1. Creating a “Work- Ready” Service Plan Wendy M. Coco Senior Program Manager Corporation for Supportive Housing June 2011 www.csh.org www.csh.org

2. “The establishment of meaningful roles and purpose beyond the limitations of a mental health diagnosis or disability, the opportunity to take a risk and fail, and the development of one’s own life in the community are imperative” - Lynde WORK HomeWORK

3. – Employment is an integral, stabilizing part of the recovery process – Enhanced partnerships between the supportive housing industry and public workforce systems are achievable and are critical for success – Work opportunities should be numerous and varied, with opportunities to start immediately, as well as to advance, in the job. Things to Think About

4. – In some cases, job duties can be effectively tailored (or “customized”) to create a mutually beneficial situation for employers and for employees with disabilities – Placement into a job is just the beginning; individualized, on-going employment support – for retention and advancement – is an essential element of successful employment services. Things to Think About

5. – Engage the tenant in conversations about employment upon immediately upon entering into housing – Don’t make assumptions – Suspend judgment – Build Trust Don’t Over Promise Be yourself, not a clinician Strategies for Engaging Tenants into Employment Services

6. Use interpersonal Skills Provide real assistance Acknowledge and respect the individual Demonstrate understanding Respond to the tenants affect/body language Ask open ended questions Solicit action steps Strategies for Engaging Tenants into Employment Services

7. Develop a profile of the individual Interests/Hobbies Past experience (work, volunteer, school, life) Tasks they enjoy/do well (think about all areas of their life: home, daily activity, etc.) Dreams for the Future Developing a Tenant Profile

8. – What kind of environments do they enjoy/fit in – Are there specific personality types with whom this individual is most comfortable or fits in well – Accommodation/support requirements – Where have they been happiest – Where have they experienced success Developing a Tenant Profile

9. – Who are the important people in their life? – With what organizations and activities is the individual currently connected? – With the tenants permission, who else could you talk to gather information? (peers, friends, family, teachers, other professionals Developing a Tenant Profile

10. Review Tenant Self-Assessment Tool Developing a Tenant Profile

11. INTEGRATING WORK AND EMPLOYMENT GOALS INTO A SERVICE PLAN

12. – Service Planning is an on-going process – To be initiated within 30 days of initial move-in and completed within 60 days of move-in. – The choices of the tenant are central to the service planning process – Indicate strengths and assets relevant to achieving the stated goals and objectives – Identify the extent of the tenant’s desire and motivation to change – Address goals that are consistent with the desire and motivation for change Service Planning

13. No such thing as a “wrong” goal – Goals should be measurable, not abstract, such as: “I wish to find a job as a cashier at a local clothing store by January 2010” – Goals should be stated from the tenant perspective, based on his/her employment/education desires. An example: “I will attend weekly scheduled appointments with the Employment Specialist.” – Maintain realistic expectations. Helping people to change or move forward can be a slow and gradual process Service Plannin g

14. – All services should help the person reach his/her intended goals – Engage in discussions with tenants aimed to elicit personal goals and hopes for the future – Include goals focusing on areas where needs were identified in the assessment or documentation about why goals in those areas are not included – When identifying specific “action” steps to be taken, identify who should take these steps, whether it be the tenant or case manager Service Planning

15. – If a tenant hasn’t reached a goal in a realistic time frame, it should not be viewed as a problem with the tenant. It presents an opportunity to reflect with the tenant on their accomplishments and to identify strategies that would be better suited to the needs of the tenant – Work with the tenant to outline obstacles to the stated goal and list them as steps in the process of goal completion Service Planning

16. – Service plans should include the signature of the tenant, the case manager and the case management supervisor – A review of goals from the previous service plan to assess progress toward goal achievement, identify barriers, and revise goals accordingly should take place every six (6) months Service Planning

17. Steps/Barriers: –Prepare resume (8/09) –Find job leads (9/09) –Practice interviewing (10/09) Goal: I want to get a job by January of 2010 –Get Interview clothes (10/09) –(Barrier: Difficulty getting up early in the morning) Example of Goal Planning

18. – The Tenant Will : Provide computer access and resume writing classes (8/09) Provide access to the newspaper and assist in getting job leads (9/09) Conduct mock interview for discussion (10/09) (Barrier – Work with tenant to meet him/her each morning 9:00 am, showered and dressed) Example of Goal Planning

19. – The Tenant Will: Write and type resume (8/09) Search paper and other resources for job leads (9/09) Practice interviewing to improve skill and comfort level(10/09) (Barrier - Keep appt to meet with Case Manager every morning at 9:00 am. 10/09) Example of Goal Planning

20. The Form – To be initiated within 30 days of initial move-in; with completion within 60 days of initial move-in Service Issues to be Addressed: Identify the outstanding need of the tenant to be addressed in the service plan: ____ Financial Assistance____ Medical Care____ Home Care ____ Health Services____ Housing Assistance____ Transportation Goal: (I want to get a Job by 01/10) Objective: Identify the specific action to be taken and by whom Progress towards Goals: The Service Plan

21. CONTACT: Wendy Coco: Senior Program Manager, CSH (860)560-0744 wendy.coco@csh.org * Assistance with this PowerPoint was provided by Building Changes, Seattle www.buildingchanges.org; and from “Lessons Learned” from the Passport to success program – Bridgeport, CTwww.buildingchanges.org WORK HomeWORK