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“Everything should be made as simple as possible, but not simpler” A. Einstein

“Everything should be made as simple as possible, but not simpler” A. Einstein. A very brief guide to the principles of customized employment. 5 Principles. Personal Discovery: Get to know the person in his or her environment

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“Everything should be made as simple as possible, but not simpler” A. Einstein

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  1. “Everything should be made as simple as possible, but not simpler”A. Einstein A very brief guide to the principles of customized employment

  2. 5 Principles • Personal Discovery: Get to know the person in his or her environment • Public Discovery: Get to understand his or her relationship to people and community • General Employment Discovery: Uncover employment preferences and current tasks. Not specific jobs, but general employment categories. • Explore and synthesize • Connect and take action

  3. Explore and Synthesis • With the employment seeker, begin listing community employers offering jobs that match some of the person’s potential • Sell task proficiency and employment “fit” • Develop targeted business relationships for the person • As partners, explore business needs

  4. Create a Dynamic Environment • Plan actions for maximum exposure to the community and targeted employers • Build Social Capital • Create expectations • Recruit supports

  5. Natural Progression

  6. Elemental Principles • 1)  Provides a comprehensive, functional and clear identification of the individual's employment related strengths, interests and abilities that may be difficult to see by fully answering the question "who is this person." • 2)  Clearly identifies each person's challenges and offers strategies to minimize their effects • 3)  Identifies and utilizes natural a variety of resources including natural supports to help ensure successful employment

  7. Elemental Principles • 4)  Utilizes a powerful team-based wrap around approach to identify and maximize a variety of resources • 5)  Helps identify specific employers and positions based on the individual while also identifying unmet businesses needs the individual can fill • Sean O’Brien DVR Alaska

  8. The Discovery Staging Record • Purpose: • To organize and build capacity • To specify activities, persons accountable, and timelines • To frame observations • To help conduct community activities, build alliances, and establish priorities

  9. Discovery • 1. Introduction to the person, getting a team together, consultants/experts/providers involved • 2. Home and neighborhood exploration and evaluation, including: transportation resources, local employers and businesses, hobbies, talents/skills/chores, etc. • 3. Others to be interviewed, and what’s learned from each, including school people, former school friends, rehab people, etc. • 4. Check life/skill patterns • 5. Request benefits info…basic or indepth

  10. Discovery Visits • 1. 5 places to observe activities and gather soft and hard skills info • 2. Take pics • 3. Use “Ideal Conditions of Employment”

  11. Vocational Themes • 1. 1 or more team meetings to review info gathered and come up with three general vocational themes • 2. Summary of supports for each • 3. Environments and activities to be avoided

  12. Vocational Themes • 4. Places and skills that need more exploration • 5. Where/when for this exploration? • 6. Follow up team assignments • 7. Detail emerging themes

  13. Vocational Themes • 8. ID 3 places where people with similar themes/skills, etc., work • 9. Select 2 places and arrange Info interviews, report to team • 10. New interests revealed/strengthened? What was observed?

  14. Vocational Profile • 1. Summarize discovery findings, including • a. Interest, talents and skills observed, best ecological fit, best learning mode/method, etc. • b. Ideal conditions

  15. Vocational Profile • c. “Off the job” supports, including recreation..who might provide? • d. How will the person stay in contact w/ friends, family members, etc. Who will ensure? • e. Transportation • f. Ideal work schedule

  16. Job/Business Development Plan • A. “Lists of 20” • 1. All three themes have 20 places of employment to be investigated by the person and her team members(not necessarily just the provider) • 2. All are informational interviewed

  17. Job/Business Development Plan • F. Complete and report on informational interviews and possible job offers to team • 1. Discuss any job offers and make decision based on all relevant factors listed in earlier sections

  18. Job Negotiation (typical or self-employment) • 1. Best employment situation defined and implemented • 2. Equipment purchased/instruction, if needed • 3. Business plan and business initiation • 4. On-site/on-task supports, if necessary(limited use)

  19. Exercise #1 • Choose an employment candidate between the ages of 16 and 26 • Meet the person and his or her support group at a place of the person’s choosing (if possible not an office) • Discuss options in the customized development process

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