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Specialized Job Development

Specialized Job Development. Presenters: Rachel Casarez~ Heidi Castillo~ Ann Sebek. Celebrity’s First Jobs. Answers: D E C G J F K L H A B M N I. SESSION OVERVIEW. Introductions The Employer Relationship Navigating the Waters Bridging the Gap .

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Specialized Job Development

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  1. Specialized Job Development Presenters:Rachel Casarez~ Heidi Castillo~ Ann Sebek

  2. Celebrity’s First Jobs • Answers: D E C G J F K L H A B M N I

  3. SESSION OVERVIEW • Introductions • The Employer Relationship • Navigating the Waters • Bridging the Gap

  4. EMPLOYERRELATIONSHIP... Ask yourself these 2 questions: What do businesses think about when they think of your organization? Which word or phrase do you want businesses to associate with your program?

  5. Where to begin… • Company Research • Name of company • Number of employees • Types of jobs (relevant to your caseload) • Who is the “Yes!” person in this sale? • What is the company culture? • Possible pitch- which of your value-added services might this company be interested in?

  6. Overcoming Barriers • Determine if that company has a “Community Liaison” • Set up “Company Tour” with either HR or the Regional Manager • While on the “Tour” INVESTIGATE, INVESTIGATE, INVESTIGATE! • Obvious company information • Not so obvious company & personal information

  7. BREAK OUT ACTIVITY #1… • Based on the scenarios given to your group write up an Employment Action Plan including the following information: • Appropriate Employment Positions • Potential Business Sites • Supports Needed

  8. NAVIGATING THE WATERS… Value & Benefits Human Resource Services Program Options Job Carving/ Customized Employment

  9. Value and Benefit • Cost Per Hire http://blog.hirevelocity.com/2010/01/a-new-way-to-look-at-cost-per-hire/ January 2010 by Byron West

  10. Values & Benefits Con’t • Average interviews before hiring: 2-3 (time, time, time) • Average time for manager: 40 hrs (40 x $ 15= $600) • Average Tax Incentives ($2,400-$8,500) TOTAL SAVINGS= $5,700 Not including OJT $ and Job Coaching

  11. Human Resource Services“Saving Time & Money” Services Advertisement * Recruitment * Pre-Screening * Application Interviewing * Facilities Testing Separation Services * • Market Fees: $6,000 • Your Program Fees: $0 Information taken from “Let’s Talk Business: Serving Business Needs” by Rick Record

  12. Additional Offerings

  13. Customized Job Development… • What did you learn from the “Tour”? • Written Employment Proposal (Samples from Denise Bissonnette~ The Art of Creating Opportunity) www.diversityworld.com

  14. BREAK OUT ACTIVITY #2 • Based on the same scenarios given to your group: • How would you approach potential employers? • Roleplay: Introduction Selling points of program and participant • How would you follow-up?

  15. BRIDGING THE GAP #1… • Tools of the Trade/Social Media and Looking for Jobs: • Consider encouraging the usage of LinkedIn for older/more mature clients. • Craigslist • Twitter • Facebook

  16. TechnologyTwitter:

  17. Simply Hired:

  18. Facebook

  19. Bridging the Gap #2… • Tools of the Trade/Working Together as a Team • Write new job opportunities on white board for easy viewing. • Keep a notebook with details of new job opportunities. • Use a Job Development report and share in with co-workers on your shared computer network drive. • Start a Job Application file drawer. • Consider using a monthly “Action Report” to keep track of all your clients.

  20. Bridging the Gap #3… • Tools of the Trade - Organization, Files and Forms: • Consider colored files for each grant. • Specialized Job Development Form • Liability Insurance Agreement • Internship Training Agreement • Corporate Agreement

  21. Business Advisory Committees… Mission: To enhance employment opportunities for individuals with disabilities • Objectives: • Represent the perspective of business and employers to PWI staff and program participants • Provide information and assessment of local occupational trends and needs • Identify competitive jobs and promotional opportunities along with the skills required for these positions • Evaluate program effectiveness • Recruit additional business participation in the program • Identify local resources appropriate to support PWI activities • Support community relations activities of the program • Recruitment: • Existing and Prospective Business Partners • Personal Contact • Emails • Letters • Referrals

  22. Corporate Job Development… • Many prospective business partners must first receive corporate approval before signing on as a Business Partner. • Acquiring corporate approval can be a lengthy process. Once established, this can open the doors to a variety of training opportunities within the corporation. As many corporations, particularly retail or food service have multiple locations in the community, the Corporate Business Partner Memorandum of Agreement was created.

  23. IN CLOSING…

  24. Rachel Casarez rachel.casarez@wuhsd.org Heidi Castillo hcastill@iusd.org Ann Sebek asebek@iusd.org

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