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David Hoff
Program Director
B.S., Cornell University
M.S.W., Concentration in Policy, Planning, and Administration, Rutgers University
David Hoff, M.S.W., has an extensive background in working with public systems and community agencies to enhance employment outcomes for people with disabilities. He has done work in over 25 states, providing technical assistance and training on effective practices in human services and workforce development. David regularly presents on a range of employment-related topics to policymakers, practitioners, people with disabilities, and family members, at various national, regional, and local forums. A primary focus of his work is on organizational and systems change to improve employment outcomes, with a particular emphasis on public policies and their impact on the lives of people with disabilities. Along with his work with public disability agencies, much of David's work is focused on enhancing the ability of the general workforce development system to serve people with disabilities.
David has written extensively on topics related to the employment of people with disabilities, including serving as lead author and editor of Access for All, a manual for One-Stop Career Centers published by ICI, as well as co-author of the book Demystifying Job Development. In addition to his 15+ years at ICI, David has been an administrator for a Local Workforce Investment Board and spent several years in a direct service role assisting individuals with disabilities to find and maintain employment. Prior to entering the human service field, he held management roles in the private sector for ten years. David is currently the President of APSE, a 3,000+ member national organization focused on integrated employment of people with disabilities. He also is a board member of New England Business Associates, and Imagine Enterprises, community-based agencies meeting the employment needs of people with disabilities.
- Email: david.hoff@umb.edu
- Phone: 617/287-4308
ICI publications by David Hoff
Job Seekers with Disabilities at One-Stop Career Centers: An Examination of Registration for Wagner-Peyser Funded Employment Services,2002 to 2009
The Wagner-Peyser Act of 1933 established a nationwide system of public employment services, known as the Employment Service. Via the Workforce Investment Act of 1998, the Employment Service was made part of the One-Stop Career Center service-delivery system. Wagner-Peyser is a primary source of funding for these centers, which make employment services available to all people, including those with disabilities. There are currently 1,800+ comprehensive One-Stop Career Centers throughout the United States, as well as satellite and affiliate centers. (6/2011)
Job Seekers with Disabilities at One-Stop Career Centers: An Examination of Registration for Wagner-Peyser Funded Employment Services from 2002 to 2007
The Wagner-Peyser Act of 1933 established a nationwide system of public employment services, known as the Employment Service. Wagner-Peyser funds are a primary source of funding for the services of One–Stop Career Centers that provide employment services available to all people, including people with disabilities. This data note examines trends on a national and state-by-state basis in the number and percentage of job seekers who self-identified as having disabilities who register for Wagner-Peyser Employment Services. Readers should note that because disability status in this data source is self-identified, it is likely disability among job seekers who register for Wagner-Peyser services is underreported and the actual numbers of people with disabilities who register for services are higher. (11/2009)
Access for All Customers: Universal Strategies for One-Stop Career Centers
One-Stop Career Centers serve a diverse range of customers. These include individuals with a variety of educational and work backgrounds, people from diverse racial, linguistic and ethnic cultures, as well as individuals with a wide range of disabilities and support needs. One way of addressing the needs of this diverse customer base is to develop services and systems that respond to the needs of each of these groups. However, this can be expensive and labor-intensive. A more effective way to serve this broad customer pool is to provide One-Stop services according to the principles of what is known as "universal design," using common strategies that benefit many groups – and that reinforce the concept of an inclusive setting that welcomes and celebrates diversity. To find a manageable approach to meet the needs of their many customers, One-Stop Career Centers can think universally about how they design their physical space, service delivery systems, and customer resources. For example, the barriers faced by people who cannot read are similar despite the cause (e.g. cognitive disability, illiteracy, or limited English proficiency). Therefore, the strategies to overcome this barrier and allow customers to benefit from One-Stop services will be similar.
This proactive approach lessens the extent of service specialization that may be required to meet the needs of some audiences. When services are designed universally, they are more likely to benefit job seekers with a wide range of learning styles, languages, educational levels, intelligences, and abilities, allowing the One-Stop to meet customer needs in a more efficient fashion. (1/2009)
Disclosure of Disability Information at a One-Stop Career Center: Tips and Guidelines
One-Stops Career Centers (One-Stops) were established under the federal Workforce Investment Act to provide a full range of job seeker assistance under one roof. One-Stops are located at a variety of locations in each state, with more than 3,200 centers across the country. More than 13 million people per year use the One-Stop system. Many of these are people with disabilities. (1/2009)
Job Seekers with Disabilities at One-Stop Career Centers: An Overview of Registration for Wagner-Peyser Funded Employment Services
This data note explores how states vary in the number and percentage of job seekers with disabilities who register for services and identify as having a disability. In 2005, across all states and the District of Columbia, 3.1% of all job seekers were people who reported having a disability at registration (see table). The percentage of registered job seekers with a disability ranged from 0% in Washington D.C. to 8.3% in Delaware. The percentage of individuals identifying they have a disability has shown a steady increase over time, from 2.3% in 2002 to the 3.1% 2005 figure. In examining and interpreting this data, it is important to note that this data may not fully reflect the use of these services by people with disabilities, as it does not include individuals with non-apparent disabilities who have declined to identify that they have a disability. (2/2008)
Select outside publications by David Hoff
Hoff, D. (2000). Transition and One-Stops--a perfect match. Point of Departure, 5(1), 3.
Hoff, D. (2001). The Workforce Investment Act and One-Stop Centers: Opportunities and issues for the disability community. Job Training & Placement Report, 25(7), pp. 1-3.
Hoff, D., Gandolfo, C., Gold, M., and Jordan, M. (2000). Demystifying job development. St. Augustine, FL: TRN.
