In this challenging time, state funds need to provide an effective return on investment. Cuts to the Department of Developmental Services (DDS) continue to threaten job placement programs that get individuals with developmental disabilities employed — and when these cuts occur, we increase these individuals’ reliance on state funding.

In a study released by Kent State University in March 2010, researchers demonstrated the cost-efficiency of supporting employment for people with severe disabilities.

Another study published in the Tash Journal showed that hiring these individuals returned an average monthly net benefit to taxpayers of $251 (or an annual net benefit of $3,016 per supported employee) and generated a benefit-cost ratio of $1.46 for every dollar spent.

Simply stated, supported employment is a cost-efficient strategy. It also provides an opportunity to break down societal stereotypes while achieving goals of community inclusion and self-sufficiency for people with disabilities.

Consider, if you will, the costliest area of running a business: employee compensation. Workers’ compensation, insurance and wages are expensive.

If an employee leaves, it can cost an employer up to three months salary to get a new employee completely trained. Now think about the ever-growing expense of supporting people with developmental disabilities. According to DDS, the number of these individuals receiving government support increased 59.6 percent from 1997 to 2007, and numbers continue growing. In addition, although many of those supported are willing and able to work productively, the state unemployment rate for people with developmental disabilities continues to hover around 86 percent.

Why? Businesses may not know that a person with disabilities can be a successful employee. In addition, they might not be aware of the system of support that helps these employees succeed in the workplace, including matching employees’ skills with potential employers, no-cost employer consultation and on-the-job training, and federal tax incentives for hiring a disabled employee.

I offer a personal story to illustrate opportunities:

Mark is approaching his 50th birthday. He has a variety of challenges that affect his speech, sight, physical and cognitive abilities, but not his desire to be a productive citizen and community member.

I hired Mark over five years ago through a contract between my company and a Hope Services job training and placement program. Since then, he has hardly missed a day of work. He takes care of mailroom duties, janitorial tasks and simple building maintenance. Mark’s performance is typical of a person with a disability: he is dependable, demonstrates high work productivity in a wide range of jobs, is rarely absent and has a positive work ethic.

Mark’s co-workers care deeply for him, and his job has given him a social network and a way to enrich his life. His longevity as an employee has saved my company thousands in re-hiring and training costs. Moreover, Mark’s earnings decrease his dependence on public benefits.

Placement programs for people with disabilities are great for the employer, all employees and the community. Beyond the obvious human support, hiring these individuals allows that person to transition from dependence on government-funded programs to self-sufficiency. And when small businesses prosper, local economies follow suit.

I am not suggesting that continuing to fund these programs is a superfix that will heal all of the budget challenges facing people with disabilities. It won’t.

But it will keep at least some people with disabilities from falling into the widening abyss of a crumbling safety net — and it will reduce some long-held stereotypes about this often-marginalized population.

CAMERON HASTE is chief operations officer of Bay Federal Credit Union and a HOPE Services board member. He wrote this for this newspaper.

Here is a link to the PDF version of Helping the disabled hold jobs is a wise public investment (PDF)