Careers in rehabilitation: an introduction to this special issue of American Rehabilitation.

Jeanne Boland Patterson, Ed.D.

People working in the field of rehabilitation have numerous opportunities for challenging careers that allow for variety, mobility, advancement, and self-fulfillment. But despite these exciting opportunities, the field lacks visibility and these career opportunities remain largely unknown. Both professionals and consumers can alter this situation by incorporating recruitment strategies in their marketing and advocacy efforts.

As stated in the 1986 Amendments (P.L. 99-506) to the Rehabilitation Act of 1973, the purpose of rehabilitation is to provide services and programs that maximize the employability, independence, and integration of people with disabilities into the workplace and community. The field of rehabilitation encompasses an array of services and programs that include numerous career opportunities. American Rehabilitation is to be commended for devoting a special issue to this topic, because, historically, these career opportunities have been "the best kept secret around." Most people currently working in the field did not grow up with career aspirations to work in rehabilitation. Rather, we stumbled across rehabilitation before, during, or after our undergraduate or graduate training, or after we or members of our families became consumers of rehabilitation services.

The field of rehabilitation is facing personnel shortages in a number of areas over the next 10 years as a result of retirements and people leaving the field (Crisler, 1989; Wright & Ebener, 1987). The National Training Needs Analysis and Summary (RSA, 1990) highlighted a number of categories of personnel shortages (e.g., rehabilitation counselors, rehabilitation administrators, rehabilitation engineers, vocational evaluators). Personnel shortages were also noted for people with specialized knowledge of blindness, mental illness, and deafness. If people with disabilities are to have access to services and programs that can maximize their independence, integration, and employability, then these personnel shortages must be addressed and careers in rehabilitation will have to receive increased visibility.

A number of factors have contributed to this situation. Defining the scope of rehabilitation services is one factor. Some people view rehabilitation as synonymous with physical restoration or medical treatment. To others, rehabilitation suggests types of programs (e.g., vocational or independent living programs) or work with particular populations (e.g., people with developmental disabilities).

The terms used to describe various personnel in rehabilitation have also fostered confusion. Terms related to vocational and independent living services, such as independent living specialist, rehabilitation counselor, client assistance counselor, adjustment counselor, supported employment specialist, or job coach, are not as clearly understood as terms related to medical rehabilitation (e.g., physical therapist, occupational therapist).

Another potentially confusing factor is that careers in rehabilitation encompass different functions, settings, and disabilities. For example, people can work as counselors, evaluators, or placement specialists; they can work in facilities, hospitals, or agencies. They can also work with people who have many different disabilities or they can work with people who have one type of disability (deafness, blindness, substance abuse, spinal cord injury, traumatic brain injury, mental retardation).

The appropriate education for positions in rehabilitation has also contributed to confusion in careers. Historically, people working in rehabilitation have come from a variety of backgrounds, including psychology, counseling, social work, and special education. Although specialized education such as rehabilitation counseling has been available since the 1950's, the varied backgrounds of people working in rehabilitation may have masked rehabilitation-specific preparation. Even with knowledge of the availability of specialized education in rehabilitation, choices may be confusing. For example, rehabilitation education programs may be generic (rehabilitation counselor) or specialized (rehabilitation counseling for people with hearing impairments) or some combination of both (i.e., master's degree in rehabilitation counseling with an emphasis in deafness).

Any discussion of careers in rehabilitation must also address the need to recruit people from minority groups and people with disabilities, both of which are currently under-represented in rehabilitation careers. The National Training Needs Analysis and Summary (RSA, 1990) acknowledged the need to increase the representation of members of minority groups and the need for bilingual people. Although current statistics are not readily available, between 1987 and 1989,(1) approximately 18 percent of the graduates of master's degree programs in rehabilitation and targeting these groups will undoubtedly increase their representation.

Increasing the public awareness of careers in rehabilitation requires the commitment of both profesisonals and consumers in the field. Both groups have opportunities to speak to groups about their programs or organizations. Including a few selected comments about career opportunities would not detract from these presentations. Disability awareness/advocacy activities also provide opportunities for disseminating informaton about careers in rehabilitation, particularly at the high school level. Targets for increased awareness must also include professionals, such as career and vocational counselors, who may unknowingly limit career possibilities by being unfamiliar with the field of rehabilitation. For example, a person considering occupational therapy, physical therapy, or social work should include rehabilitation counseling as a career possibility.

The field of rehabilitation offers numerous opportunities for challenging careers that allow for variety, mobility, advancement, and self-fulfillment. We need to intensify our efforts to share this information with school children, adults changing careers, and others who are in key positions to help people in evaluating career opportunities. As we advocate on behalf of programs and services for people with disabilities, we must remain mindful of the need for adequate personnel to provide these programs and services and ensure that other people neter the field of rehabilitation. The challenge of increasing the visability of career opportunities in rehabilitation must be addressed so that future generations will have an awareness of opportunities in the field of rehabilitation much earlier in their career development.

Notes

1. Data for the 1986-87 graduates was not collected and is not included in these percentages

Bibliography

Crisler, J. (1989). Impact of retirements on state agency rehabilitation personnel: 1987-1999. Journal of Rehabilitation, 55(3), 13-16.

National Council on Rehabilitation Education (1990). NCRE fact sheet summary, Emporia, KS: Author

Rehabilitation Services Administration (1990). National Training Needs Analysis and Summary. Washington, DC: Author.

Wright, G.N., & Ebner, D.J. (1987). Demographics of rehabilitation educa- tors and their university programs. Rehabilitation Counseling Bullentin. 31, 146-158.

Dr. Patterson is Immediate Past-President of the National Council on Rehabilitation Education and Professor and Coordinator of the Rehabilitation Counseling Program at the University of Georgia.