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CGET Training: Assessment and Intake Strategies

CGET Training: Assessment and Intake Strategies. Pat Tucker ptucker@ahpnet.com (312) 376-1871 NVTAC@ahpnet.com jrio@ahpnet.com. Logistics. Asking questions during the webinar All participant phone lines are muted You’ll be unable to ask questions by phone

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CGET Training: Assessment and Intake Strategies

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  1. CGET Training:Assessment and Intake Strategies Pat Tucker ptucker@ahpnet.com (312) 376-1871 NVTAC@ahpnet.com jrio@ahpnet.com

  2. Logistics • Asking questions during the webinar • All participant phone lines are muted • You’ll be unable to ask questions by phone • Please type your question in the on screen chat box • There will be two opportunities during the webinar to ask questions • Post webinar survey • Michael Holzer, TA Program Assistant (NCHV), mholzer@nchv.org

  3. Asking Questions During the Training Submit questions in the chat box on the webinar E-mail questions to Michael Holzer at mholzer@nchv.org Submit questions through the post-training survey

  4. Major Tasks of the TA Centers Patricia Tucker, MA, MBA Senior Program Manager Advocates for Human Potential, Inc. 1021 W. Adams Street, Suite 303 Chicago, IL 60607 (773) 655-6059 (Mobile) (312) 376-1871 (Direct) (312) 376-0596 (Fax) ptucker@ahpnet.com www.ahpnet.com

  5. What is Required in the SGA: Assessment & Intake Assessment and Intake (0 to 10 points) Individual veteran assessment: • Describe veterans’ skills and knowledge gaps • Identify and address the barriers to employment Determine each individual’s abilities, interests, needs, talents, etc. • Participant’s willingness to enter employment following the receipt of services

  6. Individual Veteran Assessment • Identifies occupational preferences • Type of work • Work setting • Work days & times • Soft Skills • Punctuality • Getting along • Following directions • Problem solving • Basic reading/math • Occupational Skills • Accommodations required

  7. Documenting the Assessment • Applicants should describe their documentation • An initial screening for eligibility • Veteran Status • Homeless Status • Job Readiness/Preparation for Employment • An intake form for veterans enrolling in HVRP • Progress or Case Notes

  8. Specific Tools • My Next Movehttp://www.mynextmove.org/vets/ • O*NET Interest Profiler • TABE Test • Self-Directed Search (SDS)

  9. Resource Assessment & Coordination • Assess need for support services to overcome barriers to employment • People - who might support the veteran to succeed • Places – are training facilities accessible, available? • Things – does the veteran need tools, transportation? • Resources – job training, legal services, housing? • What will applicant do to insure access to and utilization of needed resources?

  10. Concurrent Enrollment • As part of intake determine… • Enrolled in another HVRP? • Enrolled in SSVF? • Enrolled in mental health treatment • Enrolled in CWT? • HUD-VASH? • GPD? • Others?

  11. What is Required in the SGA: Intake • How does the veteran enter the program? • Intake workers • Service flow chart • Setting individual goals based on assessment • Engaging the veteran in HVRP and Services • Assign HVRP staff worker • Welcoming environment • Women veterans • OEF/OIF veterans

  12. Design and Implementation • Maximize long-term success • Focus on identifying and addressing barriers • Assess Veteran’s abilities, interests, needs and barriers to employment

  13. Referrals • Must make appropriate referrals to overcome barriers to employment such as • Physical Rehabilitation • Drug and/or alcohol treatment • Mental Health Services • Housing

  14. Intake/ Enrollment • Describe assessment of the Veteran’s skills and knowledge gaps • Services to fill gaps may include • Career training • Soft Skills training • Aptitude testing • Counseling • Referrals

  15. Assessments • Cultural Competence • Understanding of military culture • Promote Safety • Deal with basic needs • Staff are consistent, predictable and respectful • Must be “trauma Informed” • Must understand how trauma impacts Veterans

  16. Assessments • Support Veteran Control, Choice and Autonomy • Build up Competencies • Keep Veterans well informed of options • Outline clear expectations • Provide opportunities for Veterans to make decisions • Encourage Vets to create personal goals

  17. Assessments • Screen all Veterans for history of Sexual harassment and assault • Ensure confidentiality • Approach with compassion and sensitivity • Avoid words such as rape and sexual harrassment

  18. Collaboration and Coordination Refer and track services to the following • VA • Veteran Service Org. • SSVF Facilitate Communication

  19. Questions

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