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4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS 39553 (228) 497-6999 marcgold.com Marc Gold & Associates© 1 The Staff side of Customized Employment Recruiting,

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Presentation on theme: "4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS 39553 (228) 497-6999 marcgold.com Marc Gold & Associates© 1 The Staff side of Customized Employment Recruiting,"— Presentation transcript:

1 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com Marc Gold & Associates© 1 The Staff side of Customized Employment Recruiting, training, valuing and retaining competent staff for Customized Employment services Plus a small discussion on negotiation

2 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com Breaking News! On July 22 the President signed the Work Innovation and Opportunity Act of 2104, (H.R. 803) thus amending the Rehab Act of This new act provides a federal definition of Customized Employment and it provides a strong focus on employment for all, especially transitioning youth. Marc Gold & Associates© 2

3 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com Marc Gold & Associates© 3 Customized Employment According to the 2014 Amendments to the Rehab Act (H.R. 803 Section 7 (7) (29 U.S.C. 705) Customized Employment means competitive integrated employment, for an individual with a significant disability, that is based on an individualized determination of the strengths, needs, and interests of the individual with a significant disability, is designed to meet the specific abilities of the individual with a significant disability and the business needs of the employer, and is carried out through flexible strategies, such as:

4 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com The “flexible strategies” described in WIOA (A) job exploration by the individual; (B) working with an employer to facilitate placement, including — (i) customizing a job description based on current employer needs or on previously unidentified and unmet employer needs; (ii) developing a set of job duties, a work schedule and job arrangement, and specifics of supervision (including performance evaluation and review), and determining a job location; (iii) representation by a professional chosen by the individual, or self- representation of the individual, in working with an employer to facilitate placement; and (iv) providing services and supports at the job location. Marc Gold & Associates© 4

5 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com Implications for Agencies and Staff The stage is set for a new expansion of employment services that focus on community, integrated employment. Along with the current focus on Employment First in Iowa, this new law will place additional demands on a system across the US that is challenged by low staff morale and pay, high staff turnover and confused roles for staff. Marc Gold & Associates© 5

6 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com A sobering reality As welcome as the changes might be to some, the effort and expertise required to deliver quality employment services in the community for all who want them is perhaps the most challenging of all human service – much harder than staff are used to providing. Anything less than a full commitment is likely to fail. Marc Gold & Associates© 6

7 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com A Question for Agencies… Ask yourselves: “Do you want to be Blockbuster or Netflix?” Staff issues start with agencies that are uncertain or uncommitted regarding to the changes required in a dynamic environment such as the one we are in. Marc Gold & Associates© 7

8 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com It starts with agencies: re- evaluate business models Question the current preparation and “coverage” focus of services Look at how to live within outcome payments for discrete employment services Reduce services that are duplicative for individuals: facility and community Challenge staff with bold initiatives rather than holding patterns Marc Gold & Associates© 8

9 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com Often-heard staff complaints during times of change Doubled workload – current job plus new strategies/duties Unclear strategies – often resulting from conflicting processes Not enough training or too much Conflicting agency mission – “Are we trying to save the facility or are we committed to community employment?” Marc Gold & Associates© 9

10 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com More Complaints… Pay (pay is a complaint regardless of the times, but it’s still a valid complaint) Lack of incentives for quality outcomes and working harder Lack of certainty – “Is this a real change or a fad? – “What is my job?” Lack of passion – “I just wanted a job, not a mission.” Marc Gold & Associates© 10

11 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com How do agencies move forward? State clear goals and embrace the challenge to meet those goals Recruit with a mission-based message that taps into passion, “The toughest job you’ll ever love.” (Peace Corps) Hire/identify individuals who want to change Decide on an employment process and avoid bringing in too many consultants Marc Gold & Associates© 11

12 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com How do agencies move forward? Pilot test living on reimbursements from VR and DD services Provide staff with clear training and incentives for quality work Negotiate (customize) with job seekers and current employees to meet their needs and the agency’s Incentivize staff who become certified/credentialed Marc Gold & Associates© 12

13 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com Marc Gold & Associates© 13 A Customized Process Discovery Capturing discovery through profiles Customized, person-centered planning Portfolio/visual resume development Job development and negotiation Here, CE dovetails with Supported Employment Job site analysis, accommodations, support

14 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com Marc Gold & Associates© 14 The Individual’s Blueprint: Developed in Discovery Conditions for Success: This area focuses on the ingredients that must be available or avoided in order to make employment feasible, enjoyable and successful for the job seeker. All of us have conditions for success. Interests for employment: This area focuses on the intrinsic interests of the individual that can provide direction for the type of work they might find meaningful. These interests are found from the job seeker’s life. Potential Contributions: This area focuses on the specific potential benefits that the individual will offer to employers. These contributions are translated from the job seeker’s best skills of life.

15 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com Marc Gold & Associates© 15 Employer Needs/Benefits: Identified/Negotiated during job development Unmet Workplace Needs: This area focuses on tasks that need to get done but are not getting done in the way the employer would like. It also can include tasks that have not been performed but need to be. Tasks better performed by others: This area focuses on aspects of jobs that might better be performed by others at a lower pay grade. This option can directly save money for employers. Specific Benefit/ Productivity: This area focuses on workplace needs for additional productivity in specific tasks. It must be matched with job seeker’s specific competencies.

16 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com The Business Case for Customized Employment: Balancing the Equation Individual’s Side 1.Needs: identify conditions for success 2.Interests: to job market segments 3.Strengths: specific contributions Marc Gold & Associates© 16 Employer’s Side 1.Addressing un- met needs of business 2.Tasks better done by others 3.Tasks that enhance the business =

17 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com Matching Matching refers to the act of connecting that which needs to be (the job seeker’s conditions, interests and contributions) with that which already exists in a way that creates shared benefit to both parties. Marc Gold & Associates© 17

18 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com Negotiating Negotiation refers to the act of changing that which needs to be (the job seeker’s conditions, interests and contributions) to that which exists through beneficial compromise by both parties. Marc Gold & Associates© 18

19 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com Matching and Negotiating in CE Things that may be matched: Distance from home to work General type of work to be done Environmental conditions Tasks the job seeker is best at performing Things likely to need negotiating: Tasks the employer needs to have done Amount of natural supports offered Days/hours of work to be performed Starting pay for customized job Marc Gold & Associates© 19

20 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com Setting up the opportunity for negotiations with employers CE negotiations require a different starting point than for regular Competitive Supported Employment. Rather than starting with the personnel function of a job, negotiations require starting with decision makers and making a presentation of the concept of CE rather than asking about job openings. Marc Gold & Associates© 20

21 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com Resources for Discovery, Profiles and Customized Plans at marcgold.com Marc Gold & Associates 21

22 4101 Gautier-Vancleave Rd. Ste. 102 Gautier, MS (228) marcgold.com Free resources at marcgold.com Activity log for Discovery and CE Profile forms, samples and guides Worksheets and sample for Customized Plan for Employment Sample Visual Resume Employer Needs/Benefits Analysis forms and sample Numerous articles on the CE Process Marc Gold & Associates© 22


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