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Opportunities for Ohioans with Disabilities Agency Dis A bility Jobs Summit 2013

Opportunities for Ohioans with Disabilities Agency Dis A bility Jobs Summit 2013. Introduction to Customized Employment & Discovery October 8 & 9, 2013. What is Customized Employment?. “Customized employment means individualizing the employment relationship

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Opportunities for Ohioans with Disabilities Agency Dis A bility Jobs Summit 2013

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  1. Opportunities for Ohioans with Disabilities AgencyDisAbility Jobs Summit 2013 Introduction to Customized Employment & DiscoveryOctober 8 & 9, 2013

  2. What is Customized Employment? “Customized employment means individualizing the employment relationship between employees and employers in ways that meet the needs of both”. The United States Department of Labor, Office of Disability and Employment Policy

  3. “ May include employment developed through job carving, self-employment or entrepreneurial initiatives, or other job development or restructuring strategies that result in job responsibilities being customized and individually negotiated to fit the needs of individuals with a disability.” Federal Register, June 26, 2002, Vol. 67. No. 123 pp. 43154 -43149) What is Customized Employment?

  4. What is Customized Employment? Especially effective for individuals with complex support needs Applicable to anyone, with any disability (or without) seeking employment Circumvents the comparison of applicants made in competitive hiring Relies on natural relationships, supports, training

  5. Individualization required: must be one person at a time Requires negotiation of job duties and/or employer expectations Employment development is determined by the individual, not openings or market demand Identifies the ideal conditions of employment using Discovery What is Customized Employment?

  6. Vocational assessments, interest inventories, Paper and pencil tests Resume writing Filling out applications Interview skills training Group employment Market-based job development “Placement” services What are not Customized Employment practices:

  7. Guiding Values • Zero exclusion • Partial participation • Zero instructional inference • Interdependence • Self-Determination (Freedom, Support, Authority, Responsibility) • Contribution

  8. Customized Employment vs. Traditional Labor Market Practices The labor market is about competition. The individual with the most significant disability and complex support needs is most often overlooked The individual must wait until the next job opening becomes available and hope that their skills and abilities will match the employer’s needs. What happens when a job seeker is repeatedly not selected….

  9. Customized Employment vs. Traditional Labor Market Practices Customized Employment Approach: Job developer gets to know one person at a time via Discovery. Learn about one person’s interests, skills, talents, and conditions of employment. Work together to build relationships in the business community

  10. An Economic Development Approach • Creating win/win employment opportunities; • Many job seekers with disabilities can capture resources from various sources (VR, PASS, IDAs); • Employers hire people when its good business (i.i., producing profit); • Using resources to help businesses generate profit produces employment opportunities.

  11. Possible Customized Employment Outcomes: • Wage Employment: • Job Carving • Job Creation • Resource Ownership • Microenterprise / Self Employment • Business-within-a-Business

  12. Effective Practices That Work: Discovering Personal Genius

  13. Discovering Personal Genius:Going Where the Career Makes Sense Discovering Personal Genius (DPG) is one form of Discovery process promoted by Griffin-Hammis and Associates. DPG is an active and robust series of activities, observations, and clarifications in getting to know a job seeker with disabilities.

  14. An Information Gathering Process • Who is this person? • What are the ideal conditions for employment? • What themes will drive the job development? Griffin-Hammis Associates, LLC

  15. Why get to know someone? • Begins with the premise that all people have interests, skills and can work • Fully understand interests, skills, and eventually a good match with needs of the employer • A good match leads to job satisfaction… • Job satisfaction leads to …

  16. Discovering Personal Genius:Going Where the Career Makes Sense Icebergs: People and Jobs

  17. DPG: What are the steps? Home & Neighborhood Visits Interviewing Others Discovery Activities: Skill & Task Observation in Multiple Environments Informational Interviews used in DPG Vocational Themes Discovery Staging Record (DSR) or Profile: Career Plan Development with the Lists of 20

  18. Discovery Reveals: • When & Where you are In Flow • When & Where your support needs are highest • The people who know you best • Interests & Tasks that engage you • Resident and Emerging Skills • How you learn new Skills • Where best to observe these Skills & Tasks being performed Griffin-Hammis Associates

  19. The Home • What is the goal of the home visit? • What are we trying to learn? • What do you observe that tells you more about the person? • What makes you wonder? What do you want to learn more about? • What will you do next to further explore what you learn?

  20. Talking with Others • Talk with people who know the individual well • Best means of communicating and teaching; • Environments to be cautious about; • Skills that exist or can be developed; • Interests to explore; • Potential use of PASS or other work incentives; • Like and dislikes; • Necessary supports; • Safety and medical concerns; • Experiences desired by the individual and family

  21. Discovery Activities • Related to interests • Schedule activities that reveal skills and talents; • Within and outside usual or familiar environments • Goal is to observe skill while meeting people who know about the area of interest • Find “evidence” of a person’s interests, not just they said so – what do they DO; • Describe/ photograph what happens during activities; what further activities are needed? • Frame actions to determine ideal conditions of employment.

  22. Informational Interviews • Visiting and getting to know people & businesses, who have the same interests is often a valuable step in collecting possible career information. • Information is used to: • Further explore interests and skills • Inform job development • Make new connections.

  23. Vocational Themes Interests (learned by exploring the home and talking with friends and family) show us what to look at more closely to observe skills (learned by activity in relevant places) which leads to emerging vocational themes!

  24. Discovery Staging Record • A format for capturing relevant information about the job seeker. • Used throughout Discovery • Relies on contributions from many people • Provides information about progress to team • May include multi-media • Results in a profile of the person’s interests and skills that will be profitable to the employer or business

  25. Career Planning/ Job Development Interests + Skills + New Connections + Themes= Opportunities for Job Development

  26. The Case for Small Businesses • Defined as companies with fewer than 500 people. • 27.9 million small businesses • 75% of these have are owner operated • Small businesses make up 99.7% of U.S employer firms. • The most growth is in small businesses with 1-4 employees. • Many small businesses are under capitalized • Often do not have HR managers or written job descriptions • Easier to reach the decision maker; Hiring is personal • http://www.sba.gov/sites/default/files/FAQ_Sept_2012.pdf

  27. Relies on “Social Capital” “The individual and communal time and energy that is available for such things as community improvement, social networking, civic engagement, personal recreation, and other activities that create social bonds (like employment) between individuals and groups…” Center for Disease Control “The social networks and the norms of trustworthiness and reciprocity that arise from them.” • Robert Putnam

  28. How Customized Employment Works: • We believe that everyone is talented and employable • We get to know people and their interests by spending time with them in their home, neighborhood, & community. • We learn more by talking to people who know them. • We explore interests via observable activities • Together, we get to know the businesses and employers in the community • We provide opportunities for job seekers to exhibit skills to potential employers • We negotiate tasks and supports

  29. Questions??? Comments???

  30. Thank you! Julie McComas Senior Associate Griffin-Hammis Associates, LLC jmccomas@griffinhammis.com 614-302-3722

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