Individual Employment Planning

1. Individual Employment Planning The Key Tool of a Successful Program January 22, 2010

2. Individual Employment Planning Outline Tab The Key Tool of a Successful Program January 22, 2010 Thumb Tab Forward & Back Notes Tab Skip Ahead Search Tab Table of Contents On/Off Play/Pause Attachments Volume Control

3. Presenter: Joyce Welsh, MH West & Associates

4. IEP: A series of stepping stones to enable the participant to gain economic security through training for and finding a job May be modified at any time – successful programs update frequently Individual Employment Planning

5. Individual Employment Planning The Individual Employment Plan (IEP) builds on information gathered in the assessment. The more comprehensive the assessment, the better the plan!

6. Individual Employment Planning The assessment process helps you: Ask the right questions Collect the right information Provide the right guidance to help the participant create, decide upon, and implement their IEP

7. Individual Employment Planning Jointly interpret how these facts shape into a job goal. Ask: What needs will a job fulfill? What type of employment are you considering? What do you want out of a job? What type of occupation or job do you want? When do you expect to be ready to apply for the type of job you want?

8. Individual Employment Planning The IEP should be built in partnership with the participant. Responsibility forimplementing the plan belongs to the participant, not staff.

9. Individual Employment Planning What should the IEP contain?

10. Individual Employment Planning Statement of what the participant hopes to gain from the program Ways to overcome employment barriers identified in the assessment Training needs Multiple action steps to achieve job goal Initial action steps with completion dates Statement of agreement by the participant

11. Individual Employment Planning Make sure each IEPis specific enough to pass theTRUCK TEST

12. Individual Employment Planning To help with IEPs, staff need to know: Current and potential host agencies Local job market and job qualifications Available training opportunities Basic education training locations Information on available social services

13. Individual Employment Planning The IEP and training must be closely tied to needs of the local labor market to ensure… Jobs are available to trained participants Training content provides participants with skills & knowledge needed to compete for available jobs

14. Individual Employment Planning Ask yourself: How well are your host agencies preparing participants to compete for available jobs?

15. Individual Employment Planning Information sources www.melissadata.com/lookups.index.htmClick “Federal Resources”, then “Nonprofit Organizations” www.rileyguide.comAll things career development and job search

16. Individual Employment Planning Now, incorporate this data into IEPs Training or position descriptions should reflect skills to be learned at the host agency Use O*Net to lay out training plans and timing to accomplish IEP action plans www.careeronestop.org provides a good framework for IEP and host agency training plans Link to attachment:http://www.workforce3one.org/view/2001002844958928628/info

17. Individual Employment Planning Writing the IEP…

18. Individual Employment Planning The IEP is a succession of short-term plans that guide the participant’s movement through the program

19. Individual Employment Planning Write a series of specific, detailed plans for how the participant will accomplish what they must Describe each action they must take in detail Describe a measurable outcome for each action Set a deadline to accomplish each action Keep the plan short-term

20. Individual Employment Planning Begin with the first step(s) that must be taken to overcome barriers and reach the goal Incorporate several action plans – sometimes occurring simultaneously, sometimes phased in Basic education Skills training Job search

21. Individual Employment Planning Barrier and skill needs identified in the assessment should be broken down into action steps that are specific, achievable, and measurable Action steps in logical order Monitor deadlines!

22. Individual Employment Planning Each action plan must be within the participant’s reach Set participant up for success, not failure Always focus on the next logical step for the participant Do not have the participant pursue goals or steps for which they are unqualified

23. Individual Employment Planning Each action plan should helpthe participant focus on their ultimate goal. Action plans are meaningless without specific deadlines.

24. Individual Employment Planning Involve the training site supervisor in the IEP.

25. Individual Employment Planning The supervisor… Is often in the best position to “coach” the participant Provides on-the-job training Can reinforce and practice classroom training Can assist and coach in the job search

26. Individual Employment Planning Follow-up procedures are essential! Determine whether goals are achievable Reveal if additional action steps or interventions are required

27. Individual Employment Planning Elements of a good IEP form Face sheet summarizing: Job goal, including desired location and time Assessed training needs and barriers to achieving goals Proposed training plan

28. Individual Employment Planning Elements of a good IEP form Subsequent sheets covering: Individual action steps to achieve new skills, and/or eliminate personal barriers Specific, measurable completion dates Open-ended space for case notes Clear guidance for job developers

29. Individual Employment Planning Elements of a good IEP form Signature and date lines Acknowledgement statements

30. THANKS! www.workforce3one.org