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CUSTOMIZING EMPLOYMENT and ENTREPRENEURSHIP GARY SHAHEEN, MPA NATIONAL VETERANS TA CENTER BURTON BLATT INSTITUTE AT SYRA

PROMOTING Person-Centered Job and Career Options for People with Disabilities involved in Criminal Justice Systems Orlando, FL, 2011. CUSTOMIZING EMPLOYMENT and ENTREPRENEURSHIP GARY SHAHEEN, MPA NATIONAL VETERANS TA CENTER BURTON BLATT INSTITUTE AT SYRACUSE UNIVERSITY GESHAHEE@SYR.EDU.

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CUSTOMIZING EMPLOYMENT and ENTREPRENEURSHIP GARY SHAHEEN, MPA NATIONAL VETERANS TA CENTER BURTON BLATT INSTITUTE AT SYRA

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  1. PROMOTING Person-Centered Job and Career Options for People with Disabilities involved in Criminal Justice Systems Orlando, FL, 2011 CUSTOMIZING EMPLOYMENT and ENTREPRENEURSHIPGARY SHAHEEN, MPANATIONAL VETERANS TA CENTERBURTON BLATT INSTITUTE AT SYRACUSE UNIVERSITYGESHAHEE@SYR.EDU

  2. HELP WANTED Company looking for previously incarcerated homeless veteran. Extensive history of hospitalization and drug abuse required. Delusional behavior OK. Supportive co-workers. Call for an application.

  3. THE THREE FACES OF EMPLOYMENT Labor Market Job Development (Traditional): Responding to the needs of employers with applicants who are “qualified” to meet those general needs in wage-paying jobs. Customized Job Development (Individualized):Discovering the “strengths, needs and interests” of applicants and negotiating a job description that meets both the applicant’s and employer’s specific needs in wage paying jobs. Entrepreneurship: Discovering the “strengths, needs and interests” of prospective entrepreneurs and assisting them to develop their own businesses

  4. Summary of the Customized Employment Process Discovery of the person Employment Plan resulting in potential jobs that match personal criteria or self-employment Form individual support teams with roles defined for job search and sustainability or business development Research & exploration to develop job and career goals Integrate benefits planning and asset accumulation Integrate diversion, re-entry counseling and partnerships Partnerships with employers to use CE placement options/business development organizations for self-employment Employment/self-employment timetable Plan for sustainability supports-peer, natural, professional

  5. Why Discovery ?MG&A Marc Gold and Associates • Information on an individual is often disjointed, different people have different parts of the “puzzle.” • Help people identify those in their lives who know them best • Begin the process of building and re-building supportive relationships • Complexity is like a fog, obscuring the best of who people are. • Discovery shows us the impact of life complexity on work. • When we discover rather than presume and diagnose, a useful description of a person starts to emerge. • Discovery shows possibilities and leads to things a person is motivated to do rather than to fears, negativity and deficits.

  6. Example: Discovery Awareness ‘Map’ Life History Experiences Dreams Skills Strengths Gifts Supports What Works What Doesn’t Possible Resources for Support & Accommodations Possible Job or Business Options Plan Next Steps Gather Info Decide

  7. CHALLENGING VIEWS AND ASSUMPTIONS • John was an officer in the 82nd Airborne. • What skills did you need to be successful as an officer? • I support hiring people with disabilities generally but work accommodations hurt my bottom line • How can job carving, negotiating, part-time and flexible work help your bottom-line?” • John can’t keep a job because he has trouble with co-workers • What types of work assignments would make a better fit?” • John spent time in jail so what can he do for me? • What skills does he have that make him the best possible job candidate?

  8. LABOR MARKET JOB DEVELOPMENTMARC GOLD AND ASSOCIATES Potential Employers Applicants Job Developer In Labor Market Job Development, Job Developers meet with both applicants and numerous employers in the community to determine their needs.

  9. Job Developers meet with potential employers in the community to determine their needs and interest in hiring someone with a disability Marc Gold and Associates Potential Employers Job Developer Targeted Employer .

  10. Labor Market Job DevelopmentMarc Gold and Associates Applicants Job Developer The Job Developer then considers each applicant in relation to the demands of the employer.

  11. Labor Market Job DevelopmentMarc Gold and Associates Matching to employer needs results in an inevitable sorting out of the applicants. Those with more skills and less complexity rise to the top. Those with less skills and more complexity are considered last.

  12. Labor Market SuccessMarc Gold and Associates New Employee The other applicants must keep looking, hoping for a good fit and to be chosen.

  13. Limitations of Labor Market approachesMarc Gold and Associates Even after concerted effort, our friend with significant challenges is not selected. He is told that he didn’t quite fit any of the job descriptions due to a variety of reasons.

  14. Customized Job DevelopmentMarc Gold and Associates Pool of Potential Applicants Potential Employers Applicant of Concern Job Developer In Customized Job Development, Job Developers gets to know one applicant at a time through discoverybefore meeting with potential employers in the community.

  15. Discovery allows us to determine who the applicant is, their complexities as well as their potential contributions to employers.Marc Gold & Associates Education Responsibilities Hobbies Complexities Interest Areas Discovery Process Skills Transportation Challenges

  16. Customized Job DevelopmentMarc Gold and Associates The Applicant’s Conditions, Interests and Contributions are identified through a Customized Planning Process as well as a Task List. The Job Developer then meets with specific employers in an effort to negotiate a customized job description. From a list of potential employers identified during the Customized Plan.

  17. Customized Job DevelopmentMarc Gold and Associates Customized Employment is successful when there is a negotiated fit between the applicant’s “strengths, needs and interests” and the “specific needs of an employer”.

  18. A 3 year Onondaga County led initiative funded by the US Department of Labor Office of Disability Employment Policy managed by SU Burton Blatt Institute with partners Whitman School of Management and others • Purpose: test and evaluate models that help people with disabilities become self-employed • 3 year project goal: 150 people receive training & approx. 30 start their own businesses • http://bbi.syr.edu/startupny/

  19. Economic Self-Sufficiency StrategyStart-UP NY/“Inclusive Entrepreneurship” • Start-UP Self-Employment Business Planning • Develop a viable business plan • Develop viable financial plan • Address personal income goals • Develop peer supports • Leverage New Resources • Individual Development Accounts • WIA training resources • Transportation vouchers • Micro-enterprise loans • State Vocational Rehab grants Economic Self-Sufficiency • Financial Literacy and Asset Development • Manage personal finances • EITC, Child care, other tax credits • Skills for saving, investing, asset accumulation • Tax prep resources • Work Incentives Planning • PASS • SSI/SSDI work incentives • PESS • HUD income disregards • Ongoing benefits planning

  20. EXAMPLE: ENTREPRENEURSHIP WORKSHEET “TRANSFERABLE SKILLS”GRIFFIN-HAMMIS ASSOCIATES

  21. EXAMPLE: ENTREPRENEURSHIP WORKSHEET SKILLS AND NEEDED SUPPORTS GRIFFIN-HAMMIS ASSOCIATES

  22. EXAMPLE: ENTREPRENEURSHIP WORKSHEET SKILLS AND NEEDED SUPPORTS GRIFFIN-HAMMIS ASSOCIATES

  23. Impact: 4 Year Outcomes • 220 people enrolled/received business training • 60 businesses operated • Financial Literacy Classes • Benefits Planning Assistance • 61 IDA enrollees through Credit Union with foundation matching $$ • Inclusive Entrepreneurship Course at Whitman through Kauffman Grant • Inclusion of entrepreneurship in NYS MIG • StartUP #2 with Hunter College and Columbia SBDC -12 enrolled since 6/10 • Expansion to 4 other counties-2011 • “Simply Speaking” SBDC Manual for counselors

  24. TIPS: GET AN EARLY START ON EMPLOYMENT BEFORE RELEASE (IVTP COP CALL 6-27-11) • Work with inmate and parole/probation officers: • Keep track of release dates • Talk with prisoners personally and develop a status sheet to update with release, court dates, contact numbers and answers to questions like these and to share with P/P staff: • Are you at risk of homelessness?, • What are the conditions of parole affecting employment? • How does the terms of conviction affect your choice of jobs? • What employment resources do you know /need to know about in your community of release? • What other supports (alcohol/drug abuse, mental health, etc.) do you need/are available in your community of release? • Get list from Department of Corrections to anticipate potential clients • Build a reputation of trust with inmates before they are released. You may be the only person they can rely on, and if they know you're committed to helping them, they will come to you as soon as they are out.

  25. Recognizing and Addressing Obstacles that Can Affect Sustainability • Obstacles that affect success can include: • Family circumstances (like change in marital status, having a child, etc) • Impact of disability • Change in living situation • Medication effects • Re-engaging in risky behavior • Re-engaging with problematic friendships • Change in financial situation • Tools: Identify and use a support team • Others that have started their own businesses or are working • Employment counselors, co-workers, business and financial mentors to provide advice and support

  26. WHAT IS THE ADVANTAGE OF CE FOR EMPLOYERS? Employers often prefer hiring part-time, skilled and dependable staff to reduce burden rate Employer is part of the process from the beginning Job seeker has an in-place support team to help when needed to adjust to the job/sustain employment Hiring ‘off the street’ can be more costly Employers recognizing the value of a diverse workplace Vets transitioning from homelessness have rich skills and experiences that CE has helped discover to create the best job match

  27. Exercise: ID and Rate the partners! Make a list to include, but not be limited to: State disability services agencies Public Defender’s Office Probation/Parole Homeless outreach/shelters Business development Business counseling Consumer advocates Financial institutions Who else??? Who are your partners? Are they: Already on board, Needed but not yet on board What do/can they provide?

  28. Keys to Employment Program Success • Belief • Passion • Motivation • Skills • Resources • Plans • Support • Resilience • Creativity =EQUALS:

  29. …The same characteristics that we can see in the people we work with if we take the time. Good Luck!

  30. RESOURCES AND CONTACTS National Veterans Technical Assistance Center: http://bbi.syr.edu/nvtac/index.htm Re-entry and NVTAC: Stephan Haimowitz, sjhaimow@law.syr.edu Customized Employment and Entrepreneurship: Gary Shaheen, geshahee@syr.edu

  31. FLORIDA PATHWAYS TO CUSTOMIZED EMPLOYMENT & SELF-EMPLOYMENT Beth Keeton, M.S. Griffin-Hammis Associates, LLC

  32. KEYS TO CUSTOMIZED EMPLOYMENT Griffin-Hammis Associates Discovery is an ACTIVE process! Builds upon strengths, skills, & interests Ensures that all support needs are met Requires a team approach Utilizes & expands upon existing networks Begins with broad based exploration based on vocational themes Involves getting to know both the job seeker & community businesses in fundamentally different ways

  33. VOCATIONAL THEMES Griffin-Hammis Associates Key: DO NOT JUMP TO JOB! As Discovery reveals skill sets and interests, broader themes emerge Goal is to identify 2-3 vocational themes at the completion of Discovery Next step: brainstorm 20 businesses or industries for each theme Use community connections & networking to schedule informational interviews & get “behind the scenes”

  34. Griffin-Hammis Associates

  35. OUTCOMES OF CUSTOMIZED EMPLOYMENT Griffin-Hammis Associates Wage Employment Self-Employment Resource Ownership

  36. HAROLD Griffin-Hammis Associates

  37. ANDY Griffin-Hammis Associates

  38. FLORIDA RESOURCES: DISCOVERY Griffin-Hammis Associates • FL Developmental Disabilities Council • New project offering training on Discovery • RFP for Customized Employment in rural areas • RFP for Employment First initiative • Agency for Persons with Disabilities • Discovery is targeted part of job development process • New provider training includes Discovery

  39. FLORIDA RESOURCES: DISCOVERY Griffin-Hammis Associates • FL Division of Vocational Rehabilitation • Discovery is paid benchmark in supported employment & self-employment services • Provider Self-employment Certification training includes dedicated focus on Discovery • FL DOE • Numerous school districts running pilot projects focusing on Discovery for transitioning youth

  40. FL DVR: ELIGIBILITY Griffin-Hammis Associates • Contact local office to apply (online application available) • Eligibility determined within 60 days • SSI/SSDI recipients “presumed” eligible • Order of Selection invoked • “Most in need” must be served first • If eligible, counselor assigned and Individual Plan for Emploment (IPE) developed • Financial participation may be required

  41. FL DVR: SERVICES Griffin-Hammis Associates • Medical and Psychological Assessment • Vocational Evaluation and Planning • Career Counseling and Guidance • Work Experience While in High School • Training and Education After High School • Job-Site Assessment and Accommodations • Job Placement • Job Coaching • On-the-Job Training • Supported Employment • Assistive Technology and Devices • Time-Limited Medical and/or Psychological Treatment

  42. FL RESOURCES: SELF-EMPLOYMENT Griffin-Hammis Associates • FL DVR: Certified Business & Technical Assistance Program (CBTAC) • Statewide initiative to increase SE outcomes • Provider certification • Supports for all components of business planning & development available to potential entrepreneurs • Funding available for business start-up • No background or credit restrictions

  43. FL CBTAC SAMPLE BUSINESSES Griffin-Hammis Associates Customized, bamboo fly-rod production Used mattress recycling Day spa & massage therapy Vending machines Virtual secretary/Medicaid billing

  44. VA VOCATIONAL REHABILITATION & EMPLOYMENT: 5 TRACKS Griffin-Hammis Associates M28, Part IV, Subpart iv, Chapter 4 http://www.warms.vba.va.gov/M28.html Reemployment Rapid Access to Employment Self-Employment Employment through Long Term Services Independent Living Services

  45. VR&E: TYPES OF SE SUPPORT Griffin-Hammis Associates

  46. ADDITIONAL FUNDING & SUPPORTS Griffin-Hammis Associates • SSA Plan for Achieving Self-Support (PASS) • Potential funding source for those who meet SSI eligibility criteria AND have another source of income • SSDI, VA D-Comp/Pension, earned income, etc. • Income that is set aside in approved account & used for work goal is essentially matched by SSA • Discovery, SE, job development/coaching, resource ownership all are viable PASS expenditures

  47. FL ONE-STOP CENTERS • Employment services & resources available • Specialized services & supports for individuals with disabilities • ITAs: funds to support return to work • Typically used for education

  48. FL RESOURCES • FL Division of Vocational Rehabilitation • www.rehabworks.org • DVR CBTAC Vendor Application • www.rehabworks.orgvendor_apps_forms.shtml • FL Developmental Disabilities Council • www.fddc.org • Agency for Persons with Disabilities • http://apd.myflorida.com

  49. FL RESOURCES • FL One-Stops • www.floridajobs.org/onestop/onestopdir/ • FL Work Incentives Planning & Assistance • www.fmqai.com/library/attachment-library/WIPA1.pdf • Plans for Achieving Self-Support • www.passplan.org • http://www.ssa.gov/redbook/

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