p resented by information session autism at work
TRANSCRIPT
PRESENTED BY
Information Session Autism at Work
Expandability provides business solutions
Executive DirectorExpandability
Expandability Staffing, Recruitment ManagerAutism at Work, Job Coach
We have been providing services to businesses and the community for more than 40 years
Staffing Services Assistive Technology Workplace Consulting
Autism at Work
What impedes employers from hiring People with Disabilities?
Do not have a connection with resources to pipeline a qualified candidate pool.
Systems that do not identify the candidates and get them to the hiring managers.
Fear and misconceptions about needing to spend money to accommodate.
Candidates do not get past GO or through the interview process.
Other candidate(s) are selected because they have an “in” or are the favored candidate.
Some people have gaps in their employment.
FEAR not. We know of programs that work…Autism at Work thru Expandability
Candidate Criteria
Candidate Criteria - must be a high functioning DOR consumer with autism spectrum disorder that is interested in working in full-time employment.
Education or Professional Experience – should have computer science, IT, software programming, or business experience with a college degree. Levels of hiring have been from entry-level senior level.
Meet background and pre-employment qualifications - pass criminal background check (no felony convictions), no drug use/abuse, and ability to work a full day, full week.
Where is the Talent Coming From?
Department of Rehabilitation Parents who have heard of the
Autism at Work program Interested job seekers who have
contacted SAP and Specialisterne Colleges and Universities
(UC Berkeley, UC Santa Barbara, SJSU, Cal Poly, WorkAbility IV, etc.)
Candidates themselves Community Partners – EvoLibri,
AASCEND, Specialist Guild, etc. Word-of-mouth
Screening process conducted Expandability
Every candidate is phone screened to discuss their interest and match for the program
Attend Info-Session at Expandability Review all Pre-Requisite
Documentation◦ Applications◦ Releases (Employment References, Verification
of Disability, Consent to speak with DOR, CBO, Parents, Medical)
◦ Referral forms◦ Demographic data◦ Individual Service Plan
Employment references are made prior to referring to SAP or other company(s)
Timeline of Autism at Work Training
One Week Training Social Skills1. Introduction to the Autism at Work program 2. Roles and responsibilities within a company3. Modes of communication 4. Sexual harassment 5. Appropriate relationships in the workplace 6. Introduction to life skills management 7. Stress management 8. Benefits and perks in a company 9. Business etiquette and communication in the workplace (manners and cues, lunchtime at work, preparing for work) 10. Accommodations and advocacy 11. Interviewing skills, behavioral interviewing techniques, and mock interviews 12. Job searches and cover letters with submittals to potential openings and interviews
Three to Five Week Training Legos Mindstorm/Agile-Scrum MethodologyTraining is facilitated onsite at a company or at Expandability, Monday thru Friday, up to 25 full work days. Colleagues use the Legos Mindstorm kits to build robots, program the robots, research information, create presentation materials, collaborate with team members, present before company members, utilize project management methodologies such as SCRUM, take on roles and responsibilities within the project team, analyze information, have working interviews with potential hiring managers, learn about the work culture and integrate into a global company with business expectations.
Some colleagues are assigned to a company work team and are given practical projects to work on for approximately 2 weeks.
Hire and Retention Process
DOR/Expandability assists HR and managers with WOTC paperwork if needed prior to hiring
Expandability assists with the onboarding process, completion of the application and necessary steps before the first day of work
All new hires are supported with 40 hours job coaching provided by Expandability and paid by DOR during their first 90 days of employment as a new-hire.
If the new hire needs additional support after the 90 days, DOR may approve additional PVSA until the consumer is confident in their new position and the manager sees improvement in the consumer’s performance
Employers
Autism at Work MethodologySocial Skills
Technical TrainingSCRUM/Agile
Legos Mindstorms
Expandability
Trained Specialists
Corporate Planning Pre-selection Screening Candidate Selection Programmatic Assessment
& Training Job Skill Development Workplace Transition Retention Employment & Life
Coaching Career Path Development
The Autism at Work Corporate Model
Autism at Work Partnerships as of November 2015
Great Success with Autism at Work Program
In 2014, SAP launched Autism at Work at Palo Alto site and Expandability was selected by DOR to be the trainer and provider of job coaching services.
In the first round, 7 out of 9 trained were hired into Quality Assurance, Developer, and Technical Writer positions. Pay ranged from $45,000 - $85,000.
In February 2015, Success Factors and Ariba participated in the program. Additional hires were made from the cohort and today 10 additional hires have been made.
Job titles have expanded to include Product Manager, Network Engineering, Business Analysts, User Interface Experience, and other Project Management roles.
September/October, Expandability responded to a call out by Microsoft to source talent for jobs in Redmond, Washington for development and coding positions. Out of 3 potential candidates, one was selected to go further. The other 2 have pending job offers at SAP and a new company located in San Francisco. That same SF company is interested in 3 of the recent graduates of the cohort.
November, 2015, new colleague started at SAP. More pipelining and offers are in process for the newly trained colleagues.
Total employed as of November 2015 is: 19
How a company can implement Autism at Work
1. Let Expandability lead you through the process
2. Locate hiring managers interested in making hires
3. Job types in STEM are a perfect match for college graduates; entry level or experienced workers
4. Expandability recruits, screens, and vets the candidates specifically for the positions that you need filled
4. Start small with a pilot, get buy-in, receive accolades, and successes before executing big plans
5. Training conducted at Expandability is paid by vocational rehabilitation and includes up to six (6) weeks of training and 90 days job coaching after the hire is made.
6. Company managers interview talent and make decisions on hiring of talent
Together we can turn up the dial….
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Maria [email protected] 278-2001
Priscilla [email protected] 278-2003
Thank you for the opportunity to share what we do at Expandability