Please no plagiarism and make sure you are able to access all resource on your own before you bid. Main references come from Capuzzi, D., & Stauffer, M. D. (2012) and/or American Psychological Association (2010). You need to have scholarly support for any claim of fact or recommendation regarding treatment. I have also attached my discussion rubric so you can see how to make full points. Please respond to all 3 of my classmates separately with separate references for each response. You need to have scholarly support for any claim of fact or recommendation like peer-reviewed, professional scholarly journals. I need this completed by 08/09/19 at 6pm.


Responses to peers. Note that this is measured by both the quantity and quality of your posts. Does your post contribute to continuing the discussion? Are your ideas supported with citations from the learning resources and other scholarly sources? Note that citations are expected for both your main post and your response posts. Note also, that, although it is often helpful and important to provide one or two sentence responses thanking somebody or supporting them or commiserating with them, those types of responses do not always further the discussion as much as they check in with the author. Such responses are appropriate and encouraged; however, they should be considered supplemental to more substantive responses, not sufficient by themselves.

Read a your colleagues’ postings. Respond to your colleagues’ postings.

Respond in one or more of the following ways:

· Ask a probing question.

· Share an insight gained from having read your colleague’s posting.

· Offer and support an opinion.

· Validate an idea with your own experience.

· Make a suggestion.

· Expand on your colleague’s posting.

1. Classmate (G. Mac)

Description of a Functional Limitation

Functional limitation is considered to be a mental, emotional, or physical disability of an individual that can create hardship for them to complete or participate in tasks or activities within their job (Capuzzi & Stauffer, 2012).

At my current place of employment Children’s Hospital Colorado, they do an outstanding job to have programs and create jobs for people with cognitive or physical disabilities. These employees always have a huge smile on their faces and truly enjoy working and learning new things to the best of their ability. I cannot explain the hard work and passion these individuals that work at Children’s Hospital with cognitive or physical disabilities put into their work sometimes it’s noticeably more than employees that don’t have a cognitive or physical disability. Often times I find myself being inspired and learning more from them and their love for work.

Functional Capacity Evaluation and Job Analysis

In a case when in a session with a client has a functional limitation career planning for individuals with disabilities entails an assessment of how their specific illness or disease impacts their ability to function in an actual or anticipated work environment (Capuzzi & Stauffer, 2012). Individuals with disabilities must have a precise understanding of their functional assets and limitations. This information is essential in all phases of the career planning process, including the development of vocational goals, selection of appropriate training or educational programs, and identification of the need for potential accommodations (Capuzzi & Stauffer, 2012).

Job analysis involves an assessment of the client’s functional capacities with job analysis data and is similar to the trait and factor tactic that is essential to many theories of career development. Consequently, an accurate assessment of the person’s functional capacities and accurate job analysis information is needed when selecting appropriate vocational goals and identifying reasonable job accommodations (Capuzzi & Stauffer, 2012). An example is the data includes the essential job tasks performed by the worker and the tools, equipment, or work assistances that are used on the job.

Vocational Rehabilitation Services

Vocational Rehabilitation is recognized as constant and coordinated services that are intended to permit a person with a disability secure and retain suitable employment (Capuzzi & Stauffer, 2012). The four vocational rehabilitation services are work-adjustment training, job-seeking skills training, supported employment, and assistive technology. A case of cognitive or physical disabilities would benefit from utilizing the supported employment vocational rehabilitation service. Supported employment model is created on the ideologies that job preparation for many people with severe disabilities should take place in a competitive setting, also that intensive interventions at the work site should be provided to the client. Supported employment approach departs from most traditional train-and-place model of vocational rehabilitation for individuals with severe disabilities that functions on the belief that job readiness and other types of skills training should happen prior to placement in a competitive job (Capuzzi & Stauffer, 2012).This can help a client with cognitive disabilities to attain the vocational skills required of the job they seeks as well as critical work behaviors, including appropriate relationships with colleagues and supervisors.

Capuzzi, D. & Stauffer, M. (2012). Career counseling: foundations, perspectives, and applications. New York: Routledge.

2. Classmate (T. Rat)

A functional capacity evaluation (FCE) evaluates an employee’s capacity to perform their duties related his/her contribution in employment (Soer van der Schans, Groothoff, Geertzen, & Reneman, 2008). The FCE process compares the individual’s health status, and body functions and structures to the demands of the job and the work environment.

A functional capacity evaluation (FCE) is often used for a person returning-to-work or seeking employment. In the case of a return-to-work following an injury and subsequent disability, considerations such as rehabilitation, treatment, and evaluation of the position the injured person held and prognosis for the employee to return to the same position is needed. If the employee cannot return to the same job, a companywide search for open jobs would be identified along with possible reasonable accommodations (Capuzzi, Stauff, & Olsheski, 2012).

In the actual case of a female candidate, called in for an interview for a call center (service administrator). The candidate was legally blind and was considered a top candidate. She was offered the position, at which time the hiring manager and department manager identified specialized hardware and software for the new employee to use to assistance customers and enter appropriate data. If this employee was unable to fulfill her job, not meeting quotas or productivity levels, an additional look at other technology (or other requirement) to assist her in being successful would have been made. If she was still unable to meet the minimum performance level for the job, the organization has a policy to conduct an organizational search for jobs that this employee could be successful and provided an opportunity to prove her self.

Without these types of analysis, an employee might not ever return to work. According to the Bureau of Labor Statistics (BLS, 2017), 30% of employees injured lose days of work and associated pay. The longer an employee is out of work, the less likely they are to return. That is why the FCE assessment and organizational search for other positions is important, even though 80-90% of injured employees want to return to work. Even for an employee who faces a permanent disability, a return to work program reduces the average number of weeks out of work by 12.6 weeks. In the case of the legally blind employee, she may not have been gotten a job. Knowing the company was willing to work with her to ensure her success might also be an incentive for her to do well. Without the flexibility and willingness of this company to accommodate for her disability, she may be dependent on the government or others.


Capuzzi, D., Stauffer, M. Olsheki, J. A. (2012). Career and lifestyle planning in vocational rehabilitation settings. In D. Capuzzi & M. Stauffer (Eds.). Career counseling: Foundations, perspectives, and applications, (2nd ed., pp. 429-466).

Soer, R., van der Schans, C. P., Groothoff, J. W., Geertzen, J. H., & Reneman, M. F. (2008). Towards consensus in operational definitions in functional capacity evaluation: A Delphi survey.Journal of Occupational Rehabilitation, 18(1), 389–400.

United States Department of Labor. Bureau of Labor Statistics (2017). Retrieved from https://www.bls.gov/iif/

3. Classmate (J. Sch)

This week’s topic is something that I have personal insight into as I had to medically retire from a career with the Department of Corrections in 2000.  You see, I was working as a Correctional Officer and had been in a few physical altercations with inmates during my career resulting in numerous back injuries and a torn rotator cuff.  On this date I was in another physical situation and felt an immediate pain in my lower back and down my left leg.  I couldn’t move so an ambulance was called, and I was taken to the hospital and placed on medical leave.  After numerous x-rays, MRIs, and physical therapies and months of being in constant pain it was determined I had to have back surgery.  After a year of being off work the surgery left me without feeling in two toes on my left foot, weakness and pain in the lower back and left side and two discs being permanently damaged.  Although I had some people at the prison trying to talk me into continuing the job with my disability, I couldn’t stay because I didn’t want to put my co-workers at risk if something happened and I couldn’t physically protect them.  Not being able to run if an alarm went off or someone was being attacked, or get away myself was not a situation I wanted to be in.  I remember crying as I handed my badge in to the Warden and him getting teary eyed as well.  It was one of the hardest decisions I had to make and took months of thinking about the pros and cons of medically retiring, but in the end the decision wasn’t up to me.  I have lived with the pain and disability for almost twenty years.  I now have a third disc that is completely disintegrated and a fourth that is on its way to wearing away.  The doctor and I agree that I will not have another surgery until it gets to the point where I can’t stand the pain or I can’t move as well as I do now because it will be a long and painful surgery and recovery and due to the fusion I’ll need I may end up with less mobility or in a wheelchair.  For now, I manage with exercise and medication.

I have always had an attitude that I wouldn’t let my disability become my handicap, so I worked as a cook for a sorority at the University, a substance abuse counselor in the prison system, and as an aide for mentally and physically disabled adults in a program that had residential, work force training, hygiene and daily living skills training.  I had a group of eight clients that I worked with making sure they did daily hygiene, exercise and life skills.  We would plan one meal a week and go shopping for the ingredients we needed.  Then we prepared and cooked the food and ate together as a group.  Once a week I gave them manicures, painting the women’s nails and talking with them about their week.  We also went bowling and played virtual games like tennis and baseball so they could get their exercise.  This program had a work component also where clients could work shredding paperwork from companies contracted with us to dispose of files for them in addition to a recycling program for newspaper, cans and bottles.  I loved the interactions we had and working with clients who had a variety of disabilities taught me a lot about how important it is to meet clients where they are and seeing them for their uniqueness and not their disability.

Functional Capacity and Job Analysis Data in Career Planning

My functional limitations are a direct result of numerous back injuries, two collapsed discs, surgery and permanent sciatic nerve damage to the left side of my body.  Stauffer, Capuzzi and Olsheski (2012) state when working with disabled individuals career planning requires assessing how their illness or disability affects their ability to function in a work environment.  Comparing their functional capabilities with job analysis data is essential to helping clients find effective accommodations in order to be successful in fulfilling the requirements needed to do their jobs.  Functional limitations refer to “the impact that the disability has on the person’s abilities to perform certain tasks in a life adjustment context” (p. 445)  Difficulty in sitting, using lower extremities, carrying, lifting reaching and standing for long periods are all examples of functional limitations.  Additionally, limitations in sight, hearing, stamina, head movement, and cognitive and emotional areas are all considered functional limitations.  (Stauffer, Capuzzi and Olsheski, 2012)  Using my functional limitations of not being able to run, lift over 40 pounds, bend, pull, stand or walk for long periods my rehabilitation counselor was able to develop a training plan that allowed me to pursue a degree in counseling.  This assistance has helped me come to terms with my disability and reinforced my resolve that it will not handicap me in life.  As such, I believe my experience gives me a unique insight into how to approach working with clients who have disabilities and empathy in knowing how they are feeling and how disabilities affect our personal and work situations which may make it easier for me to encourage and support their will to find an occupation that accommodates their limitations while highlighting their abilities.

Vocational Rehabilitation Services

I am working with the Department of Rehabilitation now to help pay for me getting my masters and am grateful to have the chance to be able to give back to society after obtaining my counseling degree because I feel an obligation to help others and show them that being disabled is an obstacle it is not the end of the road.  Just as there are turns in life my disability is like a log laying in the road before me and instead of letting it stop me, I decided to climb over it and keep going.  As Stauffer, Capuzzi and Olsheski (2012) state career development theory and research are mostly aimed at middle class White men and therefore many contextual and environmental variables associated with a diverse class of disabled individuals have been ignored or excluded.  It was not until recently that models including women and minorities experiences in career development emerged which include the impact of bias and discrimination in the workplace for disabled individuals and members of protected groups.  With the Americans with Disabilities Act of 1990 prohibiting discrimination in the workplace disabled individuals gained protection in job application procedure, hiring, advancement, compensation, and training disabled individuals have been able to get assistance in finding and keeping jobs despite their disabilities.    For me, being a client of the Department of Rehabilitation has not only allowed me to get my degree, but it has allowed me to do something I feel I will be good at and help me fulfill my desire to help others.  Under the ADA disabled individuals are entitled to reasonable accommodations that allow them to perform their jobs.   (Stauffer, Capuzzi and Olsheski, 2012)  Fortunately for me the only accommodation I need is an ergonomic chair and not having to lift over 40 pounds or doing a lot of bending, stooping or standing for long periods.  These limitations will not impede on my ability to do my job as a counselor and I am looking forward to a long and successful career.


Stauffer M., Capuzzi D., & Olsheski J. (2012) Career counseling and lifestyle planning for clients with addictive behaviors. In D. Capuzzi & M. D. Stauffer (Eds.), Career counseling: Foundations, perspectives, and applications (2nd ed., pp. 429-466). New York, NY:  Routledge

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Required Resources

· Capuzzi, D., & Stauffer, M. D. (2012). Career counseling: Foundations, perspectives, and applications. (2nd ed.). Boston, MA: Pearson Education.

o Chapter 15, “Career Counseling in Vocational Rehabilitation Settings”


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