Navigating Supported Employment
Group vs. Individual Pathways to Work
As we enter National Disability Employment Awareness Month (NDEAM) this October, we want to share a closer look at how inclusive employment works behind the scenes. At Ability Specialists, we know that every person approaches work with different strengths, comfort levels, and career goals.
To meet participants where they are, we offer two distinct employment support models throughout the Denver metro area: Group Supported Employment and Individual Supported Employment. Here is how each pathway helps adults with intellectual and developmental disabilities build confidence, independence, and lasting success on the job.
1. Group Supported Employment: Learning and Earning Together
Group Supported Employment is designed for participants who thrive in a collaborative environment with peers and consistent, hands-on guidance.
In this model, a small group of participants travels together to work at one of our local partner organizations—such as ARC Thrift Stores or University of Colorado Hospital (UCH).
How the Partnership Works: Ability Specialists acts as the employer of record for the group. We invoice our community partner for the work performed and pay our participants directly for their hours.
The Role of the Job Coach: An Ability Specialists staff member stays on-site with the group throughout their shift. This job coach serves as a constant bridge between the workplace and the team—guiding daily tasks, reinforcing job expectations, and stepping in immediately if any social or operational challenges arise.
Why It Works: Working alongside peers in an established routine provides a safe, supportive setting to master workplace stamina, practice teamwork, and build foundational job skills.
2. Individual Supported Employment: Direct Hiring & Personal Growth
Individual Supported Employment is designed for participants who are ready to step into direct hire roles within local businesses, often working independently or in full-time positions.
How the Model Works: In this model, the participant is hired directly by the employer (e.g., a gym, retail store, or office). They receive their paycheck directly from the business, meaning they work for the employer, and Ability Specialists works for the participant.
The Fading Support Model: When a participant begins a new job, an Ability Specialists job coach provides initial one-on-one, on-site training. As the employee becomes comfortable with their duties, the job coach gradually "fades" their presence—scaling down from several hours a day to bi-weekly check-ins.
Dynamic Support: Under Medicaid guidelines, progress monitoring is designed to be flexible. If a participant encounters a new task, schedule change, or mistake on the job, our job coaching dynamically scales back up to provide target guidance until stability is restored.
Building Workplaces Where Everyone Belongs
Whether a participant starts in a group setting to build confidence or steps into an individual direct-hire role, both models offer meaningful pathways to community contribution, financial dignity, and personal growth.
Frequently Asked Questions
What is the main difference between Group and Individual Supported Employment?
In Group Supported Employment, small teams work together at a partner site with a full-time, on-site job coach, and Ability Specialists handles payroll. In Individual Supported Employment, the participant is hired directly by the employer, and job coach support scales back over time as the employee gains independence.
Who pays the participant in these employment models?
For group placements, Ability Specialists invoices the business partner and pays the participant directly. For individual placements, the employer pays the participant directly as a regular member of their staff.
How does job coaching support adapt if an employee runs into trouble at work?
Our support follows flexible Medicaid progress monitoring guidelines. If a participant faces an operational error, task change, or workplace issue, our job coaches can immediately increase check-ins and on-site support to resolve the issue before scaling back down again.