Customized Employment Tania Morawiec, Illinois DHS Employment First

Customized Employment Tania Morawiec, Illinois DHS Employment First

Customized Employment Tania Morawiec, Illinois DHS Employment First Manager, Office of the Secretary in collaboration with Nanette Cohen, JVS Chicago, Director Individualized Employment Development & Helene Levine, JVS Chicago, Manager Workforce Services Employment First: What Is It?

Employment First is a nationwide initiative centered around the principle that all citizens, including those with disabilities, are capable of full participation in integrated employment and community life. Integrated Employment is defined as work paid directly by employers at the greater of minimum or prevailing wages with commensurate benefits that occurs in a typical work setting where the employee with the disability interacts or has the opportunity to interact continuously with coworkers without disabilities, has an opportunity for advancement and job mobility, and is preferably engaged full-time. Potential

Customized Employment, an Employment First Strategy A model that is not so new In 2002

The U.S. Department of Labor, Office of Disability & Employment Policy (ODEP) explained in the Federal Register that: Customized employment means individualizing the employment relationship between employees and employers in ways that meet the needs of both. It is based on an individualized determination of the strengths, needs, and interests of the person with a disability, and is also designed to meet the specific needs of the employer. Customized Employment Cont.

It may include employment developed through job carving, self-employment or entrepreneurial initiatives, or other job development or restructuring strategies that result in job responsibilities being customized and individually negotiated to fit the needs of individuals with a disability. Wikipedia

Customized employment (CE) is a process through which the relationship between employer and employee is negotiated and personalized in a way that meets the needs of both. Conceived as a way for companies to welcome and serve individuals with disabilities, the principles of CE

have been used to respond to increasing requests from all employees for greater workplace flexibility.[1] [2] Programs promoting flexibility in employment arrangements save employers and organizations $3.60 for every dollar they spend.[3] Many popular customizations, such as working part-time or working non-traditional hours, are free or very low cost. Customized Employment

According to the US/DOL: Customized employment means individualizing the employment relationship between employees and employers in ways that meet the needs of both. It is based on an individualized determination of the strengths, needs, and interests of the person with a disability, and is also designed to meet the specific needs of an employer. Why We Need

Customized Employment Customized Employment works because it teaches us to see the positive and build on it. It changes the equation we are using; seeing what is wrong and providing a solution. That simple shift changes everything; the questions we ask; the assessments we do; how we think about placements. Marc Gold & [email protected]

Overlap between CE & SE Work occurs in an integrated, individualized work situation in the community. Employment results in pay at the prevailing wage or going rate. Employment outcomes may include creating a job through self-employment. Utilize job craving, restructuring, modification, or creation.

Marc Gold & [email protected] The Differences (I) The process starts with the person not the employers requirements. Job Development is individualized you represent one job seeker at a time. Prior to representing the jobseeker you have learned who that person is. The job seekers determines how they will be represented to the employer.

Marc Gold & [email protected] The Differences (II) The job seeker and their family with the provider determine what employers will be contacted on the job seekers behalf and by when. As a result of Customized Employment, the employee has a personalized job description and/or other employer expectations that did not exist prior to the negotiation process. Job duties are tailored to satisfy both job seeker and Employer needs .

Marc Gold & [email protected] Confusion in the field Which Model do I use?! Why Customized Employment it is an effective approach? It is the direction of future hiring. It aligns an applicants skills and contributions to the needs or

unmet needs of the business. It results in engaged employees. By unbundling tasks employers can remove duties that are being done by higher paid workers that should be assigned to lower paid employees, thus improving profitability. Marc Gold & [email protected] Emerging Universality of Customized Employment Job Sculpting

One size does not fit all - not in service responses, not in the jobs in the workplace. We want our food, music, fashions, and vehicles to reflect who we are; we also want our work to reflect who we are. In an intellectual or thinking workplace, the more jobs are customized to the talents and thinking of each employee, the better they perform. Customizing jobs directly affects employee engagement, attitude and company performance. Jay Forte Article Source: http://EzineArticles.com/1361277 Marc Gold & [email protected] Job Match

Poor job matches result in 70% of the US workforce not being fully engaged in their job or personally invested. Please take a moment to consider the last time you were in a position that was a poor job match Not every job is a good fit Businesses are realizing current hiring practices are not meeting their needs

Mis-hires- Department of Labors minimum estimate of the cost of a mis-hire is $11,713, but experts conservatively say that you can at least triple that figure. One size Does Not Fit All Google We looked at tens of thousands of interviews, and everyone who had done the interviews and what they scored the

candidate, and how that person ultimately performed in their job. We found zero relationship. It's a complete random mess. http:// www.pbs.org/newshour/businessdesk/2013/08/ask-the-headhunter-why-americas-employment-syste m-is-so-broken.html 84 percent of new hires will not live up to expectations. https://www.recruiter.com/i/the-real-cost-of-replacing-a-mis-hired-employee/ JVS Chicago: Beliefs &

Values We are driven by the core beliefs that everybody can work, that JVS can help The core of our Individualized Employment Development programs is focused on providing training and employment services to persons with disabilities We operate according to a person-centered approach to provide high quality and individually meaningful services JVS Chicago: Service Delivery Approach Delivery of services are community based

Develop and encourage strong partnerships and communication with all stakeholders Customized Employment techniques are just one method of service delivery implemented Innovation and Disability Approaches Decide where you want to work. Study your target company. Explore the problems and challenges it is facing, and figure out how you can help the company tackle them profitably.

Apply your skills and abilities in new ways to re-define your qualifications. Think in terms of what the company doesn't have but needs: that's your new job. That's the business plan you need to present. This is the customized process Steps to Customized Employment (II) Recruitment, intake, acceptance Discovery Capturing discovery through profiles

Customized Employment planning meeting Concept Portfolio development ( Agency) Visual Resume (job seeker) Marc Gold & [email protected] Steps to Customized Employment (II) Job development Job site analysis Job Negotiations Job creation

Accommodations, Supports Marc Gold & [email protected] Discovery results in a Profile of who the person is A profile is a document that represents the best and most meaningful aspects of a persons life.

Marc Gold & [email protected] Discovery Activities Intake Scheduling a home visit Home Visit Benefit Discussion & Expectations Observation of Activities Participation in Familiar Activity

Participation in Novel Activity Interviewing Return for another Home Visit Review Information Writing of the Profile Marc Gold & [email protected] Discovery (I) Discovery shows us the impact of life complexity on work. When we discover rather than

presume, assume or diagnose, a useful description of a person starts to emerge. Discovery shows possibilities and leads to things a person is motivated to do Marc Gold & [email protected] Discovery (II) Discovery provides in a non-traditional, common-sense form, the information needed to determine the strengths,

needs and interests* of a person with complex life issues. Discovery results in a Profile of who the person is For the purpose of planning for employment. * From DOL/ODEP Description of Discovery Marc Gold & [email protected] Be Sure the Family and Job Seeker Understand Discovery It is a process to learn where a job seeker is at his or her best so that a job that highlights who he or she can be

secured It requires spending time with the job seeker rather than testing. It means observing the job seeker in his or her home, in the community at familiar and novel activates, interviewing people who know the job seeker well Marc Gold & [email protected] Guidelines for length of discovery Plan to complete over a six to eight

week period can be less depending on the availability of individuals for visits and activities You should be able to complete discovery activities within a total of 2530 hours. Marc Gold & [email protected] Translation The skill or finesse you need to acquire is the ability to identify typical aspects of life and to translate those activities into conditions for success, interests toward employment and

potential contributions to be offered to employers. Discovery is essentially an activity of translation. Translation occurs at the end of discovery After you have seen all the different pieces Clear descriptive notes help with effective translation Marc Gold & [email protected] Acknowled ge Behaviors in

particular environments do not always translate to others Job Search Planning The Employment Specialist, jobseeker and family members use the information learned during the Discovery process: to develop a plan to obtain meaningful employment, compiling a list of potential employers, Community Action Team Meetings

creating a strengths-based resume capturing the job seekers skills and abilities for potential employers, and facilitating meetings with benefits experts, as warranted, to help the individual and family understand how public benefits may be affected by earned employment income Job Search Planning (II) creating a strengths-based resume capturing the job seekers skills and abilities for

potential employers, and facilitating meetings with benefits experts, as warranted, to help the individual and family understand how public benefits may be affected by earned employment income Job Development and Negotiation Arrange informational interviews with potential employers to determine if the jobseekers skills meet the needs of the employer If judged to be a good fit, they work collaboratively

with the employer to negotiate a customized job, and terms of employment that match the interests, skills, and conditions necessary for the jobseekers success, while, at the same time, meeting the employers requirements Job Development and Negotiation (II) The Employment Specialist then establishes natural supports within the workplace, provides the level of job coaching and support necessary for adjustment to a new

job The role of a job developer is very complex Pay is typically low The position often requires a high level of autonomy Turn over is high An IPS evidence based practice study found that there was a 42%

supervisory turn over a 40% job developer turn over rate across the state. Post Employment Support The Employment Specialist establishes ongoing workplace supports and continues to monitorand renegotiates if necessary the employment relationship to ensure satisfaction of both new employee and employer

Goal is for JVS Chicago to fade away from providing supports while implementing and mentoring natural supports on the work site Job Search Planning Job Planning & Negotiating Discovery

PostEmployment Supports Customized Employment Orientation Natural Supports * Referral Sources *Employer Outcomes

Go beyond the funder contract requirements and goals Were looking at: National benchmarks Other skills gained JRT Increase in self-confidence Measuring other outcomes Skills gained Time in program

Extended retention rates up to one year Benefits Social determinant of health Mental Physical Income Socialization Social Determinants of Health

Social status Stress Nutrition Employment Income Safe place to live

Social support networks Social determinants of health, 2nd ed., Edited by Michael Marmot and Richard Wilkinson. Oxford University Press, Oxford 2006. Continuous Improvement Plan The continuous improvement plan is focused on achieving the strategic objectives and improving job placement and retention rates Increase communication regarding successes to referral sources

Continue to leverage staff resources Increase base of employer partners Modify procedures and materials as necessary 44 Challenges Time Staffing pattern Employer education and awareness Funding

Overcoming the Challenges Maintain person-centered planning and delivery Managing expectations Consistent and thorough communication Setting groundwork Braided funding Resources

Journal of Vocational Rehabilitation 28 (2008) 135139 135. IOS Press Customized Employment: Where we are; where were headed Cary Griffin, Dave Hammis, Tammara Geary and Molly Sullivan Griffin-Hammis Associates, LLC, Florence, MT, USA http://prod.askjan.org/toolkit/ http://

www.griffinhammis.com/customizedemployment.html http://griffinhammis.podbean.com/

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