Standard supported employment services.

Self-reported interview self-confidence. Participants self-reported their confidence in interview skills at pretest and posttest by using a nine-item survey, with items rated on a 7-point scale (1, extremely unskilled, to 7, extremely skilled); total scores were computed across all items. The minimum score is 9 and the maximum score would be 63. Higher scores indicate higher self-confidence in interview skills.

Self-reported measure of interviewing anxiety completed at pretest and posttest. Participants rated their interview anxiety with an adapted version of the 34-item Personal Report of Public Speaking Apprehension (PRSPA); the phrase "publics peaking" was replaced with "job interviewing." Items were coded from 1, strongly disagree, to 5, strongly agree. Total scores were computed by using the PRSPA's validated two-step total score procedure with the minimum score being 34 and maximum score being 170. Higher scores indicate higher interview anxiety.

Measured by Social Skills Performance Assessment (SSPA). Roleplay performance: The SSPA includes two brief (3-minute) roleplays in which participants engage in a conversation with an unknown confederate who plays the role of a new neighbor(NN) or a landlord (LL). The NN and LL role plays were video recorded at the pre- and posttest visits and were blindly rated by use of an anchoring system. The NN roleplay was scored on eight items via a 5-point scale (e.g., 5,very interested, to 1, very disinterested), and the LL roleplay was scored on nine items via a 5-point scale (e.g., 5,very focused, to 1, very unfocused). The two role-play scores were combined to create one total pretest score and one total posttest score. Sum scores could have a minimum of 17 and maximum of 85. Higher scores indicated better skills.

The Brief Psychiatric Rating Scale (BPRS) consists of 18 items and uses a seven-item Likert scale with 1 = "not present", and 7 = "extremely severe". Sum scores can range from 18 to 126. Higher scores indicate more symptoms.

Only sex, ethnicity, and race were collected for the Thresholds Staff group.

Not other baseline data was collected for Thresholds Staff.

Baseline data were not collected for the Focus Groups.

Total of all reporting groups

Thresholds Staff: n=2 participants elected not to respond to the sex question.

Focus Groups: Baseline data not collected for this group.

Data were not collected for the Focus Groups.

Threshold Staff: n=4 participants elected not to respond to the race question.

Data were not collected for the Focus Groups.

Region of enrollment for Randomized Control Trial Phase only.

Region of enrollment for Randomized Control Trial Phase only.

Region of enrollment for Focus Groups Phase only.

Region of Enrollment for Focus Group Phase only.

The following did not answer the question regarding the years of education completed: n=1 for Virtual Reality Job Interview Training group and n=2 for Supported Employment (Services as Usual).

Data were not collected for the Thresholds Group and Focus Groups.

Data were not collected for the Thresholds Group and Focus Groups.

The Brief Psychiatric Rating Scale (BPRS) consists of 18 items and uses a seven-item Likert scale with 1 = "not present", and 7 = "extremely severe". Sum scores can range from 18 to 126. A higher mean score represents more/severe behavioral health symptoms.

Data were not collected for the Thresholds Group and Focus Groups.

As measured by the Specific Levels of Functioning scale. Possible scores range from 30 to 150, with higher scores indicating better functioning.

For the Supported Employment (services as usual) group, n=2 has missing data and did not complete the assessment.

Data were not collected for the Thresholds Group and Focus Groups.

Data were not collected for the Thresholds Group and Focus Groups.

Data were not collected for the Thresholds Group and Focus Groups.

Data were not collected for the Thresholds Group and Focus Groups.

The number of days a participant has been involved with Supported Employment (IPS) at baseline timepoint.

Data were not collected for the Thresholds Group and Focus Groups.

Substance Use was measured with the Alcohol Use Disorders Identification Test (AUDIT), the range of possible scores is from 0 to 40, where 0 indicates no problems with alcohol, and higher scores indicate more problems with alcohol. DAST-10 was also used to assess substance use; this is a 10 item scale with yes and no questions. A higher score indicates an increased degree of problems related to drug abuse. Scores can range 0 to 10.

Data were not collected for the Thresholds Group and Focus Groups.

Cognitive ability was measured with the MATRICS Consensus Cognitive Battery (MCCB). This battery generates T scores for the following domains: processing speed, attention-vigilance, verbal working memory, verbal learning, visual learning, and reasoning/problem solving. Mean scores were created across these six domains to create a total mean score for overall neurocognition. The MCCB also includes a separate T score for social cognition based on the Mayer-Salovey-Caruso Emotional Intelligence Test. Higher scores represent better cognitive ability. (normative mean = 50; standard deviation = 10)

Data were not collected for the Thresholds Group and Focus Groups.

We evaluated the number of days between randomization and obtaining employment using a questionnaire administered over phone interviews with the subject and also verifying with Supported Employment (IPS) tracking system.

Time to employment was only reported for those participants who provided that data and who were employed. Not everyone was employed so they would not have a date or a "time to employment" within the analysis. Therefore, this analysis only reports on the 36 people who did get jobs.

Interviewing skills will be measured using a role-play measure in which subjects act out two job interview scenarios with trained actors. Interviews will be video recorded and scored. An average of the two scenarios at baseline was used to create a single pretest score and an average of the two scenarios at posttest was used to create a single posttest score. The method of assessment is the job interview skills rating scale as measured by the Mock Interview Rating Scale. Possible scores range from 8 to 40, with higher scores indicating better interview skills.

Self-reported interview self-confidence. Participants self-reported their confidence in interview skills at pretest and posttest by using a nine-item survey, with items rated on a 7-point scale (1, extremely unskilled, to 7, extremely skilled); total scores were computed across all items. The minimum score is 9 and the maximum score would be 63. Higher scores indicate higher self-confidence in interview skills.

Self-reported measure of interviewing anxiety completed at pretest and posttest. Participants rated their interview anxiety with an adapted version of the 34-item Personal Report of Public Speaking Apprehension (PRSPA); the phrase "publics peaking" was replaced with "job interviewing." Items were coded from 1, strongly disagree, to 5, strongly agree. Total scores were computed by using the PRSPA's validated two-step total score procedure with the minimum score being 34 and maximum score being 170. Higher scores indicate higher interview anxiety.

Measured by Social Skills Performance Assessment (SSPA). Roleplay performance: The SSPA includes two brief (3-minute) roleplays in which participants engage in a conversation with an unknown confederate who plays the role of a new neighbor(NN) or a landlord (LL). The NN and LL role plays were video recorded at the pre- and posttest visits and were blindly rated by use of an anchoring system. The NN roleplay was scored on eight items via a 5-point scale (e.g., 5,very interested, to 1, very disinterested), and the LL roleplay was scored on nine items via a 5-point scale (e.g., 5,very focused, to 1, very unfocused). The two role-play scores were combined to create one total pretest score and one total posttest score. Sum scores could have a minimum of 17 and maximum of 85. Higher scores indicated better skills.

96 participants (37 Supported Employment and 59 Virtual Reality Job Interview Training) completed the pretest Social Skills Performance Assessment (SSPA) at baseline. We are missing data on 3 participants due to technical difficulties (no video recording to score) or participants refusing to complete. The total number dropped to 67 participants (27 Supported Employment and 40 Virtual Reality Job Interview Training) at posttest due to participant drop out or non completion of the posttest visit.

The Brief Psychiatric Rating Scale (BPRS) consists of 18 items and uses a seven-item Likert scale with 1 = "not present", and 7 = "extremely severe". Sum scores can range from 18 to 126. Higher scores indicate more symptoms.

For the outcome measure table, 99 participants (38 Supported Employment and 61 Virtual Reality Job Interview Training) completed the pretest Brief Psychiatric (BPRS) at baseline. The total number dropped to 58 participants (25 Supported Employment and 33 Virtual Reality Job Interview Training) at posttest due to participant drop out or non completion of the 6 Month Follow Up visit.

Virtual Reality Job Interview Training

Virtual Reality Job Interview Training: Job interview training using virtual reality software created by SIMmersion, Inc, in addition to standard supported employment services.