strategies for high performance in integrated employment dr. debra martin luecking...
TRANSCRIPT
Catch The Wave!!!
“You are what you repeatedly do. Excellence is
not an event – it’s a habit”
Aristotle
Change the Patternif we are to catch the wave
High Performance Improvement Framework in Integrated Employment
Structure
Processes
Customers
Resources
Learning
ExpectationsPerformance
Alig
nm
ent
IMPACT
Inn
ova
tion
Customers
Skills &Growth
Processes
Resources
High Performance Strategies in
Integrated Employment •Vision
-Leadership-Strategic goals and operating policies
•Culture “shift”-Belief that “Everyone can work regardless of Disability & ---Economic Conditions”-Flexible and respect for innovation -Action- and results-bias to integrated employment
•Structure-Defined process for implementing integrated employment services -Alignment of administrative & programmatic processes-Financing and contracting methods
High Performance Strategies •Resources
-Training and technical assistance- Partner collaboration
•Customer Relations-Job seeker Career Discovery through work-based experiences-Employer and job seeker needs are dually matched and supported
•Employment performance measurement, quality assurance, and program oversight
“Coming together is a beginning,
staying together is progress, and working together is
success”
Henry Ford
High Performance in Integrated Employment
Performance Strategy:RESOURCES
Goodwill Industries of Monocacy Valley, Inc.
Performance Strategy: RESOURCES
Partner Collaboration – Collaboration with key
resource partners as needed by job seekers
Goodwill Industries of Monocacy Valley, Inc.
Goodwill Industries of Monocacy Valley, Inc.
Partner Collaboration
DDA – Leadership staff participating on multiple committees to offer input/suggestions in relation to effective practices in integrated employment Organizational Change forumEmployment First Regulation CommitteeData Collection Committee
Goodwill Industries of Monocacy Valley, Inc.
Partner Collaboration
DORSUtilizing DORS funding to pay for job
development services for DDA funded individualsParticipating in Transition Pilot/MSTC project in
Carroll County – students being exposed to work before leaving school services
Goodwill’s Case Manager is now a certified Benefits Counselor
Recently redesigned Employee Development Services (EDS) training program to focus on specific work related skills development and job search skills
Goodwill Industries of Monocacy Valley, Inc.
Partner CollaborationSchools
2012: Received grant from private foundation in Frederick County to provide career exploration services to students while still in school
29 students have completed a 5 week life skill/job readiness course, completed career assessments and have been linked to internships and/or paid employment before leaving school services
Leadership staff participates in annual Transition Fair Committee to connect with 10th, 11th 12th grade students and their families
Goodwill Industries of Monocacy Valley, Inc.
Partner CollaborationCase Management Staff
Identify individual needs of job seekers starting at intake and throughout year to link them to appropriate resources provided by other community nonprofits
Communicate with Service Coordinators and DORS counselors regularly
Communicate with individual job seekers and their families regularly
Performance Strategy: STRUCTURE
System Realignment -Realignment of administrative and
programmatic systems consistent with the new vision
Goodwill Industries of Monocacy Valley, Inc.
Goodwill Industries of Monocacy Valley, Inc.
System Realignment
2010Stopped accepting new referrals for Sheltered
Workshop program Tried to move existing and new job seekers
into community employment with existing structure
No job placements
Goodwill Industries of Monocacy Valley, Inc.
System Realignment2011
Adopted ACRE Discovery & Assessment process as pre-employment service delivery model
Created Business Developer position and hired from within the agency
Developed “Hot List” process which included the use of a Marketing Script and Positive Personal Profile
4 people placed into jobs
Goodwill Industries of Monocacy Valley, Inc.
System Realignment2012
Restructured department into teams of staff that serve all job seekers, regardless of barrier to employment
Hired new Business Developer with a business background
Began utilizing volunteer opportunities at community sites for discovery/assessment
8 people placed into 10 jobs
Goodwill Industries of Monocacy Valley, Inc.
System Realignment2013
Developing Performance Management PlanDeveloping Staff Training PlanWorking on communication structure14 people placed into 16 jobs YTD
Planned 2014Implement plansMove to Community Learning Model for
service delivery
Presented by: Laura Tieman and Kevin Walker
Organizational Change – Lessons Learned
Background
350 individuals in rural areaNo public transportation Traditional service provider3 Years ago -11 individuals in integrated
employment through “old school” system
***Meeting with Rich Luecking***
Performance Strategy: Vision
Employment Transformation3 Year Goal = 70 placements Year 1 = 15 placements Year 2 = 28 placements Year 3 = 30 placements Total = 73 placements
Current Status Fiscal Year 2013 – 2014
Goals: 30 placements (6/14) & 100 employed (12/14)
15 YTD placements
65 individuals employed
Job retention rate = 82%
Average hours worked per week = 16
Average hourly wage = $8.14
Average employment = 2 years 4 months
No more sheltered work as of December 2013!
Lesson Learned: Invest in Quality Job Development StaffRecruit and hired experienced/specialized
employment staff with sales, marketing, business experience and skills sets
Invest in training and technical assistance
Provide employment staff with the resources and capacity to effectively do their job
Performance Strategy: Structure Performance Strategy: Structure
Performance Strategy: StructurePerformance Strategy: Structure
Lesson Learned: Importance of Good Processes
•Exploration and Discovery•Staff must have positive attitude, believe the job seeker can work and fully understand the job seekers conditions to be successful•Task is not to find the dream job, it is to identify the ideal conditions of employment
•30 Day Action Planning Meetings•More involvement job seeker has in search, greater their investment in finding the ideal job match•Important to keep all team members participating in the process.
Lesson Learned: Importance of Networking75% of jobs come from referrals
People do business with people they KNOW, LIKE, & TRUST
Get involved and stay involved!
Performance Strategy: ResourcesPerformance Strategy: Resources
Performance Strategy: Cultural Shift
Lesson Learned: Training all Staff on Employment 1st
We are all career counselors!We are all responsible for supporting individuals in their
jobsEmployment is an outcome for everyone who wants to workEncourage individuals to still explore their areas of interest
if they are not yet interested in employmentContinue to have on-going discussions about employmentTrain staff on the Employment Process
Performance Strategy: Cultural Shift
Lesson Learned: Adopt a Holistic Approach
Employment is everyone’s job responsibility
Staff have vested interest and want to share in the success
Staff “on-site job supports” is determined by the individual’s employment team – who is the best person for that individual?
Performance Strategy: Cultural Shift
Lesson Learned: Staff Roles Must Change
From “Caregiver” to “Supporter” Understanding and meeting employer
expectationsFlexibility with schedules to get people to/from
work
Performance Strategy: Cultural Shift
Lesson Learned: Educate families and job seekers
Get families & job seeker’s support network involved in the job search
Connect them with other families Address fears of being victimizedDiscuss loss of benefit concernsAddress concerns of failing on the job
Performance Strategy: Customer Relations
Lesson Learned: Importance of Sharing Success Stories
Eddie – Archetype Frameless Glass
Performance Strategy: Customer Relations
Lesson Learned: Sharing Employer Perspective
Paul Webber, Owner Archetype Frameless Glass
“He's never missed a day of work and he's never been late.”
"It's a great way of getting something while giving something back at the same time.”
Performance Strategy:
Customer Relations
Lesson Learned: Recognition of Success 2 Years of Service
Performance Strategy: Vision
Lesson Learned: Importance of Leadership
• Success begins with strong leadership• Education and buy-in• Resources• Strategic Planning• Goal Setting
High Performance in Integrated Employment and Organizational
Change Lessons Learned