Presentation on theme: "Customized Jobs for Win-Win Employment Presenters : Greg McMahon - Self Determination Director - DMR South Region Joyce Rivers - Self Advocacy Coordinator."— Presentation transcript:
Customized Jobs for Win-Win Employment Presenters : Greg McMahon - Self Determination Director - DMR South Region Joyce Rivers - Self Advocacy Coordinator – DMR South Region
Today’s goals: If you work at an agency: Learn about Customized Employment and how you can apply these concepts in your work. If you are a self advocate: Learn how you can advocate for yourself to find a job that works for you; where you can use your unique skills to contribute to the job.
Customized Employment means: Individualizing the employment relationship between employees and employers in ways that meet the needs of both. OR A Win-Win for YOU and the Employer
Customized Employment is 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. In other words, it is about what you can do, want to do, and what you need to make sure you are a valuable employee at work.
Customized Employment Principles The following principles are keys to Customized Employment. The employer voluntarily negotiates specific job duties or employee expectations. It is done up front and cooperatively. The negotiated employment relationship meets both the needs, strengths, and interests of the job seeker or employee and the needs of the employer. The job seeker is the primary source of information and decides the direction of where and how to find a job. The job seeker is in control of the planning process that defines what they want, what their interests are, and their connections in the community. Before planning, it is important to spend time determining the job seeker's unique needs, abilities, and interests. Formal work assessments can be used if needed, but it should not be used as the main source of information for planning. Customized Employment results in jobs that fit the individual and therefore have the potential for advancement for job seekers who have been unemployed or underemployed.
Customized Employment Indicators: It is customized employment 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. The individual makes a tangible contribution to the employer’s business. The individual is hired and paid directly by the employer. Personal budgets that provide choice and control to the person and promote self-determination are used in Customized Employment. All individually designed services and supports needed by the job seeker for success are offered by the employer, the support agency, and/or funders of services.
Customized Employment Indicators: It is customized employment when… (continued) Work occurs in an integrated, individualized work situation in the community or in a personal business with people who do not have disabilities. Employment results in pay at the prevailing wage or “going rate.” Employment may include creating a job through self-employment. The job or business must be individualized – one person at a time – with no grouping of persons unless they are co-owners in a business.
Key Elements for Successful Customized Employment Job Seeker Exploration – Discovery Customized Planning – Creating a blueprint Negotiating with Employers
Job Seeker Exploration – Discovery Discovery is an in-depth look into the job seeker’s life so that we understand them. Who they are? What are their responsibilities, hobbies, and interests? How do they get around? What are their transportation challenges? What issues do they face every day? And most importantly, what are the unique contributions this person might make to a local employer. Discovery takes place independent of a specific job search. It lays the foundation. Discovery seeks information from the job seeker directly as well as from friends, family and colleagues recommended by the job seeker.
The job seeker as a self advocate needs to take an active part in the discovery process. YOU know best what YOU need and want. Job Seeker Exploration – Discovery During the discovery process, tasks and skills can be observed and discussed with the job seeker to begin to identify a task list to target duties for the persons individual job description. Discovery helps to identify what employment supports the person will need on the job in order to succeed. The information is documented in an individual profile
Customized Planning – Creating a Blueprint The blueprint is used to develop a portfolio or proposal for potential employers. Clearly represents the job seekers talents and potential contributions, including a task list. Outlines the applicants strengths, needs, interests as the basis for the blueprint Identifies specific employers to be contacted, including relationships and connections to those employers as well as their (the employers) potential task needs. Addresses the supports necessary to obtain and maintain employment
Negotiating with Employers Employers are identified through the discovery and planning process that have the potential to fit the needs of the job seeker Companies are researched and informational interviews are arranged with employers to learn about the companies needs. Once familiar with the employers, look for ways that the job seeker can benefit the company by improving operations and profits. Identify how the skills of the job seeker (identified in the planning process) can benefit the employer.
Negotiating with Employers Develop a preliminary proposal to present to the employer that outlines the job seeker’s skills and how they will benefit the employer. If the employer does not accept the initial proposal, work with them to make modifications and revise the proposal. Work with the employer to develop an individualized job description. The employer’s participation is voluntary. They are not legally bound to customize a job description.
Traditional Way We Find Jobs Applicants (job seekers) Potential Employers Job Developer In Traditional Job Development, Job Developers meet with both job seekers and many employers in the community to determine their needs. Adapted from Customized Employment presentation by Michael Callahan and Marc Gold & Associates http://www.t-tap.org/training/onlineseminars/callahan/callahan.htm
Potential Employers Job Developer Job Developers typically start by identifying employers based on who they know, what’s hot and what’s not, local market trends and former satisfied employers. Adapted from Customized Employment presentation by Michael Callahan and Marc Gold & Associates http://www.t-tap.org/training/onlineseminars/callahan/callahan.htm
Job Developer Applicants The Job Developer then considers each applicant based on the demands of an interested employer. Adapted from Customized Employment presentation by Michael Callahan and Marc Gold & Associates http://www.t-tap.org/training/onlineseminars/callahan/callahan.htm
The demands of each employer result in an sorting out of the applicants. Those with more skills, needing less support rise to the top. Those with less skills and needing more support are considered last. Adapted from Customized Employment presentation by Michael Callahan and Marc Gold & Associates http://www.t-tap.org/training/onlineseminars/callahan/callahan.htm
Success the Traditional Way Some are chosen as having the skills to meet employer’s needs. The other applicants must keep looking, hoping for a good fit and to be chosen later. Adapted from Customized Employment presentation by Michael Callahan and Marc Gold & Associates http://www.t-tap.org/training/onlineseminars/callahan/callahan.htm
The Need for Customization.. Applicant with a significant disability While certain applicants are successful using today’s approach, those with more significant impact of disability are often left out, again and again. For those individuals, a customized approach is needed for employment success. Successful applicant using the traditional approach Adapted from Customized Employment presentation by Michael Callahan and Marc Gold & Associates http://www.t-tap.org/training/onlineseminars/callahan/callahan.htm
Individually-Driven Customized Job Development Job Seeker Job Developer Pool of Potential Applicants Potential Employers In Customized Job Development, Job Developers get to know one applicant at a time through discovery before meeting with potential employers in the community. Adapted from Customized Employment presentation by Michael Callahan and Marc Gold & Associates http://www.t-tap.org/training/onlineseminars/callahan/callahan.htm
Discovery.. allows us to determine who the applicant is, their complexities as well as their potential contributions to employers. Discovery Process Adapted from Customized Employment presentation by Michael Callahan and Marc Gold & Associates http://www.t-tap.org/training/onlineseminars/callahan/callahan.htm
Customized Job Development The Applicant’s Conditions of Employment, Preferences and Contributions are identified through a Customized Planning Process as well as a Task List. The Job Developer then meets with specific employers in an effort to negotiate a customized job description. From a list of potential employers identified during the Customized Plan. Adapted from Customized Employment presentation by Michael Callahan and Marc Gold & Associates http://www.t-tap.org/training/onlineseminars/callahan/callahan.htm
Customized Job Development Customized Employment is successful when there is a negotiated fit between the applicant’s “strengths, needs and interests” and the “specific needs of an employer”. Adapted from Customized Employment presentation by Michael Callahan and Marc Gold & Associates http://www.t-tap.org/training/onlineseminars/callahan/callahan.htm
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