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F.O.C.U.S. on my Abilities!

F.O.C.U.S. on my Abilities!. Keith P. Wiedenkeller, SPHR Senior Vice President & Chief People Officer AMC Entertainment Inc. About AMC. Founded 1920 $2.7 Billion in revenue 350 locations / 5100 screens 19,000 Associates - Two Main “Cohorts” Field Corporate. About AMC. Core Purpose:

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F.O.C.U.S. on my Abilities!

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  1. F.O.C.U.S. on my Abilities! Keith P. Wiedenkeller, SPHR Senior Vice President & Chief People Officer AMC Entertainment Inc.

  2. About AMC • Founded 1920 • $2.7 Billion in revenue • 350 locations / 5100 screens • 19,000 Associates - Two Main “Cohorts” • Field • Corporate

  3. About AMC • Core Purpose: • We Make Smile Happen • Guiding Principles: • Leadership • Ownership • Service • Innovation & Diversity

  4. Furthering • Opportunities • Cultivating • Untapped • Strengths A program designed to equip AMC with the tools and knowledge to be intentional in employing associates with disabilities.

  5. Background • Partnership with Autism Society • Sensory Friendly films • Develop workplace program for employment within AMC theatres for individuals on the autism spectrum • Equal work / equal pay

  6. The “Business Case” • An Opportunity • One in five Americans has a disability • 26 million with disabilities are of working age • 90% estimated unemployment rate • One in every 100 children are born with Autism • Good business • 92% of Americans view companies that hire people with disabilities more favorably than those that do not • People with disabilities and their network represent $1 trillion dollars of annual buying power

  7. Potential Obstacles • Misconceptions about: • Accommodations • Productivity • Attendance • Morale impact • Slippery slope • Sourcing qualified candidates • Previous experiences

  8. Objectives • Go beyond compliance to doing the right thing • Create a level playing field • Provide access to integrated employment • MUST be able to replicate • Universal design

  9. Team • AMC • Recruitment • Diversity • Theatre personnel • Subject Matter Experts

  10. Community Partners • Autism Society • Indiana University • Ziggurat Group • Kansas Instructional Support Network • Blue Valley School District

  11. Theatre Survey: Managers’ Experiences • Barriers • Successes

  12. Expectations • Same standards for all associates • Must be able to effectively interact with guests and fellow associates • Job coach fades after 30-45 days • Associate to work up to full potential (same expectation for all associates)

  13. Recruitment • Applicant Tracking System - web based • Legally compliant • Vendor helpdesk assistance • On-line assessment • All candidates must take assessment • Standard candidate scoring not definitive • Corporate HR involvement • Moves candidate through hiring process to allow for extended interview to take place

  14. Interview Process • General Manager is the direct contact and owns FOCUS program at the theatre level • Travelling Interview developed • Provides exposure to all areas of the theatre/working environment • Points out sensory/physical environment concerns (bright lights, slick floors, hot/cold areas, etc.) • Allows for candidate self de-selection during interview

  15. Role of Job Coach • Job Coach was cited as #1 concern of field management • Job Coach Requirements developed • 100% compliance expected

  16. Job Coach Requirements

  17. Onboarding • Email offer letter sent to candidate • Policies and Procedures • Federal, state and local forms and/or regulations • Paperwork completed electronically • Caregiver involvement

  18. Theatre Training & Communication • Modified training schedule • Job Coach involvement • Expectation to progress to higher volume periods • Integrated with other associates • Flexible communication tactics • Scheduled touch points • 60 day trial period • Manager training

  19. Accommodations • Maps or illustrations • Auditorium layouts • Specialized formats for commonly used reports • Allows for individualization of “where and when” • Performance schedule • Employee schedule • Cue cards • Reinforce processes and procedures at key positions/ locations/ stations • How to make popcorn… • Remember to…

  20. Results • Gone from 1 to 70 theatres actively participating in less than a year • Approximately 200 “official” participants • Attention/interest increasing weekly

  21. From our associates: Honor Feedback Personal Drive Make Guest Connections Ability Contributes Consistent Outstanding Scores

  22. From the families: Believing Opportunity Exceeded Expectations Self-Confidence One Year Anniversary Meaningful Grateful

  23. What did we learn? • Find the RIGHT partner • Job Coach key • Education • Be flexible; question paradigms • Easier than you’d think • Cheaper than you’d think • More upside than you’d think

  24. “In any moment of decision, the best thing you can do is the right thing; the next best thing is the wrong thing; and the worst thing you can do is nothing at all” -- Teddy Roosevelt

  25. Questions?

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