1. Employment Assistance Services

2. Registration Case Management  Assessment  Barriers  Goals and Tasks  Services  Notes Group Exercise Documenting Employment EAS Model Caseload Management Agenda

3. CASE MANAGEMENT

4. Case Management Policy Definition: “Case management is a method of providing job seeker customers with a formal, structured plan of action designed specifically to identify an appropriate occupational goal and to develop a schedule of services that will empower them to overcome or mitigate any barriers to attaining their goal.”

5. Successful Implementation: The partnership between the Case Manager and the Customer implies distinct responsibilities for both parties, with the ultimate goal of moving the customer to suitable employment. The CES staff person will manage and coordinate the individual’s formal service plan as the Case Manager.

6. Successful Implementation: The Case Manager must monitor customer progress through the entire service delivery plan, no matter who provides the service. Case plans will need to be clear, concise, and complete so any individual will be able to understand customer goals and progress.

7. Points to Consider When Developing a Case Plan: Do assessments contain certifiable information? Avoid making judgments. Are goals and tasks realistic and credible? Are they measurable? Are all services provided recorded in a timely manner? Will others viewing a case plan be able to clearly see a customer’s progress? Will they be able to identify what the customer has achieved? Have all components of Case Management been addressed?

8. CASE MANAGEMENT: ASSESSMENT

9. An Assessment means doing things like: Synthesize information coming from various assessments, and from case manager’s own assessment, into a single, comprehensive picture of the client’s situation; If a client demonstrates a need for counseling, psychological services or medical treatment, check to see if he/she has been referred to those services; Confirm factual information, suggest approaches and keep other service providers informed of the client’s goals; and Advocate for the client by presenting issues to other services providers based on a partnership with the client.

10. The Assessment may include the following: Orientation session; Initial Interview; Recognizing Special Needs and Barriers; Comprehensive Assessment (Gathering Relevant Assessment Information); Identifying Case Management Factors; Initiating an Individualized Case Plan

11. Whole Person Concept Interests Potential Skills Education & Training Transferable Skills Personal Traits Socioeconomic Factors Leisure Time Activities Physical Capacities

12. CASE MANAGEMENT: BARRIERS

13. Some Helpful Questions to Ask Determining Barriers “Are there any conditions that would restrict your job choice?” “Are there currently any family obligations that would restrict you from immediate re-employment?” “Do you have adequate transportation?”

14. CASE MANAGEMENT: GOALS and TASKS

15. Points to Consider When Developing a Case Plan: Distinguishing a Goal from a Task “An effective goal focuses primarily on overall outcomes rather than activity. It identifies where you want to be, and, in the process, helps determine where you are.” Goals tend to be broader, and concentrate on more of a “destination” sense Tasks are more “step” oriented, and often make up the components of a goal

16. Goals vs. Tasks Goals Obtain Employment Complete Education Resolve financial issues Tasks Write a resume Contact training provider Attend a credit counseling course

17. Criteria for Goals S.M.A.R.T. Specific Measurable Attainable Realistic Traceable

18. Some Helpful Questions to Ask Realistic Employment Related Goals “Describe the perfect work environment for you.” “What are your bottom line needs regarding travel, shift and base salary for your next job?” “What education/certifications would improve your options?” “Is there a growing or declining need for your current skills?”

19. NOTES

20. Notes The following constitutes good Notes: Quote any statement exactly as it is stated Recognize pertinent information Write in specific, observable and measurable terms Avoid using opinions, if a statement is an opinion, make sure it is indicated If asked, explain why case notes are being taken, how they will be used and where they will be kept

21. FOLLOW-UP

22. Follow-Up: Follow-up services will be provided for at least thirty (30) days following Job Placement for the purpose of facilitating and supporting the transition into employment. These services and activities include, but are not limited to:

23. Follow-Up Assessing the Participant's adjustment to employment; Sharing information regarding the Participant's adjustment to employment with the Case Manager; Verification of employment status at the end of day one (1) of employment; Verification of employment status at thirty (30) days after the job start date; and Working with the employer as necessary, to ensure successful continuation of employment

24. DOCUMENTING UPGRADES

25. Upgrade strategic career counseling that teaches how to improve skills to meet employer expectations; counseling on how and when to approach employers for promotions; how and when to move to a better job at a different employer; job readiness; job development; testing; or job referral