Enhancing Employment Outcomes Project

1. Enhancing Employment Outcomes Project OVRS In Service, Oregon, August, 2008

2. Challenge Maximize employment outcomes Ensure all have chance to go to work Address complex caseloads Be better with less work Deal with economic challenges

3. Solutions Construct a baseline model – simplest foundations to success What would work for most people? Two elements needed: Motivation to work Job Market penetration

4. Industry Dilemmas Assume one way to get jobs – through competency Jobs a priority but not Linear not dynamic processes Almost no knowledge on how to ensure employment motivation

5. Two Interventions Developmental – those interventions that focus on changing the client. Marketing – those interventions that focus on influencing the employer

6. Developmental Interventions Employability – what was the minimum needed to go to work Baseline below which we knew the chances of working diminished significantly and at or above which employment was generally possible MRD – motivated, reliable and dependable

7. MRD Motivated – wiling to go to work and to do the task Reliable – going to work everyday Dependable – staying on task Needed for job development confidence

8. Focus on Motivation Ensuring a motivated client Not assuming motivation without verification Can do little with out motivation How to get to tangible indicators of motivation and what they were?

9. First Motivation Intervention The Cycle of Change – DiClemente and Prochaska model outlining the stages of change. Pre-contemplation Contemplation Preparation Action Maintenance Relapse

10. Motivation Interventions Intervene to identify stages and put in place appropriate techniques Decisional Balance MET NOW RTUE Motivation secure move to marketing

11. Marketing/Selling Need MRD to do the best Can do with out but: High failure rate Staff burn out Market penetration gets harder Disabled labelled as a group JD’s test for it anyway, cost time, money and redundant

12. Job Readiness Model Intake, assessment, training, placement Assumed competency got jobs Worked for only some clients Needed to push on the employer side

13. Keys to Employment Key to jobs was employer perception of the candidate not candidate competency Employers perceived candidates via employment barrier not competency (disability not ability) Increasing competency did not make negative perception go away

14. Keys to Employment Third party representation – job development Employer needs/problem solving not candidate matches to job Timing and limiting competition

15. Selling Styles Altruism – it is good for you, the community and the candidate for you to give this person a chance Timing/Spiel – outline attributes of the service and/or candidate at the right time to get a job Needs based problem solving – find an employer need for which you can provide a solution

16. 3 Employment Elements Employability: Ability – the skills to do the task Motivation – the willingness to do the task Accessibility: Will the employer consider your application? # of jobs qualified for # of interviews you get