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F.O.C.U.S. on my Abilities! Keith P. Wiedenkeller, SPHR Senior Vice President & Chief People Officer AMC Entertainment Inc.

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Presentation on theme: "F.O.C.U.S. on my Abilities! Keith P. Wiedenkeller, SPHR Senior Vice President & Chief People Officer AMC Entertainment Inc."— Presentation transcript:

1 F.O.C.U.S. on my Abilities! Keith P. Wiedenkeller, SPHR Senior Vice President & Chief People Officer AMC Entertainment Inc.

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5 Page 5  Founded 1920  $2.7 Billion in revenue  350 locations / 5100 screens  19,000 Associates - Two Main “Cohorts” Field Corporate About AMC

6 Page 6  Core Purpose: We Make Smile Happen  Guiding Principles: Leadership Ownership Service Innovation & Diversity About AMC

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14 Page 14  Furthering  Opportunities  Cultivating  Untapped  Strengths A program designed to equip AMC with the tools and knowledge to be intentional in employing associates with disabilities.

15 Page 15 Background  Partnership with Autism Society Sensory Friendly films Develop workplace program for employment within AMC theatres for individuals on the autism spectrum Equal work / equal pay

16 Page 16 The “Business Case”  An Opportunity One in five Americans has a disability 26 million with disabilities are of working age 90% estimated unemployment rate One in every 100 children are born with Autism  Good business 92% of Americans view companies that hire people with disabilities more favorably than those that do not People with disabilities and their network represent $1 trillion dollars of annual buying power

17 Page 17 Potential Obstacles  Misconceptions about: Accommodations Productivity Attendance Morale impact Slippery slope  Sourcing qualified candidates  Previous experiences

18 Page 18 Objectives  Go beyond compliance to doing the right thing  Create a level playing field  Provide access to integrated employment  MUST be able to replicate  Universal design

19 Page 19 Team  AMC Recruitment Diversity Theatre personnel  Subject Matter Experts

20 Page 20 Community Partners  Autism Society  Indiana University  Ziggurat Group  Kansas Instructional Support Network  Blue Valley School District

21 Page 21 Theatre Survey: Managers’ Experiences  Barriers  Successes

22 Page 22 Expectations  Same standards for all associates  Must be able to effectively interact with guests and fellow associates  Job coach fades after days  Associate to work up to full potential (same expectation for all associates)

23 Page 23 Recruitment  Applicant Tracking System - web based  Legally compliant  Vendor helpdesk assistance  On-line assessment  All candidates must take assessment  Standard candidate scoring not definitive  Corporate HR involvement  Moves candidate through hiring process to allow for extended interview to take place

24 Page 24 Interview Process  General Manager is the direct contact and owns FOCUS program at the theatre level  Travelling Interview developed Provides exposure to all areas of the theatre/working environment Points out sensory/physical environment concerns (bright lights, slick floors, hot/cold areas, etc.) Allows for candidate self de-selection during interview

25 Page 25 Role of Job Coach  Job Coach was cited as #1 concern of field management  Job Coach Requirements developed  100% compliance expected

26 Page 26 Job Coach Requirements

27 Page 27 Onboarding  offer letter sent to candidate  Policies and Procedures  Federal, state and local forms and/or regulations  Paperwork completed electronically  Caregiver involvement

28 Page 28 Theatre Training & Communication  Modified training schedule  Job Coach involvement  Expectation to progress to higher volume periods  Integrated with other associates  Flexible communication tactics  Scheduled touch points  60 day trial period  Manager training

29 Page 29 Accommodations  Maps or illustrations Auditorium layouts  Specialized formats for commonly used reports Allows for individualization of “where and when”  Performance schedule  Employee schedule  Cue cards Reinforce processes and procedures at key positions/ locations/ stations  How to make popcorn…  Remember to…

30 Page 30 Results  Gone from 1 to 70 theatres actively participating in less than a year  Approximately 200 “official” participants  Attention/interest increasing weekly

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32 Page 32 From our associates:

33 Page 33 From the families:

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35 Page 35 What did we learn?  Find the RIGHT partner  Job Coach key  Education  Be flexible; question paradigms  Easier than you’d think  Cheaper than you’d think  More upside than you’d think

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38 Page 38 Questions?


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