........................................................................................ 193
Appendix B Business Feasibility Resources...................................................................... 255
Index........................................................................................................................................ 259
by Cary Griffin M.A., David Hammis, Beth Keeton, Molly Sullivan

ix
About the Authors
Cary Griffin is Senior Partner at Griffin-Hammis Associates, a full-service consul-
tancy specializing in building communities of economic cooperation, creating high-
performance organizations, and focusing on disability and employment. He is also
Co-Director of the U.S. Department of Labor’s National Self-Employment Technical
Assistance, Resources, and Training project with Virginia Commonwealth University
and is one of only a handful of subject matter experts hired by the U.S. Department
of Labor to help implement Employment First nationally. Cary maintains a strong
relationship with the Rural Institute at the University of Montana, where he served
as Director of Adult Community Services and Supports. He is the former executive
director of the Region VIII Community Rehabilitation and Rehabilitation Continu-
ing Education programs at the Center for Technical Assistance and Training, now
part of the Technical Assistance Continuing Education Center, which he founded at
the University of Northern Colorado in 1989. Cary provides training to administra-
tive and direct service–level professionals in the rehabilitation field, consultation
to businesses and rehabilitation agencies regarding the employment of individuals
with significant disabilities, field-initiated research and demonstration, family and
consumer consultation, resource development, and organizational development. He
is also the lead author for several new series of online synchronous and asynchro-
nous web-based courses developed in partnership with Essential Learning, Virginia
Commonwealth University, and various agencies that address training and certifi-
cation of personnel in customized employment (CE), vocational assessment, self-
employment, Social Security benefits, and related policy. Cary is author of the book
Working Better, Working Smarter (TRNinc., 1999) and coauthor of the first book
on CE, The Job Developer’s Handbook: Practical Tactics for Customized Employ-
ment (Paul H. Brookes Publishing Co., 2007). Current projects include development
and management of a statewide rural Florida CE initiative, a statewide disability
self-employment project in Kansas, and a similar project in Appalachia, developing
the strategic plan for British Columbia’s CE and Employment First program, several
state Money Follows the Person and Medicaid Infrastructure Grant initiatives (e.g.,
Rhode Island, Minnesota, Iowa), and inner-city CE projects (e.g., Philadelphia, Los
Angeles). Cary is writing a new book on career planning. He also serves as Deputy
Director and Board Chair of the Center for Social Capital, a nonprofit affiliate of
Griffin-Hammis Associates.
David Hammis was Executive Director of the Center for Social Capital; Senior
Partner at Griffin-Hammis Associates; National Technical Assistance Co-Director

x ■ About the Authors
for Self-Employment Technical Assistance, Resources, and Training (START-UP/
USA), a partnership with Virginia Commonwealth University; and the University
of Missouri Social Security Certification Training and Technical Assistance for the
Social Security Administration’s Work Incentives Planning and Assistance program.
David maintained an ongoing relationship with the Rural Institute at the
University of Montana, where he served as Project Director for multiple self-
employment, customized employment, and Social Security outreach training and
technical assistance projects, including the Rural Institute’s Rural Entrepreneur-
ship and Self-Employment Expansion Design project. David worked with organiza-
tions nationally and internationally on customized employment, self-employment,
benefits analysis, supported employment, and employment engineering. He began
working in supported, customized, and self-employment in 1988 and was personally
responsible for the implementation of hundreds of Plans to Achieve Self-Support
leading to employment, self-employment, and enhanced personal resources for
people with disabilities. In July 1996, David received the International Associa-
tion for Persons in Supported Employment Professional of the Year Award for his
“outstanding support and commitment to people with disabilities, especially in the
areas of career development and the use of Social Security work incentives.”
Beth Keeton is Senior Consultant with Griffin-Hammis Associates. Beth has
worked closely with the state vocational rehabilitation agencies in both Florida
and Texas to coordinate the development and implementation of a statewide self-
employment certification curriculum. Beth has worked on several other national
self-employment projects, including the Entrepreneurship Bootcamp for Veter-
ans with Disabilities, the Iowa Medicaid Infrastructure Grant, the Minnesota
Department of Vocational Rehabilitation, and the New York Medicaid Infrastruc-
ture Grant, all of which are geared toward increasing the quantity and quality of
self-employment outcomes.
During her time on the various self-employment projects, she has developed
expertise in business plan development and has discovered a particular affinity for
financial planning and Social Security benefits analysis. In 2007, Beth completed
the Community Work Incentives Coordinator (CWIC) coursework through Cornell
University. Under subcontract with Virginia Commonwealth University, she subse-
quently developed the national CWIC self-employment training curriculum along
with additional materials on the incorporation of government funding sources into
business financials. In addition, Beth co-wrote Navigating Government Benefits
Employment: A Guidebook for Veterans with Disabilities (Vicks Lithography
and Printing, 2013) and was a contributing author in the development of the online
course Creating Community Careers and Customized Self-Employment. Beth is
also the current Executive Director and Vice Chair on the Board for the Center for
Social Capital.
Beth earned a B.S. degree in psychology from Clemson University and an M.S.
degree in special education from the University of Oregon in 1996.
Molly Sullivan has been helping people with disabilities pursue wage and self-
employment since the 1990s. She has worked in direct service and program

About the Authors ■ xi
management for nonprofit and government agencies and has provided training and
technical assistance to professionals in disability services on innovative employ-
ment strategies.
Molly has expertise in self-employment and benefits planning. She provided
training and technical assistance under the national self-employment demon-
stration project START-UP/USA, supports veterans participating in the national
Entrepreneurial Bootcamp for Veterans with Disabilities, and has supported numer-
ous nonprofit and government agencies in building their capacity to deliver self-
employment services. Additionally, she provided training and technical assistance
under the Social Security Administration–funded Work Incentives Planning and
Assistance National Training Center and has supported numerous nonprofit and
government agencies in building their capacity to deliver benefit planning services.

1
Important Terms in This Chapter
community rehabilitation programs (CRPs): Local rehabilitation agencies that generally offer
sheltered employment, supported employment, service coordination, and other state-funded
services to adults with disabilities. Most are funded primarily for individuals with developmental
disabilities.
Small Business Administration (SBA): A federal agency that sponsors small business development
programs throughout the United States. This agency offers free-of-charge technical assistance,
financing, and information on enterprise development.
Small Business Development Centers (SBDCs): Centers in many U.S. communities that provide free
assistance regarding business feasibility, business planning, marketing suggestions, financing, and
management. These centers are part of the SBA.
Social Security Administration (SSA): The primary benefits system in the United States for people
with disabilities. The SSA’s most common benefits programs are Supplemental Security Income
(SSI) and Social Security Disability Insurance (SSDI). The SSA also manages the Plan to Achieve
Self-Support (PASS) program.
vocational rehabilitation (VR): A state and federally funded program charged with assisting eligible
individuals with significant disabilities in finding employment. This program can and does support
business development, vocational training, and college education. The program’s offices are found
in communities across every U.S. state and territory. Access to VR can also be obtained through
local One-Stop Centers (see discussion of the Workforce Investment Act later in this chapter).
Workforce Investment Act (WIA): This federal act created One-Stop Centers (also known
as Workforce Development Centers) across the United States to serve all people seeking
employment. The VR program and other disability organizations are collaborators in WIA, which is
another source of technical assistance and potential funding for wage jobs and self-employment.
M
any people begin their working lives as teenagers. Delivering newspa-
pers, mowing lawns, milking cows, preparing fast food, washing cars,
and babysitting exemplify the diversity of jobs traditionally assigned
to youth to build character and a strong work ethic. Unfortunately, for
most students with significant disabilities, this natural part of learning real-life
skills and lessons, acculturating, and growing a work ethic is missing. Various leg-
islation and legal decisions hold the potential for and promise of equal access to
careers and substantive employment: the Education for All Handicapped Children
Act of 1975 (PL 94-142); followed by the Individuals with Disabilities Education
Self-Employment
as a Mainstream
Approach to Adult Life1
BK-BRP-GRIFFIN-131097-Chp01.indd 1 30/01/14 11:59 AM

2 ■ Griffin et al.
Act (IDEA) of 1990 (PL 101-476) with its revision by the Individuals with Disabili-
ties Education Improvement Act (IDEA) of 2004 (PL 108-446); and—supporting
people with disabilities into adulthood—the Rehabilitation Act of 1973 (PL 93-112),
the Workforce Investment Act (WIA) of 1998 (PL 105-220), the Americans with
Disabilities Act (ADA) of 1990 (PL 101-336) and as amended in 2008 by PL 110-
325, and the Olmstead v. LC (1999) decision from the Supreme Court. Still, most
transition-age youth with significant disabilities graduate without paying jobs, and
most adults with significant disabilities remain unemployed or severely underem-
ployed throughout their lifetimes (Butterworth et al., 2012; Cornell University,
2010; Wehman, 2013). During the 1990s, despite one of the strongest economies in
U.S. history, and through the recession years of the new century, enrollments for
sheltered workshops increased and the number of special education students gradu-
ating into paid jobs remained agonizingly low (Butterworth, Gilmore, Kiernan,
Schalock, 1999; Butterworth et al., 2012; Migliore Butterworth, 2008; Migliore,
Grossi, Mank, Rogan, 2008; Niemiec et al., 2009).
This same time period witnessed the success of supported employment tech-
niques, with more than 200,000 individuals acquiring community jobs (Wehman
Kregel, 1998), and the emergence of customized employment, which refined commu-
nity employment techniques and began the shift toward an economic development
approach to job creation (Griffin, Hammis, Geary, 2007; Wehman, Inge, Revell,
Brooke, 2007). These workers’ disabilities were once considered too significant for
the individuals to gain employment, but the techniques of offering ongoing work-
place and personal supports, coupled with matching people with jobs they enjoy,
eroded previous stereotypes in the rehabilitation professions and within the busi-
ness community (Callahan Garner, 1997; Griffin, Hammis, et al., 2007; Wehman
et al., 2006). Self-employment, as described in this book, is the next logical step in
the evolution of supported employment technology.
As of 2013, self-employment and business ownership are recognized across
the country in newly revised state Vocational Rehabilitation (VR) agency policies,
throughout the developmental disabilities system, and through advocacy and policy
from the U.S. Department of Labor’s Office of Disability Employment Policy (ODEP;
see http://www.start-up-usa.biz). Because all people who are self-employed use, cre-
ate, and purchase a variety of supports—ranging from accounting services to sales
representatives—owning a business meshes well with the American dream and with
the commitment of rehabilitation professionals, family members, friends, and neigh-
bors to assist people with disabilities in achieving typical lives. Owning a business
can be one of the least stigmatizing forms of employment for individuals with signifi-
cant disabilities because the opportunity to gently rely on ongoing or time-limited
rehabilitation services coexists with typically purchased business supports.
Self-employment is booming across the United States, and according to Carl
Schramm (Fairlie, 2010), President and CEO of the Kauffmann Foundation for
Entrepreneurial Leadership, there are an estimated 700,000 new companies spring-
ing up annually. Of the estimated 32 million businesses across the United States,
75% are single–owner-operator enterprises that were started for an average of
$10,000 each (Wells Fargo/Gallup, 2006). The self-employment rate is growing at
more than 20% annually, with microenterprise (businesses employing one to five
workers) generating 64% of all new jobs in the United States, according to the Small
Business Administration (SBA, 2013). Also, since the early 1990s, women owned

Self-Employment as a Mainstream Approach to Adult Life ■ 3
60% of microenterprises, and overall, 20 million small companies combined cre-
ated more jobs than did all of the Fortune 500 (Access to Credit, 1998; Fairlie, 2010;
Forrester, 1996; Friedman, 1996; Sirolli, 1999). This cultural and economic shift
of taking individual opportunity, which appears to be largely unaffected by good
or bad economic times, presents another promising career option to individuals
with significant disabilities (Brodsky, 2002; Fogg, Harrington, McMahon, 2010;
Griffin Hammis, 1996).
Across the country, state VR agencies support approximately 2% of those
served in achieving self-employment, but the numbers vary widely from state to
state (Arnold, 1996; Revell, Smith, Inge, 2009). The good news is that although
these closure rates are low, many people are actually being closed as “successfully
employed” under the Supported Employment funding category, thereby depressing
the actual number of self-employment closures (Revell et al., 2009). In addition,
numerous types of agencies (e.g., VR, developmental disabilities, mental health) in
various states (e.g., Florida, Ohio, Texas, Minnesota, New Hampshire, Rhode Island,
Iowa, Maryland, New York, California) are exploring policy, vendor development,
and funding mechanisms to increase self-employment opportunities. In 2001, Con-
gress created ODEP at the U.S. Department of Labor. This agency encourages small
business ownership through its guiding legislation, the WIA, and is funding special
projects on customized and self-employment, such as START-UP/USA, which is a
national training and technical assistance resource for self-employment and dis-
ability operated by Virginia Commonwealth University’s Rehabilitation Research
and Training Center and Griffin-Hammis Associates (http://www.odep.gov/odep;
http://www.start-up-usa.biz). The Rehabilitation Services Administration (RSA)
within the U.S. Department of Education promotes self-employment as a reason-
able outcome for state VR agencies and also is demonstrating various aspects of
entrepreneurial ventures, and several states have model programs in development.
See, for example, the Texas Department of Assistive and Rehabilitative Services
Strategic Plan for 2011–2015 (http://www.dars.state.tx.us), Florida VR’s Commu-
nity Business Technical Assistance Certification program (http://www.rehabworks.
org), and Ohio Rehabilitation Services Commission Assets and Neighbors program
(http://www.rsc.ohio.gov).
Still, to succeed, there must be a concerted and well-funded effort to train and
retrain staff charged with supporting individuals who seek self-employment. With-
out this significant investment, community resources that exist to assist all citi-
zens will be untapped, community rehabilitation agencies and VR counselors will
be overtaxed due to the intensity and complexity of some business ventures, and
consumers may be denied possible career advancement (Griffin et al., 2007; Revell
et al., 2009; Shelley et al., 2002). It is also certain that if transition-age students
are not expected to deserve more than just a plan, then what lies ahead for them is
graduating into the dead end of day activity centers, sheltered workshops, or adult
services waiting lists (Butterworth et al., 1999; Wehman, 2013). A thorough litera-
ture search reveals that school-to-work transition produces plans without employ-
ment outcomes and remains a better paper—not a better-outcomes process—and
that only 8% of students who receive special education services graduate with a job
in the community (Condon Brown, 2007; Hughes et al., 1997). Self-employment,
and perhaps graduating as the owner-operator of a small business, is a more positive
option.

Choosing Self-Employment
Self-employment is not for everyone. It is a personal choice that should be balanced
by a variety of life circumstances, including financial position and funding, avail-
ability and quality of business and personal supports, and the viability of the busi-
ness idea. Just as in customized employment, the driving ethics are that everyone
is ready to work and that it is the responsibility of special education and rehabilita-
tion professionals to provide or facilitate the supports that make success possible
(Griffin, Hammis, et al., 2007; Griffin-Hammis Associates, 2012). In some cases,
allowing the person to experiment with different career options is the greatest sup-
port available.
There appear to be certain indicators of the potential for success in self-employ-
ment, however. For instance, many small business owners learned a trade and
understand the market because they worked for someone else first (Doyel, 2000).
Still, because so many people with disabilities never get the chance to begin with
a typical job, self-employment presents a unique opportunity to create an employ-
ment circumstance specifically tailored to their personal situation, degree of mobil-
ity, skills they have and those that can likely be taught, speed of production, health,
and accommodation needs. Again, a person’s disability should not determine his or
her fitness for self-employment. Rather, each situation is assessed to point out the
need for supports—such as financing, skills training in specific tasks, and tooling
and/or assistive technology—in the same manner that any entrepreneur requires
supports in areas of need. Typical business owners outsource accounting, market-
ing, subcomponent manufacturing, and other functions that they either cannot
handle themselves or do not enjoy (Doyel, 2000).
Examples of Successful Individuals and Businesses
The authors and their colleagues across the country are privileged to work with
numerous individual business owners whose stories illustrate the concepts and
approaches to enterprise development found throughout this book. Consider, for
example, Andrew—a middle-age gentleman who spent most of his life in institu-
tions, workshops, and group homes. The authors and other staff at the University
of Montana’s Rural Institute, using the strengths-based approach, developed an
inventory of positive attributes that included Andrew’s friendly smile, his inter-
esting sense of humor, his skills and the tasks he enjoys doing, and a personality
that makes those around him comfortable. Two noteworthy interests or strengths
included his stuffed animal collection and his enjoyment of an existing volunteer
position. As a volunteer at the local nature center, Andrew rapidly acquired skills as
he fed and groomed animals, interacted with other staff and volunteers (although
he used little verbal language), and assisted with various chores, illustrating how
well the center matched his optimum working conditions.
The professionals in his life considered this gentleman “too disabled” to work,
and although the nature center staff valued him as a volunteer, they did not have
revenue for or an interest in hiring him. With Andrew’s significant input, a proposal
was developed for him to sell stuffed animals at the center. The proposal included
assistance from the provider agency staff, which would manage his books and
inventory, and called on the nature center staff to help with daily operations, such
as money exchanges. The design of the business was not typical, and management

of the business was different from most, but sales flourished and a strong partner-
ship grew as the entrepreneur paid 10% of profits to the nature center for rent and
minor assistance with the largely self-serve operation. Seven years later, the busi-
ness expanded to sales of stuffed animals to other downtown stores. Andrew is
now welcomed as a “regular” on Main Street and is viewed as a success by the local
developmental disability agency, which helped him move into his first apartment.
In addition, because he has a bank account in the company’s name, Andrew soon
amassed cash savings in his business checking account, well above the $2,000 limit
for someone receiving Supplemental Security Income (SSI) payments.
Using the strengths-based approach, known as Discovering Personal Genius™
(DPG) and detailed in Chapter 2, this businessperson’s deficits were reframed, and
his many attributes became apparent. Creativity, inventiveness, intuitive consider-
ation of the tourist market, and ongoing and largely invisible supports that cost far
less than the average day program led to success.
In the rural South, a young man with autism constantly ran from his shel-
tered workshop. The DPG approach for assessment and employment development
revealed that a strong vocational theme for George was agriculture, and that he was
recognized in his family for his light touch when transplanting seedlings and for his
infatuation with trucks and farm tractors. Seeing such equipment drive by is what
prompted his running from the workshop. George was simply trying to catch a ride.
The team designed a job development plan targeting agricultural employ-
ment for George. As often happens, however, an informational interview (Griffin,
Hammis, et al., 2007) with two brothers who owned a local farm and an unsolicited
donation of a greenhouse led to the establishment of George’s business. He started a
greenhouse next to the brothers’ roadside fresh produce stand. After several licens-
ing delays, “George’s” opened its doors to supply specialty plants and vegetables
to customers of the roadside stand and to start seedlings for the brothers’ farm.
George was once considered unemployable due to the severity of his disability and
his challenging behaviors. Today, he has a part-time employment specialist help-
ing with production. In addition, George has rich natural supports from his family
as well as from the two brothers who own the farm and teach him the trade using
their experience and specific quality standards (they also give him occasional rides
on their tractors). The business exceeded its profit projections for the first year by
growing specialty food crops and poinsettias for the holiday market. Even if his
income has been less than projected, George now has a rich and growing business
relationship with two community members, meets dozens of customers weekly, is
considered a talented business owner by his family, and earns self-employment
wages well beyond anything he earned in the workshop. Perhaps most surprising is
George’s impact as a role model. George’s success has inspired more than a dozen
agency staff to discuss their own personal small business ideas with the authors.
These frontline employees are gaining personal strength and taking risks because
George led the way (Kroth, 2001).
Sarah is a middle-age woman diagnosed with depression and a secondary
developmental disability living on the West Coast. Her vocational themes included a
strong interest in cooking, artistic creativity, and sports. She and her team explored
several vocational options and in the process became acquainted with the owner of
a local bakery. The owner mentioned adding an espresso machine once she saved
enough profits to cover the $4,000 cost. Using agency funds and assistance from

the state VR office, a proposal to have Sarah operate an espresso business within
the bakery was developed and accepted. The company selling the equipment pro-
vided training to Sarah, a short-term job coach, and the shop’s counter staff. Sarah
launched her business making espresso and was instantly successful, while pay-
ing 15% of her gross receipts to the bakery for ongoing support, water, electric-
ity, and floor space. The cross-training proved invaluable for the few times when
Sarah’s symptoms made it difficult for her to go to work; the staff sold espresso, and
Sarah still retained the profits. This win-win, business-within-a-business approach
addresses critical business and personal support issues and offers the start-up an
environment rich in existing customers. Prior to owning her business, Sarah was
considered unemployable.
Edward is a young man in his late 30s living in a small town in the western
United States. During most of his adult life, he worked for several glass installation
businesses in his hometown of 25,000 people. His erratic behavior, attributed to his
diagnosis of schizophrenia, cost him those jobs, but not before he learned the ins
and outs of the trade. As an employee and keen observer, Edward recognized lapses
in customer service by his former employers, and he set out to start a business that
accommodates the symptoms of his disorder and that addresses the needs of con-
struction companies and homebuilders seeking high-quality windows and glass.
Working with the local Small Business Development Center (SBDC), as well as
with the Rural Institute and the Montana Job Training Partnership through a U.S.
Department of Labor–funded disability demonstration project, grant money and a
loan from relatives were secured to launch the enterprise. The business started
slowly, and finding customers was difficult. Costly local advertising reached few
customers. Edward’s budget was depleted after 6 months, but networking with local
construction bosses in coffee shops around town soon brought a $40,000 order for
windows, followed by another, and then another. With an initial investment of less
than $20,000, Edward’s business was grossing more than $100,000 per quarter after
the first difficult year, and it grossed roughly $750,000 within 4 years.
When the business changed from installation to showroom sales of custom
windows, it faltered. However, it was saved by the visibility and personal sales calls
of the owner. As in so many success stories, a family member (in this case, Edward’s
wife) provided support as the bookkeeper with a solid hold on the business’s finan-
cial operations. The stability of this company attracted an outside buyer who pur-
chased it for $1.5 million and kept Edward on as mentor for another year. Today
Edward has a home entertainment design and installation company, along with sev-
eral partners, and when asked about his experience with starting a business said,
“It wasn’t the money that helped me as much as the fact that people, for once in my
life, believed in me. Hope is a very powerful motivator” (Griffin, 2007).
In these four examples, self-employment evolved as a natural option once a
vocational profile of likes, dislikes, preferred environments, supports (needed and
available), and existing and potential resources was developed. A range of desir-
able employment scenarios emanate from this DPG process. Self-employment is
only one option and not always the best one. The decision to start a business must
be based on the individual’s skills and desires, the ability to create or respond
to market needs, and the availability of supports. Of course, the need for busi-
ness supports is often used to discourage people with disabilities from pursuing
self-employment.

Small business supports typically involve assistance with production or ser-
vice delivery (operations), business planning, sales and marketing, and bookkeep-
ing or accounting. These supports are commonly required for any business, and
the lack of ongoing support is a key reason for business failure. As service dollars
become more flexible and portable, personal control of resources becomes more
widely accepted and leads to easier arrangement of business supports. At this point,
creative leveraging of supports may be necessary. In Sarah’s situation, support came
from a solid business deal with the bakery. By developing this relationship, Sarah
generated revenue immediately; has built her skills and reputation; and has, with
family and bakery support, been able to grow personally and professionally. She still
relies on others for assistance, but her case exemplifies how seamless support can
appear if designed properly and with forethought.
At the nature center, Andrew’s business-within-a-business model worked best
as well. This setup provided a steady stream of customers, who were drawn past
the stuffed animals, and utilized existing employees to casually assist with daily
business operations. Disability agency staff helped with the books and inventory.
Numerous other business-within-a-business scenarios, including a small-engine
repair shop and a copying business inside a rural health club, demonstrate the will-
ingness of community businesses to partner with others who bring new revenue
streams and customers to their door.
George’s greenhouse is another business within a business that utilized dis-
ability agency support for production and bookkeeping while creating a symbiotic
relationship with the farmers, who also trained to their specifications to guarantee
the best possible goods for their roadside stand. George’s success is integral to the
farm’s success. George, through his small business, has become a vital and contrib-
uting force in the local economic development movement—not someone seen only
as a taxpayer burden or passive member of the community.
Typical Concerns About Small Business and Disability
Implementing self-employment for individuals with significant disabilities involves
substantial attention to minimizing the fears of the prospective business owner
(PBO), as well as those of the rehabilitation and local small business development
professionals charged with assisting PBOs. The success rate of small business is
surprisingly high, contrary to widely accepted beliefs. The U.S. SBA reports that
more than 79% of small businesses are still operating after the initial 5 years (U.S.
Dept. of Commerce, 2000), once restaurant businesses have been factored out of
the data. In addition, the long-term trend in employment is away from major corpo-
rations to growing job opportunities in smaller firms (Fairlie, 2010; Miyares, 2002;
SBA, 1996a, 1996b; U.S. Dept. of Commerce, 2000). Self-employment and small
business are a defining characteristic of America’s economic landscape and present
a tremendous opportunity for those individuals most challenged by the competitive
labor market.
In fact, self-employment exemplifies the philosophy of customized employ-
ment because it circumvents the comparative processes so often used in com-
petitive employment (Griffin, Hammis, et al., 2007). Customized employment, as
defined by the U.S. Department of Labor, recognizes both wage employment and
self-employment as desired outcomes, using highly individualized employment

creation strategies (U.S. Dept. of Labor, 2003). The comparative processes in ques-
tion, be they psychometric testing, IQ tests, or other norm-referenced evaluations,
along with the rigor of completing job applications and interviewing, generally favor
people without disabilities. Under comparative systems, people with disabilities
lose; therefore, circumventing traditional approaches for finding work makes great
sense. Self-employment short-circuits the entire traditional wage job apparatus by
allowing a person to be recognized for his or her individuality rather than placing
the individual in competition with others as a “qualified applicant,” which inevitably
invites comparisons. This approach to self-employment is person first, not business
first; it builds on existing vocational themes and highlights individual skills and tal-
ents while recognizing that all people can learn and grow when provided the proper
environment and support. Most of all, this model of self-employment development
recognizes that business owners are almost always artisans first; they know how to
make a product or deliver a service, and they either learn the business processes as
they go or purchase these supports from others. An outline of the approach to self-
employment taken in this book, and how all these pieces fit together, is presented
in Figure 1.1.
Still, many doubts remain regarding the viability of individuals with significant
disabilities starting, operating, and managing businesses. The following concerns
and questions are routinely raised when proposing small business development for
and with individuals with significant disabilities.
• Discovering
personal
genius
• Business
success
• Feasibility
• Planning
Vocational themes
Skills, tasks, contributions
Go where the career/theme
makes sense
Financial/benefits analysis
Construct employment options
Info interviews work
experience
Lists of twenty
CSE represents ideal
conditions
PBO business development
team aligned with concept
Test business idea(s)
Blend or combine Voc themes
Amalgamated funding
Profitability/break-even analysis
Business model sustainable
Customers, competitors,
capabilities
Positive financial projections
Tools, technology, training
Distribution supply chain
Marketing, promotion, sales
Customer service
Contingencies
Long-term affordability
of supports
Potential for growth change
Tax regulation compliance
Sales targets
Financial management
systems support
Increasing economic
social capital
Figure 1.1. Griffin-Hammis Associates customized self-employment flowchart.

Griffin self-employment-as-a-mainstream-approach

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