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2010 OSEP Leadership Mega Conference Collaboration to Achieve Success from Cradle to Career Serving Individuals Through Innovative Workforce and Career.

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Presentation on theme: "2010 OSEP Leadership Mega Conference Collaboration to Achieve Success from Cradle to Career Serving Individuals Through Innovative Workforce and Career."— Presentation transcript:

1 2010 OSEP Leadership Mega Conference Collaboration to Achieve Success from Cradle to Career Serving Individuals Through Innovative Workforce and Career Development Skills Rachel Chen, Luis Ramirez, Irene Martinez Strand 1 Presentation # S1-108

2 Why Is Work Important? Work is one way to be productive in American Society Work is a pathway toward self definition and achievement of personal goals Obtain Achievable Status: Value Consumer Reputation Control Community Stake Holder

3 National Statistics The total number of people with disabilities ages 16-64 is 33,153,211. Of those, the total number employed is 18,525,862. The percent of people with disabilities aged 16-64 employes is 55.8%. Of the 18.6 million people with disabilities employed ages 16-64, 60.1% of men with disabilities are employed, and 51.4% of women with disabilities are employed. Social Security Administration, Office of Policy, 2001

4 Fiesta Educativa, Inc. In 2008 ELARC asked FE, Inc. to apply for a 55 K grant. Develop an innovative, community, family and customized based approach project model to serve people with disabilities. Develop a system of ‘natural supports for the job seeker. Using our Fiesta Familiar concept we train program participant parent’s in topics on employment.

5 Community Based Employment Program Customized Employment & Volunteerism Discovery Micro-Enterprise Fiesta Familiar Family members have received training (Job Coaching, Job Development) Job Club Non Clinical Support Group Educativa Inc. 161 South Avenue 24 Los Angeles, CA 90031-2299 (323) 221-6696 Fax (323) 221-6699 info@fiestaeducativa.org www.fiestaeducativa.orginfo@fiestaeducativa.org

6 Customized Employment means: Individualizing the employment relationship between employees and employers in ways that meet the needs of both. CE goes beyond SE to include any individual wanting accommodations.

7 Customization is for Everyone Ask yourself: 1.Have you ever successfully customized the requirements of a job for yourself? 2.What work conditions would you like to customize for a new job? 3.What are your strongest preferences? 4.What are your best contributions? 5.What tasks do you do well? 6.Is there a particular employer you would like to work for?

8 Benefits of Customized Employment Negotiation of job duties and/or employer expectations required One individual at a time Customized Plan driven by job seekers’ strengths, needs and interests

9 Customization of Employment Disability (Assistive Device) Health Family responsibilities (Family Leave Act) Lack of experience or skills (SYEP) Low self-esteem Cultural Age: youth/maturity (SYEP)

10 Pathway into Customized Employment Discovery Process Gathering preferences of the job seeker from family, current employer/volunteer site. Develop: Job Search Committee, Job Development and Establish Post-Placement Supports CE focus on market direction and contribution determined by the individual, not job openings

11 Job Seeker Exploration – “Discovery” We strongly encourage our parents to participate in the Discovery process to complete the ‘in-depth’ look into the job seeker’s life so that the team can understand the job seeker and themselves. 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. 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 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.

12 Adapted from Customized Employment presentation by Michael Callahan and Marc Gold & Associates http://www.t-tap.org/training/onlineseminars/callahan/callahan.htm Job Development Job Seekers Potential Employers Job Developer (Parents) In Labor Market Job Development, Job Developers meet with both applicants and numerous employers in the community to determine their needs.

13 Micro-Enterprise Self-Employment Training & Technical Assistance Project – Funded by the California Department of Rehab. – Direct training & technical assistance – Collaboration with self- employment stakeholders

14 Fiesta Familiar (CBEP) Family members have received training (Job Coaching, Job Development) In a language that parents understand Opportunity to meet other parents and share ideas (networking) Parents receive training on topics that they request Parent Driven

15 Job Club At the Job Club Job seekers network Share advice Job leads Resources Encouragement The JC is facilitated by consumer advocates that are positive, businesslike, uplifting, and focused.

16 Resources Abilities Fund http://www.abilitiesfund.org/ Information on loan programs, training and small business development Griffin-Hammis Associates, LLC http://www.griffinhammis.com/ Articles on business feasibility, business planning and disability specific considerations for self- employment Job Accommodation Network http://www.jan.wvu.edu/ Information on small business and disability, assistive technology, training programs, and local resources National Association of Women Business Owners Centers http://www.nawbo.org/ Information on local resources, training and loan programs START-UP USA http://www.start-up-usa.biz/about/about.cfm Self-Employment Technical Assistance and Training Center Work Incentive Planning & Assistance projects http://www.socialsecurity.gov/work/ServiceProviders/WIPADirectory.html#service SSA Disability Benefit Planners

17 2010 OSEP Leadership Mega Conference Collaboration to Achieve Success from Cradle to Career Serving Individuals Through Innovative Workforce and Career Development Skills Rachel Chen, Luis Ramirez, Irene Martinez Strand 1 Presentation # S1-108

18 2010 OSEP Leadership Mega Conference Collaboration to Achieve Success from Cradle to Career An innovative workforce Training Initiative Project SEARCH

19 Can people with developmental disabilities play a significant role in healthcare?

20 Annie, a sterilization tech for Cincinnati Children’s Hospital/Dental Clinic Cleans and sterilizes dental instruments Employed full time Has held the job for 13 years Has exceptional attendance record © CCHMC 1/3/06

21 What did Annie need to be successful? Project SEARCH & a new pick list

22 Annie’s Pick List AFTER BEFORE © CCHMC 1/3/06

23 Project SEARCH started in 1996 in Cincinnati Children’s Hospital and Medical Center in response to staffing issues with support positions. Cincinnati Children’s Hospital and Medical Center

24 Due to the program’s success, Cincinnati Children’s Hospital now employs over 60 individuals with disabilities throughout their facility. Project SEARCH has been replicated in 140 locations in 32 states. This nationally recognized program has expanded beyond healthcare to banks, manufacturing settings– and even a zoo! Is the music industry next?

25 “When businesses identify the strengths of people with disabilities, then put them in jobs that match their skills, these employees turn out to be faithful, hard-working employees.” Teresa Tanner, Fifth Third Bank’s Vice president of Human Resources,

26 UCLA Medical Center A single point of entry & a single point of contact © CCHMC 1/3/06 Local Employment Agencies All Schools

27 Project SEARCH Philosophy People with disabilities have the right to choose a path toward education and employment. However, while freedom of choice is given, the right to work is earned. Earning the right to work is dependent upon the student's preparation. Simon, Stephen, ADA Quarterly, Fall 1998.

28 A Collaborative Approach to Workforce Development Project SEARCH is a business-led partnership between the hospital, a designated employment agency and a school. UCLA Pathway

29 Purpose of Program – Develop a pool of qualified candidates with developmental disabilities for support positions through an on-site training program – Coordinate outreach and recruitment for open positions – Provides on-site, long term support to promote the success of these employees

30 Training Program One year program, follows school calendar 10-12 students Certified instructor and job coaches Last year of HS eligibility Rotate through 3 work rotations (8-10 weeks) Builds skills, demonstrates capabilities -- and changes attitudes Goal is employment

31 Children’s Hospital Oakland Mission Statement The highest quality pediatric care for all children A strong education and teaching program State of the art research programs and facilities Nationally recognized child advocacy efforts A DIVERSE WORKFORCE Aligns with Project SEARCH

32 An Intern’s Typical Day 8:00 Employability Skills at Worksite 9:00 Work rotation 11:30 Lunch 12:15 Work rotation 2:00 Debriefing 2:30 Depart © CCHMC 1/3/06

33 Corner stone of the program: Year-long internships Children’s Hospital in Oakland

34 Targeted Jobs/Work Rotations Non-Traditional jobs, Complex, yet systematic tasks © CCHMC 1/3/06

35 Material Management © CCHMC 1/3/06

36 Central Processing © CCHMC 1/3/06

37 Human Resources

38 Stat Mail Courier © CCHMC 1/3/06

39 Nutritional Services

40 Pathology

41 Medical & Patient Billing © CCHMC 1/3/06

42 Project SEARCH: Employment Outcomes Existing positions – Couriers/porters s – Clerks – Sterilization tech’s Re-assigned tasks/newly created positions: – Address JCAHO recommendations – Improve workflow (“Lean” objectives) – Cost savings

43 Jobs created to address JCAHO recommendations © CCHMC 1/3/06

44 Workflow Issues Diagnostic Imaging Aide

45 Cost Savings Given to each patient. Cost $18 new, $6 recycled Oxymetry Probes

46 Mike saved CCHMC 1.2 million in 2009

47 Thanks to Project SEARCH, CCHMC now trains 10 interns each year and employs more than 60 employees with disabilities. It has been replicated in more than 145 locations- in 32 states (including Children’s Oakland and UCSF Medical Center).

48 Children’s Hospital Oakland Hired four interns from their first class 7 of the 9 graduates have been placed Average wage is $18/hr All have benefits and work 20-40 hrs per week

49 Children’s Hospital & Research Center Clerk, Research

50 Children’s Hospital & Research Center Distribution Clerk, Materials Management

51 Lowe’s 2 nd Tier Associate, Facilities Services

52 Project SEARCH: Benefits Improves retention rates in high turn-over positions, reducing recruitment costs for entry-level, support positions Creates an on-site staffing resource with a single point of contact that effectively recruits, trains and supports employees with disabilities Demonstrates that UCLA values people with disabilities and their ability to contribute to the workforce. © CCHMC 1/3/06

53 Project SEARCH: Benefits Leverages the expertise and resources of all partners Provides positive role models for patients with disabilities and their families Enhances public image positively impacting fund-raising and all recruitment Opportunity for recognition as a community leader in the employment of people with disabilities

54 Hospital’s Role/Responsibilities Designate a Business Liaison to organize and promote program Identify a classroom space Provide access to business resources (office equipment, communication) Work with Partners to identify and develop internship or employment opportunities

55 2010 OSEP Leadership Mega Conference Collaboration to Achieve Success from Cradle to Career Next Steps for UCLA?

56 For More Information Sara Murphy Project SEARCH-CA (415)979-9520 s_murphy@sbcglobal.net J. Erin Riehle, MSN Director Project SEARCH (513)-636-8729 erin.riehle@cchmc.org


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