You are talking about a new business model?2015 APSE National Conference - Philadelphia
June 23-25, 2015
Alberto Migliore, PhD, University of Massachusetts Boston Kelly Nye-Lengerman, MSW, University of Minnesota Jeannine Pavlak, MS, New England Business Associates Steve Aalto, MPA, CESP, Work Inc.
Presenter
Presentation Notes
Brief summary of where we are nationally We have challenges at three levels: Systems that establish a priority for employment Organizations that get there Supports that are innovative, flexible, and creative
Agenda
Introduction
Theory
Definitions
Employment consultants (ECs) are staff members in employment programs who assist job seekers with disabilities in finding employment. They also may be referred to as employment specialists, job developers, rehabilitation counselors, or employment support professionals.
Community rehabilitation programs (CRPs) are non-profit or for-profit, private or public organizations that provide a wide range of services— including employment services—to people with any types of disabilities.
Employment refers to work that pays at least minimum or prevailing wage and that entails working in an environment where the majority of co-workers do not have disabilities
What’s the problem?
Percentage employed
Presentation Notes
Definition of Cognitive disability in ACS = Because of a physical, mental, or emotional condition lasting 6 months or more, the person has difficulty learning, remembering or concentrating
$858 $853 $859 $833 $824
$211 $207 $205 $208 $202
2004 2005 2006 2007 2008 2009 2010 2011 2012 2013
Weekly wages (in 2013 dollars)
General population Intellectual disabilities
Longer job retention
WIOA new provisions
Families’ higher expectations
ECs
CRPs
“…Regardless of the job seeker’s level of motivation, skill, experience, attitude, and support system, his or her ability to get a job will often depend on the effectiveness of employment specialists…
Simply stated, if they (employment specialists) are good, job seekers get jobs. If they are not, the barriers to employment for job seekers can become insurmountable…” (Lueking et al., 2004, p. 29)
Focus on Employment Consultants (EC)
Estimated 35,000 employment consultants serving the IDD population, nationally
The majority of ECs support up to five job seekers with IDD per year in getting employment (60%)
73% of job seekers makes $8 per hour or less
62% of job seekers work 20 or less hours/week
Migliore et al, 2010
Presenter
Part II
All organizational results are the product of behavior…
To improve results, you must first get people to change what they do…
Do it either more often, or less often, or do it entirely different…
Aubrey & Bailey, 2014
Heath & Heath, 2010 http://www.slideshare.net/mnceeInEx/using-behavior-change-principles-to-increase-the-performance-of-traditional-residential-energy-efficiency-programs
Presentation Notes
Switch: How to Change Things When Change Is Hard 2010 by Chip Heath, Dan Heath 
Direct the rider: Clarify goals
Identify what needs to be done
precisely define your expectations
Pinpoint the results you want Daniels & Bailey, 2014; Drucker 2004
Examples of What Needs to be Done
Getting to know job seekers
Searching for jobs
Support after hire
Direct the rider: Measure progress If you don’t measure it, you can’t tell if things
are getting better, getting worse, or staying the same
Measurement allows you to see smaller changes in performance than you could NOT see through casual observation
People need useful information on how they are doing (i.e. feedback).
Daniels & Bailey, 2014
Time is the scarcest and most precious resource we have...
A first step toward effectiveness is to record actual time use…
Without an action plan one becomes prisoner of events, without a way of assessing which events really matter
(Peter Drucker, 2004, p. 35)
Direct the rider: Measure progress
“…somehow you want to send the message clearly without getting people down. You can do that with numbers. People hear the message backed by numbers loud and clear. They say, ‘Boy, we’ve got to do something about that’…” (Stack & Burlingham, 2013, p. 106)
Presenter
Presentation Notes
The Great Game of Business, Expanded and Updated: The Only Sensible Way to Run a Company, 2013 by Jack Stack  (Author), Bo Burlingham
Motivate the elephant Highlight successes
Share success stories, tips, and peer-to- peer encouragement
People do better when they are happy, have positive views of their organization
Believe that our work is contributing to something that matters…
(Amabile & Kramer, 2011; Heath & Heath, 2010; Stack & Burlingham, 2013).
Shape the path
Provide tools: knowledge
What Domains have we Measured?
Getting to know job seekers
Searching for jobs
Survey: Multiple choice/Likert scale
Activity log on paper
Example of Survey
Facilitated/attended person centered planning
Talked to family members
Observation in non-work environment
Talked to acquaintances
Percentage of ECs performing these activities for most or all job seekers… to get to know job seekers
N= 163 Ecs in 28 states
Presenter
Presentation Notes
Note that questions can be asked referring to either a specific job seeker (see previous slide) or all job seekers (this slide)
Chart8
Talked to family members
Observation in non-work environment
2%
4
2
1%
1
1
Total
100%
161
100
Ethnicity
10%
17
10
Up to 1 year
14%
23
14
21%
34
21
20%
32
20
Less than 25% of the time
7%
11
7
12%
19
12
18%
30
18
35%
57
35
Up to 25%
Frequency
Percentageage
Up to 1 year
29
18
44
27
33
20
Up to 10 hours
1
1
3
2
139
85
During the past six months
75
48
14
9
10
6
15
10
Total
156
100
During the past six months
72
49
8
5
16
11
7
5
Total
146
100
0
Up to 5 placements
25%
25
15
15%
15
9
8%
8
5
Below $5.85
0%
43%
43
53
27%
27
33
11%
11
13
1
1
59%
158
94
59
2
1
1
1
53%
157
83
53
6
0
39%
152
59
39
3
1
34%
151
51
34
4
1
27%
154
42
27
7
0
16%
141
22
16
0
0
80%
161
128
80
0
77%
161
124
77
0
1
1
Stayed in contact with job seekers on a regular basis
88%
162
143
88
2
1
87%
159
139
87
5
0
67%
162
109
67
3
1
46%
158
72
46
7
0
39%
157
62
39
8
0
30%
161
49
30
4
1
27%
162
44
27
9
0
27%
160
43
27
10
0
26%
157
41
26
6
0
53%
158
83
53
0
51%
142
73
51
2
1
33%
150
49
33
6
0
Filled in a log to keep track of my contacts
22%
139
31
22
4
1
18%
154
27
18
0
Facilitated/attended person centered planning
59%
158
94
59
Classified ads in newspaper/internet
53%
157
83
53
39%
152
59
39
34%
151
51
34
27%
154
42
27
16%
141
22
16
Expectations in the workplaces
80%
161
128
80
77%
161
124
77
Stayed in contact with job seekers on a regular basis
88%
162
143
88
67%
162
109
67
27%
162
44
27
27%
160
43
27
Stayed in contact with employers after hiring
87%
159
139
87
46%
158
72
46
39%
157
62
39
30%
161
49
30
26%
157
41
26
51%
142
73
51
33%
150
49
33
Filled in a log to keep track of my contacts
22%
139
31
22
18%
154
27
18
53%
158
83
53
Percentage
42%
12
5
42
Most effective activities toward ensuring that job seekers succeed in their employment
Percentage
23%
17
26
na
20%
15
22
na
15%
11
17
na
11%
8
12
na
5%
3
5
na
1%
1
1
na
46%
46
53
na
8%
8
9
na
8%
8
9
na
7%
7
8
na
1%
1
1
na
7%
6
9
na
8%
8
11
na
12%
11
16
na
Staying in touch with job seekers on a regular basis after they were hired
80%
73
105
na
74%
71
106
na
12%
11
17
na
7%
7
10
na
6%
6
9
na
1%
1
1
na
37%
33
52
na
25%
22
35
na
21%
19
29
na
Filling in a log to keep track of my contacts
13%
12
18
na
Reviewed classified ads
Approached past employers
Attended business events*
Negotiated job descriptions
One-Stop Career Centers
…to search for jobs?
Survey Pros and Cons
Pros Relatively quick/easy One-time measure Allows to track several activities
Cons Self-reported Accuracy is an issue No quantitative measurements
Example of Activity Log
1%
3%
5%
5%
5%
6%
7%
9%
9%
10%
12%
28%
Coaching business personnel, checking on…
With empl/their reprs. for job…
Outreach not on behalf of a specific JS (e.g…
With case managers, Residential, referrals,…
At work sites for job exploration (6%)
Traveling with JS (e.g. to work or…
With job seekers for career planning (9%)
At JS s workplace (e.g., job coaching,…
Reviewing job ads in newspapers, internet,…
Other (12%)
Percentage of weekly hours (N=49 ECs)
Activity Log Pros and Cons
Pros More Precise (Tracks 30 minutes periods) More Objective
Cons Limited number of activities tracked Time consuming/distracting People may forget
What’s next? Daily Survey for Smart Phones
Presenter
Presentation Notes
Data are collected daily, at a random time of the day every day.
Pros and Cons
Pros More activities tracked: What, Who,
and Where and their combination Precise (30 minutes periods) Immediate Less disruptive Longer data collection (1 year)
Cons
Requires connectivity to a cellular network
Samples only 30 minutes per day
What Data Tracking Tools do CRPs use?
57%
Other
What Web-based tools are available?
set-works.com
salesforce.com
therapservices.net
Explore what others do
Questions?
Amabile, T., & Kramer, S. (2011) The progress principle: using small wins to ignite joy, engagement, and creativity at work. Cambridge, MA: Harvard Business School Publishing.
Butterworth, J., Migliore, A., Nord, D., Gelb, A. (2012). Improving the employment outcomes of job seekers with intellectual and developmental disabilities: A training and mentoring intervention for employment consultants. Journal of Rehabilitation, 78(2), 20-29.
Butterworth, J., Winsor, J., Smith, F. A., Migliore, A., Domin, D, Ciulla Timmons, J. & Hall, A.C. (2015). StateData: The national report on employment services and outcomes. Boston, MA: University of Massachusetts Boston, Institute for Community Inclusion.
Daniels AC & Bailey JS (2014) Performance Management: Changing behavior that drives organizational effectiveness (5th edition) Atlanta GA: Performance Management Publications
Drucker, P., F. (2004) The Effective Executive: The Definitive Guide to Getting the Right Things Done. New York, NY: HarperCollins Publisher Inc.
Few, F. (2006) Information Dashboard Design: The Effective Visual Communication of Data. Sebastopol, CA. O’Reilly Media Inc.
Heath, C. and Heath, D. (2010) Switch: How to Change Things When Change Is Hard. New York, NY: Broadway Books.
Luecking, R. G., Fabian, E. S., & Tilson, G. P. (2004). Working relationships: Creating careers for job seekers with disabilities through employer partnerships. Baltimore, MD: Paul H. Brookes Publishing Co.
Migliore, A., Hall, A., Butterworth, J., Winsor, J. (2010) What do employment specialists really do? A study on job development practices. Research and Practice for Persons with Severe Disabilities, 35(1-2), 15-23.
Stack, J., & Burlingham, B. (2013) The Great Game of Business, Expanded and Updated: The Only Sensible Way to Run a Company. New York, NY. Crown Business.
References
Kelly Nye-Lengerman, MSW, University of Minnesota knye@umn.edu
Jeannine Pavlak, MS, New England Business Associates jeannine.pavlak@nebaworks.com
Steve Aalto, MPA, CESP, Work Inc. Saalto@workinc.org
Funding for this presentation were through The Rehabilitation Research and Training Center on Advancing Employment for Individuals with Intellectual and Developmental Disabilities, Grant # H133B140026, National Institute on Disability, Independent Living, and Rehabilitation Research, Administration for Community Living, U.S. Department of Health and Human Services.
We would like to thank John Butterworth (University of Massachusetts Boston) and Derek Nord (University of Minnesota) for their work as team members of the research activities described in this presentation.
Increasing Organizational Accountability and Performance: Activity Tracking for Employment Consultants
Agenda
Definitions
Any good news? Yes!
Slide Number 13
Examples of What Needs to be Done
Direct the rider: Measure progress
Direct the rider: Measure progress
Direct the rider: Measure progress
Motivate the elephant
Shape the path
Example of Survey
What’s next? Daily Survey for Smart Phones
Pros and Cons
What Web-based tools are available?
Part IV