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 Background Partnership with Autism Society Sensory Friendly films Develop workplace program for employment within AMC theatres for individuals on the autism spectrumEqual work / equal pay
16 The “Business Case” An Opportunity One in five Americans has a disability26 million with disabilities are of working age90% estimated unemployment rateOne in every 100 children are born with AutismGood business92% of Americans view companies that hire people with disabilities more favorably than those that do notPeople with disabilities and their network represent $1 trillion dollars of annual buying power54 million Americans with disabilities represent the third largest market segment in the United States, right behind Baby Boomers and the mature market. (MarketResearch.com)These numbers are staggering!! Through this program AMC is drawing a line in the sand and stating that we refuse to sit by and watch these numbers grow! We refuse to be quite hampered by the unknown. We refuse to let someone else do the hard work of Figuring It Out! We have been built on innovation and this program is just that- innovation.Equally as incredible are the other numbers on the loyalty perspective
18 Objectives Go beyond compliance to doing the right thing Create a level playing fieldProvide access to integrated employmentMUST be able to replicateUniversal designIdentify and eliminate barriers to employmentCompetitive hiring processCompetitive wagesFOCUS is guest facing- we refused to just say it can’t be done. FOCUS empowers us (the Home Office, the theatres, our General Managers and our theatre teams to refuse to stand by!! We all can make a difference as is evidenced by the excerpts from the letters I just read.
20 Community Partners Autism Society Indiana University Ziggurat Group Kansas Instructional Support NetworkBlue Valley School District
21 Theatre Survey: Managers’ Experiences BarriersSuccessesBarriers:Job Coach issues were cited as the #1 concern from theatres Standardized interview processATSStandardized interview process ( approx 1.75 million applications for film crew alone this past year.)The unknown- I don’t want to make a wrong step- paralysis through analysis.ResourcesSuccessesAssociates with disabilities performing wide range of duties, usher, box, ticket drop, concessions, facilities, crew, supervisors, managers.
22 Expectations Same standards for all associates Must be able to effectively interact with guests and fellow associatesJob coach fades after daysAssociate to work up to full potential (same expectation for all associates)
23 Applicant Tracking System - web based On-line assessment RecruitmentApplicant Tracking System - web basedLegally compliantVendor helpdesk assistanceOn-line assessmentAll candidates must take assessmentStandard candidate scoring not definitiveCorporate HR involvementMoves candidate through hiring process to allow for extended interview to take place
24 Interview ProcessGeneral Manager is the direct contact and owns FOCUS program at the theatre levelTravelling Interview developedProvides exposure to all areas of the theatre/working environmentPoints out sensory/physical environment concerns (bright lights, slick floors, hot/cold areas, etc.)Allows for candidate self de-selection during interview
25 Role of Job CoachJob Coach was cited as #1 concern of field managementJob Coach Requirements developed100% compliance expectedSupport communication; do not speak for the personBuild skills; don’t do the job for themKnow acceptable performance standardsIdentify and facilitate natural supportsConstantly challenge associate to do more with less supportSupport managers and co-workers (disability etiquette)Sets expectations and “replacement clause” if job coach is not performing duties
26 Job Coach Requirements Support communication; do not speak for the personBuild skills; don’t do the job for themKnow acceptable performance standardsIdentify and facilitate natural supportsConstantly challenge associate to do more with less supportSupport managers and co-workers (disability etiquette)Sets expectations and “replacement clause” if job coach is not performing duties
27 Onboarding Email offer letter sent to candidate Policies and ProceduresFederal, state and local forms and/or regulationsPaperwork completed electronicallyCaregiver involvement60 days vs. traditional 30 daysJob coach participation in all training1st week’s scheduled to accommodate school scheduleOff peak hours (to develop experience & confidence)Expectation to progress to higher volume periods as with ALL associates to reach full potentialGeneral Manager and associate (with job coach/ or caregiver support)Informal communication points14 days30 daysJob coach begins fading45 days60 daysFirm “Go”/ “No Go” after 60 day probation period
28 Theatre Training & Communication Modified training scheduleJob Coach involvementExpectation to progress to higher volume periodsIntegrated with other associatesFlexible communication tacticsScheduled touch points60 day trial periodManager training60 days vs. traditional 30 daysJob coach participation in all training1st week’s scheduled to accommodate school scheduleOff peak hours (to develop experience & confidence)Expectation to progress to higher volume periods as with ALL associates to reach full potentialGeneral Manager and associate (with job coach/ or caregiver support)Informal communication points14 days30 daysJob coach begins fading45 days60 daysFirm “Go”/ “No Go” after 60 day probation period
29 Accommodations Maps or illustrations Auditorium layouts Specialized formats for commonly used reportsAllows for individualization of “where and when”Performance scheduleEmployee scheduleCue cardsReinforce processes and procedures at key positions/ locations/ stationsHow to make popcorn…Remember to…
30 ResultsGone from 1 to 70 theatres actively participating in less than a yearApproximately 200 “official” participantsAttention/interest increasing weekly
32 Personal Drive Contributes Outstanding Scores Ability Consistent From our associates:HonorFeedbackPersonal DriveMake Guest ConnectionsAbilityContributesConsistentIt’s been my honor to work with Kyle, an associate who was hired last April at Town Center. Although autism may limit the different tasks Kyle is scheduled for, it has never limited his ability to make connections with our guests or contribute in a positive manner to our operations. Kyle is consistently hard working but when the manager on duty informed him that he would be completing an Usher Shift Evaluation worksheet last week, Kyle took his personal drive to a whole new level and was our first (and only) associate to receive five Outstanding scores by getting check marks for every single line item evaluation (including Earn a Smile.) During a recent informal theatre visit by a DO who was just watching a movie on her day off, I received feedback that a member of Town Center’s leadership team did not make a connection with her while ringing up her tickets at Guest Services, but that Kyle noticed her in the lobby, remembered her face and warmly greeted her.Outstanding Scores
33 Exceeded Expectations From the families:BelievingOpportunityExceeded ExpectationsSelf-ConfidenceOne Year AnniversaryKyle had his one-year anniversary as an employee at AMC this week, and the whole experience has far exceeded our expectations. He has turned another corner in his life, and I am grateful to both of you for believing in Kyle and for your advocacy in the FOCUS program. The job has given him a sense of responsibility and self-confidence, and provided him the first opportunity in his life to feel independent of direct supervision and a part of something meaningful. MeaningfulGrateful
35 What did we learn? Find the RIGHT partner Job Coach key Education Be flexible; question paradigmsEasier than you’d thinkCheaper than you’d thinkMore upside than you’d think
36 “In any moment of decision, the best thing you can do is the right thing; the next best thing is the wrong thing; and the worst thing you can do is nothing at all”-- Teddy RooseveltMaking a differenceTake the time to do it right and set up for successBenefit seen in other employeesPositive perception from theatre guestsIndividualGain experience and build a resumeWork up to pull potential within the organizationKyle’s watch storyUltimately success will be in what you and your theatre do, can watch others get involved or refuse to sit on the sidelines and empower yourselves to be the difference maker.