Job Development Marketing: Helping Students Find and Keep Great Jobs

1. Job Development & Marketing: Helping Students Find and Keep Great Jobs Postsecondary Education Research Center; TransCen, Inc. November 6, 2007 North Haven, CT

2. Amy Dwyre, M.S. adwyre@transcen.org 443.416.4078

3. Why are we here? � Role of the School Systems � Role and Choice of the Students � Role of a Job Counselor/Developer � Approaching Businesses � The Art of Networking � Customizing Opportunities � Student Independence on the Job

4. Where were we? � It�s not the job of the School System � Hire the Handicapped: Beg, Place and Pray � Social service agency�we need your help � Job Coaching � 2 for 1 � Highest Turnover Jobs � 5 F�s � Can you name them?

5. Where must we go? � Early & Equal Opportunities � True Universal Access � Increased Skill Sets � Job Retention and Career Growth � Schools and Disability Agencies Recognized as Necessary and Viable Businesses

6. How will we get there? � School Systems as a Business � Understand Today�s Job Market � Partner with Business � Partner with Applicants � Network, Network, Network � Become a consultant

7. Successful Employment Means Individually placed in a position that matches skills and interests Directly hired at a competitive wage Integrated, interesting environments Career advancement opportunities Employer commitment and involvement Customer satisfaction (employer/employee) What do we mean by the right job? � we mean successfully employed: Individually placed -One thing employers want are motivated employees that want to be there. There is nothing worse than a job you hate. Finding jobs basted on people�s hobbies or interests means they are going to be excited to go. We had an employee who cried when there was a holiday and he couldn�t go to work. Your not going to have to spend a lot of time trying to get the person out of bed and to work. Givi-When her bus was late- she was in tears, Marcel - wouldn�t play hooky to go to the baseball game Directly hired-No contracted work, no enclaves Lots of programs have job developers that go out and find as many jobs or contracts as they can- these people sometimes never even meet the job seekers. Job stuffing- How can you find jobs that are going to motivate people if you plug them into a slot that�s open. Employers who don�t directly pay don�t really care what�s going on-as long as the work gets done. They see it as the program�s responsibility. They get to know the people as � ARC�s People. Not John or Mary. Competitive wages- Marcel/He has significant CP uses a voice board/electric wheelchair, right out of high school-no previous paid jobs. The boss asked me what they should pay him. I said well we�ll do time studies and come up with a wage. His productivity turned out to be 25-30% if I was generous. I went to the boss and said $1.03. She laughed- She said if makes the effort to get here and tries hard- and doesn�t sneak out for cigarettes and run personal errands on company time- she was going to pay him minimum wage. I never again brought up subminimum wages. Integrated, interesting environments- McDonald�s is a frantic, chaotic environment- its not interesting Career advancement- who wants to be doing the same thing for five years- yet we expect people with significant disabilities to do it. Employer involvement- No involvement, no commitment. The employee doesn�t see the employer as his or her boss. Job coach is the only one they listen too. Natural supports are crucial for success. Customer satisfaction- If someone is not happy- the placement will not last. Employers must see the person as a valueable member of the team doing valuable work- If they did this because you talked them into �just to be nice- look out. If there is no real job for employee, the person�s hours will be pared down, the co-workers will grumble and the employer will finally have to let the person go. The employee knows too- Job satisfaction is important. In concentration camps, if prisoners were given real jobs to do, they would work and not try and escape- If they were made to dig a ditch and then fill it in to stay busy. They would throw themselves into electric fences.. How do we find successful placements for people with significant disabilities? What do we mean by the right job? � we mean successfully employed: Individually placed -One thing employers want are motivated employees that want to be there. There is nothing worse than a job you hate. Finding jobs basted on people�s hobbies or interests means they are going to be excited to go. We had an employee who cried when there was a holiday and he couldn�t go to work. Your not going to have to spend a lot of time trying to get the person out of bed and to work. Givi-When her bus was late- she was in tears, Marcel - wouldn�t play hooky to go to the baseball game Directly hired-No contracted work, no enclaves Lots of programs have job developers that go out and find as many jobs or contracts as they can- these people sometimes never even meet the job seekers. Job stuffing- How can you find jobs that are going to motivate people if you plug them into a slot that�s open. Employers who don�t directly pay don�t really care what�s going on-as long as the work gets done. They see it as the program�s responsibility. They get to know the people as � ARC�s People. Not John or Mary. Competitive wages- Marcel/He has significant CP uses a voice board/electric wheelchair, right out of high school-no previous paid jobs. The boss asked me what they should pay him. I said well we�ll do time studies and come up with a wage. His productivity turned out to be 25-30% if I was generous. I went to the boss and said $1.03. She laughed- She said if makes the effort to get here and tries hard- and doesn�t sneak out for cigarettes and run personal errands on company time- she was going to pay him minimum wage. I never again brought up subminimum wages. Integrated, interesting environments- McDonald�s is a frantic, chaotic environment- its not interesting Career advancement- who wants to be doing the same thing for five years- yet we expect people with significant disabilities to do it. Employer involvement- No involvement, no commitment. The employee doesn�t see the employer as his or her boss. Job coach is the only one they listen too. Natural supports are crucial for success. Customer satisfaction- If someone is not happy- the placement will not last. Employers must see the person as a valueable member of the team doing valuable work- If they did this because you talked them into �just to be nice- look out. If there is no real job for employee, the person�s hours will be pared down, the co-workers will grumble and the employer will finally have to let the person go. The employee knows too- Job satisfaction is important. In concentration camps, if prisoners were given real jobs to do, they would work and not try and escape- If they were made to dig a ditch and then fill it in to stay busy. They would throw themselves into electric fences.. How do we find successful placements for people with significant disabilities?

8. Job developers must: Find employment opportunities that match a job seeker�s interests, skills and personality Develop positions that will maximize abilities and minimize disabilities Have an in-depth understanding of both the job seeker and how a business works Offer employers something they value

9. Everyone is �Job Ready� Believe in your job seeker No prerequisites Work with current skills Look for positions based on interests and hobbies Find a position that maximizes abilities and minimizes disabilities

10. ROLE & CHOICE OF THE APPLICANT:Get to Know your Jobseekers

11. How well do you know your jobseeker? Have you spent time with your jobseeker: � �at school? � �at home? � �in the community?

12. Job seeker: Roy What the file said: Attention deficit can�t sit still can�t concentrate on tasks Limited academic skills What we said: Active guy Likes to move Likes variety Can match numbers and use site words Loves cars

13. What does your Jobseeker have to offer to Employers? � 3 Specific Skills � 3 Interests or Hobbies � 3 Positive Personality Traits Your job is to KNOW them, then SELL them!

14. Role of the Jobseeker Passive Interest=Job No resume Not involved Placed Maybe a success Back to square one Career Exploration Career Preparation Job Search Employed Career growth Independent Job Search

15. Choice for the Jobseeker:Career Dreams How do we become aware of the world outside our own immediate experience? EXPOSURE

16. Why do our students want to work? Make money Make friends Learn something Want to be helpful or productive �I�m bored� �I�m supposed to go to work�

17. Exposure Precedes Interest Exposure LEADS to Interest Interest FUELS Motivation Motivation LEADS to Action

18. What are Employers Looking for in Students? � Understanding work v. �street� � Motivation and good attitude � Basic skills � Reliability � Appropriate dress and behavior

19. How Do You Start? The MUST ANSWER Question� Who are you and what do you do? � You are at a networking event � Write a 2-3 sentence answer

20. Employers Want to Know Why do you want to work here? Employee�s interest, motivation What can you do for my company? The business benefits are: Spend less money Make more money Improve efficiency/productivity Improve customer relations Why do you want to work here? IF YOU KNOW YOUR JOBSEEKER-this is the easy one. Show the employer that your applicant is a motivated employee who is interested in what their company is doing and is dying to work for them. Save you money -are they paying people $30,000/year to stuff mailings? file? Or collate information packets? Improve efficiency, productivity or employee morale -could these $30,000/year employees be making better use of their time? Are there log jams that can be cleared with a little extra clerical support? Who has the messiest in-boxes? Who has to stay overtime to get all the little things done? Are people having to work weekends? Employees are happier and more productive if they are working on tasks that match their interests and skill levels. Earn more money- Are there ways to improve a company�s outreach or customer service? Can a position be created that will generate income by improving the company�s ability to reach more clients/customers and respond to their needs? Why do you want to work here? IF YOU KNOW YOUR JOBSEEKER-this is the easy one. Show the employer that your applicant is a motivated employee who is interested in what their company is doing and is dying to work for them. Save you money -are they paying people $30,000/year to stuff mailings? file? Or collate information packets? Improve efficiency, productivity or employee morale -could these $30,000/year employees be making better use of their time? Are there log jams that can be cleared with a little extra clerical support? Who has the messiest in-boxes? Who has to stay overtime to get all the little things done? Are people having to work weekends? Employees are happier and more productive if they are working on tasks that match their interests and skill levels. Earn more money- Are there ways to improve a company�s outreach or customer service? Can a position be created that will generate income by improving the company�s ability to reach more clients/customers and respond to their needs?

21. Use BUSINESS LANGUAGE! � Avoid Rehab Jargon � Understand Industry � Use Industry Jargon � Research Companies

22. Rehab/School to Business: Translator Mobility training On the Job Evaluations Transportation training (teach to ride the bus�) Performance Evaluation

23. Rehab/School to Business: Translator Job Placement/ Placing people Assist people with... finding jobs, becoming employed, being hired Assist companies with... recruiting, hiring, staffing

24. Rehab/School to Business: Translator Working interview Job Modification Assistive Devices Job Carving Skill demonstration Job Accommodation Reasonable Accommodation Restructuring of a position

25. Rehab/School to Business: Translator Job Coaching Social integration Integrated work environment Post hire service Social/Holiday Events Opportunity to work as a team member

26. Rehab/School to Business: Translator Job coaching Job counseling Job modification Job intervention Site visits Fading Follow-up Services Consultation as needed

27. The Art of Networking � Majority of jobs are NEVER advertised � Filled through word of mouth-a.k.a. Networking!

28. What is Marketing? � Any activity that informs a target group or individual that: � You EXIST, and � The QUALITY of your products and services is worthwhile

29. What is Marketing? �An attitude which clearly appreciates and understands that all success stems from satisfying someone else�

30. Most Common Marketing Mistake HELP WANTED: Company looking for individual with significant cognitive impairment with extensive history of behavior problems. Supportive co-workers. Call for an application.

31. Two Levels of Marketing

32. Marketing Strategy Know what employers want and expect

33. Marketing Strategy Professionalize all Print Materials and Letters

34. Marketing Strategy

35. Sell your services: Features to Benefits AGENCY FEATURES Employment Specialist Applicant Screening Training & Consultation Applicants BENEFITS FOR EMPLOYERS Single point of contact Recruitment assistance Provide follow-up Pre-screened applicants Reduce recruitment costs Customized response to Human Resource needs Educating employers in managing a diverse workforce Providing an expanded labor pool

36. Cover Letters and Resumes Approach businesses in a business fashion Cover letters Short and sweet (3-4 paragraphs) Addressed to a specific person Solutions and/or person�s interest and relevant skills Resumes The �5-second� rule- relevant information only Tailored for each employer Do not overstate experience or skills

37. Employment Proposals: How can you get employers involved? Mock interviews Employer mentoring Job Trial/Shadowing Internship Conduct a class Assessment site Part-time employment Training opportunities

38. Working Relationships and Marketing� Evolve over time

39. Customer Service

40. Customer Service

41. Customer Service

42. Customer Service

43. Customer Service

44. Customer Service

45. What is Customized Employment? Negotiating a specific job position that meets the needs, interests and skills of a student AND matches the specific needs and business opportunities of an employer

46. What are the steps? Get to know your student very well Get to know a business very well Take a tour and ask questions Recognize areas of need Develop a Task List Job description specific to that business� needs AND students skills and interests Negotiate the position Proposal Letter

47. Developing Task Lists To develop a task list: Tour the company (or a similar business) Read current job descriptions Look at how the company is organized Find someone in the industry to provide information and proof your list Let�s take a look at a couple of businesses and how we solved some of their staffing issues and found gainful employment for our jobseekers.Let�s take a look at a couple of businesses and how we solved some of their staffing issues and found gainful employment for our jobseekers.

48. Purpose of a Task List Gets the employer thinking Highlights employer�s needs and student�s skills Uses employer�s jargon and organizational terms to show you understand their industry Solves the employers needs Gives employers a product to share with upper management

49. Tryn Just completed high school Loves theater, takes voice lessons Participated in Youth Theater and Dreams of being a actress Limited clerical experience while in school

50. American Conservatory Theater ACT�s staffing issues and concerns: Seasonal fluctuations Nonprofit (perpetually broke) Small departments Used temps for admin. needs

51. The Task List The employer�s needs translated into these tasks: Tryn floats between departments seasonally Collates new hire info packets and files employee information Processes marketing mailings and enters new subscriber or donor information into databases Photocopies and binds scripts for Conservatory Enters customer satisfaction survey results Invoices costume rentals Ushers for matinee shows

52. Addressing Employer Concerns

53. Addressing Employer Concerns

54. Addressing Employer Concerns

55. Addressing Employer Concerns

56. Addressing Employer Concerns

57. What is a �Job Coach?� As a job coach, what are your main goals?

58. What does an effective �Consultant� do? Conduct an inventory of internal expertise Assess organizational needs Communicate new ideas or clarify old ones Facilitate decision-making and planning Demonstrate new techniques Instruct clients in new techniques Enable clients to do for themselves Follow-up after the service

59. Who are your �Clients?� Student Employer: Includes managers, direct supervisors, the secretary, daily co-workers Family members Colleagues

60. Changes in Supported Employment in the last decade Natural Supports Self-determination and choice Customer empowerment Serving people with more severe disabilities Multicultural issues Collaboration Community On-the-Job Training

61. Changes in Business in the last decade Diversified and multicultural Cross-training Temporary services Downsizing/Rightsizing Employee empowerment Emphasis on work teams Mentoring programs In-house education/retraining

62. What is a �Natural Support?� A definition of �natural supports� is: Examples of a �natural support:�

63. Job Coach Model vs. Consultant Model Focus on person with a disability Disability provider provides support Disability provider as change agent Job coach conducts job analysis Job coach trains employees Job coach teaches work skills Job coach teaches social skills Job coach provides ongoing support Job coach retrains for job changes Focus on person in environment Work environment provides support Employer as change agent Consultant, employee, and employer analyze job Consultant trains employer Employer teaches work skills Employer teaches social skills Consultant provides on-going consultation Employer retrains