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Griffin&Hammis+Associates+LLC++2011+ Page+1 Updated 9-14-2011
Discovery Staging Record Cover Sheet
Date:
Counselor:
Provider information:
Jobseeker:
The following cumulative DSR Discovery Staging Record is for Dates of Service from
to
. This time was spent identifying information recorded in Stage(s)
. Billable Hours
Authorization Code(s)
Stage One: Home & Neighborhood Observations
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Discovery Staging Record Instructions: This form is used to stage, structure, capture and record the major events of Discovery. The recorder(s) should pay particular attention to how the tasks are typically performed, any accommodations, technology, supports, or specialized training strategies that should be employed. Handwritten discovery notes should be used in the field during the discovery activity with information summarized here. NOTE: The DSR is a flexible document, changing as situations change. Feel free to update it when needed, but be sure to insert any new/updated information into the form fields WITHOUT overwriting or erasing the original information you entered. That way the DSR will keep a record of the original activities and in chronological order, the newest changes. Here is how to insert: return to the beginning of the section where the new information will be added. Place the curser above the existing information and type in the new date followed by the newest discovery information. The old information should stay in place. A quality DSR has more verbs than adjectives. It describes the development and observations of activities.
Name:
Date started
Date completed:
Family Contacts:
Phone
-
ext.
E-mail:
Person(s) completing Discovery Record:
Additional Contact Information:
Team Members and Responsibilities:
Consultants/Experts to Contact:
Comments/Considerations:
Stage One: Home & Neighborhood Observation This section includes “relevant” information not only from interviews and conversations but from your observations.
Who wil l ensure this s tage i s completed?
By what date?
Preliminary step: review records, files, assessments to establish current issues, cautions, training, etc., that may be of relevance:
Initial Interviews: Begin with the individual’s home and/or family home (if residing there).
Date:
Recap of Information (attach field notes, pictures):
Stage One: Home & Neighborhood Observations
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Observations of home, bedroom, property, belongings that seem relevant:
Specific chores & tasks performed at home:
Hobbies, Sports, Collections, Interests noticed during home visit:
Family/friend/community activities individual engages in and regularity:
Neighborhood Mapping (resources, employers, transportation options, neighbors of interest, activities, civic engagement):
Talents, interests, skills, and tasks observable/revealed:
Activities, situations, & locations that need to be avoided:
Stage Two: Others to be Interviewed
1. Name:
Relationship/role:
Person responsible:
By this date:
Date accomplished
What was learned?
2. Name:
Relationship/role:
Person responsible:
By this date:
Date accomplished
What was learned?
3. Name:
Relationship/role:
Person responsible:
By this date:
Date accomplished
What was learned?
4. Name:
Relationship/role:
Person responsible:
By this date:
Date accomplished
What was learned?
5. Name:
Relationship/role:
Person responsible:
By this date:
Date accomplished
What was learned?
Stage Two: Others to be Interviewed
Griffin&Hammis+Associates+LLC++2011+ Page+4 Updated 9-10-2011
6. Name:
Relationship/role:
Person responsible:
By this date:
Date accomplished
What was learned?
7. Name:
Relationship/role:
Person responsible:
By this date:
Date accomplished
What was learned?
8. Name:
Relationship/role:
Person responsible:
By this date:
Date accomplished
What was learned?
9. Name:
Relationship/role:
Person responsible:
By this date:
Date accomplished
What was learned?
10. Name:
Relationship/role:
Person responsible:
By this date:
Date accomplished
What was learned?
11. Name:
Relationship/role:
Person responsible:
By this date:
Date accomplished
What was learned?
12. Name:
Relationship/role:
Person responsible:
By this date:
Date accomplished
What was learned?
Patterns Emerging: (Tasks, Interests, Talents & Skills):
Stage Two: Others to be Interviewed
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Request Benefits Planning Query (BPQY) from SSA: Date Requested:
Information Learned:
PASS Potential (or other Work Incentives to investigate):
Stage Two: Discovery Visits Identify five places where this individual can be observed in activities that give context to their Interests, Talents & Skills – TAKE PHOTOS.
1.
Person responsible:
By this date:
Date accomplished
2.
Person responsible:
By this date:
Date accomplished
3.
Person responsible:
By this date:
Date accomplished
4.
Person responsible:
By this date:
Date accomplished
5.
Person responsible:
By this date:
Date accomplished
Observations Note your observations for each location, date, the specific tasks engaged in, and specific supports needed:
1. Location:
Date:
Tasks:
Supports Needed:
2. Location:
Date:
Tasks:
Supports Needed:
3. Location:
Date:
Tasks:
Supports Needed:
Stage Two: Discovery Visits
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4. Location:
Date:
Tasks:
Supports Needed:
5. Location:
Date:
Tasks:
Supports Needed:
6. Location:
Date:
Tasks:
Supports Needed:
7. Location:
Date:
Tasks:
Supports Needed:
8. Location:
Date:
Tasks:
Supports Needed:
9. Location:
Date:
Tasks:
Supports Needed:
10. Location:
Date:
Tasks:
Supports Needed:
Summary of supports needed during these activities (be specific):
What environments & activities need to be avoided and why?
What places, skills and activities need more exploration?
Where/when will this exploration occur?
Who is responsible?
Report on follow-up exploration (Report each follow up activity with the date and descriptive narrative. Include what was learned, who participated, and the name of the person responsible for the activity):
Stage Three: Vocational Themes
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Stage Three: Vocational Themes (not job descriptions or business ideas)
Emerging themes that meld Tasks, Interests, Talents, and Skills: 1.
2.
3.
Identify 3 places for each theme where people with similar themes work:
Theme 1: 1.
2.
3.
Theme 2: 1.
2.
3.
Theme 3: 1.
2.
3.
Select 2 places and arrange informational interviews. 1.
Person responsible:
By this date:
Date accomplished
2.
Person responsible:
By this date:
Date accomplished
Interview dates and notes:
1.
2.
3.
Which themes seem strongest?
New interests/talents revealed?
Stage Three: Vocational Themes
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Arrange further informational interviews and/or short (up to ½ a day) work experiences at the following places:
1. Location:
Person responsible:
By this date:
Date accomplished
Observations:
2. Location:
Person responsible:
By this date:
Date accomplished
Observations:
3. Location:
Person responsible:
By this date:
Date accomplished
Observations:
4. Location:
Person responsible:
By this date:
Date accomplished
Observations:
5. Location:
Person responsible:
By this date:
Date accomplished
Observations:
6. Location:
Person responsible:
By this date:
Date accomplished
Observations:
7. Location:
Person responsible:
By this date:
Date accomplished
Observations:
Stage Three: Vocational Profile Summarize findings from Discovery and include the following in your description.
1. Interests, Talents, Skills, Tasks as observed; best ecological fit; best learning mode/methodology; places/situations to avoid; personal resources (benefits, family support, savings, transportation); most endearing/engaging qualities; exploitable skills:
Stage Three: Vocational Profile
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2. Ideal Conditions of Employment::
3. What “off the job” support will be needed and who will provide?
4. How will this person stay in contact with their friends, and who will ensure this?
5. How will this person get to and from work?
6. What is this person’s ideal work schedule (days and hours) and why?
Stage Four: Job/Business Development Plan
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Stage Four: Job/Business Development Plan List of Twenty Places where people with similar Vocational Themes Work:
Note: Create representational portfolios, picture books, resumes, and other tools for job development as needed. Person responsible:
By what date:
Date completed:
Describe the job development tool (attach or submit with this DSR):
Theme 1:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
Theme 2:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
Theme 3:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
Stage Four: Informational Interview
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Stage Four: Informational Interview Utilizing information gained during Discovery and summarized in this DSR, select 3 or 4 businesses from the list above and arrange Informational Interviews for job development
1. Business Name:
Person responsible:
By this Date:
Date completed:
Contact person and title:
Phone:
-
ext.
e-mail:
Notes:
Information Learned:
Follow up (what, who and by when):
Negotiation Notes: Date:
Notes:
2. Business Name:
Person responsible:
By this Date:
Date Completed:
Contact person and title:
Phone:
-
ext.
e-mail:
Notes:
Information Learned:
Follow up (what, who and by when):
Negotiation Notes: Date:
Notes:
3. Business Name:
Person responsible:
By this Date:
Date Completed:
Contact person and title:
Phone:
-
ext.
e-mail:
Notes:
Information Learned:
Follow up (what, who and by when):
Negotiation Notes: Date:
Notes:
Stage Four: Informational Interview
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4. Business Name:
Person responsible:
By this Date:
Date Completed:
Contact person and title:
Phone:
-
ext.
e-mail:
Notes:
Information Learned:
Follow up (what, who and by when):
Negotiation Notes: Date:
Notes:
5. Business Name:
Person responsible:
By this Date:
Date Completed:
Contact person and title:
Phone:
-
ext.
e-mail:
Notes:
Information Learned:
Follow up (what, who and by when):
Negotiation Notes: Date:
Notes:
6. Business Name:
Person responsible:
By this Date:
Date Completed:
Contact person and title:
Phone:
-
ext.
e-mail:
Notes:
Information Learned:
Follow up (what, who and by when):
Negotiation Notes: Date:
Notes:
7. Business Name:
Person responsible:
By this Date:
Date Completed:
Contact person and title:
Phone:
-
ext.
e-mail:
Notes:
Stage Four: Informational Interview
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Information Learned:
Follow up (what, who and by when):
Negotiation Notes: Date:
Notes:
Final Approvals
Griffin&Hammis+Associates+LLC++2011+ Page+14 Updated 9-10-2011
DSR Final Approvals
NOTE: From this point forward you will continue to use the format described in Stage 4 to report all job development activities for wage employment. For self-employment or business-within-a-business you will report through narrative case notes, submission of a business plan, and any negotiations for documenting job development.
DSR Final Approvals Signatures in this section are done when the jobseeker and others decide this DSR answers the question “Who is this person?”, and all Team members agree to the direction of the plan.
Participant Signature: Date:
Conservator/Care Provider Signature: Date:
Vocational Specialist Signature: Date:
Voc Manager Signature: Date:
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Linking Discovery and Customized Employment
Ohio Employment First Conference
Patty Cassidy, M.Ed. Senior Associate Griffin-Hammis Associates, LLC
What we will cover:
Review of Customized Employment Strategies, Techniques,
and Outcomes, (Focus on Discovery):
Steps and Stages of Discovering Personal Genius
Designing Discovery Activities That Illuminates Skills, not
Just Interests
Developing The 3 Vocational Themes
Conducting Informational Interviews
From Discovery to Job Development: The Lists of 20
What is Customized Employment?
Stands of the Shoulders of Supported Employment
Not a Service or Program
. . . It is an Approach
Not Group-Based
Not Labor Market-Driven
Not looking for that “Dream Job”
Not Vocational Evaluation & Testing
Not Interest Inventories
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What is Customized Employment?
Customized employment means individualizing the employment relationship between employees and employers in ways that meet the needs of both.
-- The United States Department of Labor, Office of Disability and Employment Policy
What is Customized Employment?
Especially effective for Individuals with High or Complex Support Needs
Applicable to anyone, with any disability (or without) seeking employment
Circumvents the Comparison of Applicants made in Competitive Hiring
Relies on natural relationships, supports, training
What is Customized Employment?
o Individualization required: must be one person at a time
o Requires negotiation of job duties and/or employer expectations
o Employment development is determined by the individual, not openings or market demand
o Identifies the Ideal Conditions of Employment using Discovery
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“ May include employment developed through job carving, self-employment or entrepreneurial initiatives, or other job development or restructuring strategies that result in job responsibilities being customized and individually negotiated to fit the needs of individuals with a disability.”
Federal Register, June 26, 2002, Vol. 67. No. 123 pp 43154 -43149)
What is Customized Employment?
What are not Customized Employment practices:
• Vocational Assessments, Interest Inventories,
• Paper and Pencil Tests
• Resume Writing
• Filling Out Applications
• Interview Skills Training
• Group Employment
• Market-Based Job Development
“Placement” Services
Guiding Values
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Problems with Traditional Approaches
o Starts with employment demand, and reacts to labor market;
o Makes allowances for congregate or group employment options;
o Selects the most skilled applicants, leaving behind those with more complex lives.
Thanks to Janet Stevely
An Economic Development Approach
o Creating win/win employment opportunities;
o Many job seekers with disabilities can capture resources from various sources (VR, PASS, IDAs);
o Employers hire people when its good business (i.e., producing profit);
o Using resources to help businesses generate profit produces employment opportunities.
Customized Employment
o Paid, competitive work
o Integrated settings
o On-going Support
o Based on the principle of zero exclusion
o Based on principle of partial participation
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Customized Employment
o Starts with Discovery where multiple employment directions, vocational interests and skills are revealed and can guide job creation (not just wage jobs).
o Focuses on that one person;
o Commensurate wages only;
o Recognizes other potential outcomes/strategies (e.g., self employment, resource ownership, business within a business)
Possible Customized Employment Outcomes:
Wage Employment: • Job Carving • Job Creation
Resource Ownership Microenterprise / Self Employment Business-within-a-Business
Griffin-Hammis Associates, LLC
Stories
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Effective Discovery Practices That Work:
Discovering Personal Genius
ICEBERGS: PEOPLE AND JOBS
Discovering Personal Genius: Going Where the Career Makes Sense
Discovery begins with the premise that everyone can work. Discovery is the basis of employment planning and development. Exploration to learn:
More about person, and More about community
Discovery Directs All Planning
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• Individualization required: must be one person at a time
• Requires negotiation of job duties and/or employer expectations
• Employment development is determined by the individual, not openings or market demand
Discovery Directs All Job Development
Discovering Personal Genius (DPG) is one form of Discovery process promoted by Griffin-Hammis and Associates.
DPG is an active and robust series of activities, observations, and clarifications in getting to know a job seeker with disabilities.
Discovering Personal Genius: Going Where the Career Makes Sense
Use Discovery, Not the “Dream Job” …
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1. Home&&&Neighborhood&Visits&(Smooth'Listening)'
2. Interviewing&Others&
3. Discovery&AcDviDes:&Skill&&&Task&ObservaDon&in&
MulDple&Environments&
4. InformaDonal&Interviews&used&in&DPG&
5. “Divining”&the&VocaDonal&Themes&
6. Discovery&Staging&Record&(DSR)&or&Voc&Profile:&&
7. Career&Plan&Development&with&the&Lists&of&20&
Stages of Discovery
Process: What do we do???
• Seven basic phases, recorded on DPG
• 20-65 hours
• 4-8 weeks
• Formulate descriptive paragraphs
• Answers the basic question: “Who is this
individual?”
• 3 Solid Vocational Themes
Discovering Personal Genius: Going Where the Career Makes Sense
• Discovery&is&a&structured&Process&
• We&are¬&here&to&ask&“What&job&or&business&would&be&best?”&
• The&more&folks&involved,&the&more&diversity&of&acDviDes&&&locaDons&
• The&more&acDviDes&&&locaDons,&the&more&diversity&of&thought&
• The&best&way&to&get&a&great&idea&is&to&get&lots&of&ideas&
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DPG/Discovery
Foundation for all customized outcomes Starts from premise that ALL can work Answers question of what work will be
best not if work is possible Exploration to learn:
1. More about person, and 2. More about community
An Information Gathering Process
Answers the questions:
Who is this person?
What are the ideal conditions for employment?
What themes will drive the job development?
Griffin-Hammis Associates, LLC
DPG: Stage One
The Home Visit Observation of tasks and activities Neighborhood exploration Interviews with family, friends, staff… people
who know the person well Financial review (for resource planning)
Griffin-Hammis Associates, LLC
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Interests
Important in terms of linking to motivation Ultimately person must be “interested” and like
what they do (other factors influence) Initial identification frequently general and
somewhat universal Pizza, animals, shopping
May not involve underlying skills set
Skills
Overt … Covert Tasks, hobbies, chores
By choice vs. assigned/required/negotiated Activities at home and in community
Making models vs. watching tv Going to movies vs. helping out at Bingo
A skill is a skill! Emergent vs. expert
# 1 The Home Visit
Engage individual and their family with an introductory phone all and a letter explaining with basic talking points that:
o Discovery is about employment;
o Please invite others (siblings, relatives, neighbors, if desired by the individual);
o Interested in hearing family recommendations, connections, schedules/routines, concerns, impact of earnings.
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The Home Visit, cont.
o Typically no more than 2 team members;
o Keep not taking to a minimum – record information afterward;
o Practice smooth listening (vs. smooth talking!);
o Plan on 1-2 hours for the initial visit with a scheduled follow-up to observe activities and explore neighborhood;
o Evenings and weekends typically best.
Smooth Listening vs. Smooth Talking
o Listener is in control!
o Use silence, let people continue talking;
o Use open-ended questions (“Tell me about yourself …”
What and How to Learn?
o Who is this person right now?
o Typical skills and talents they exhibit (find out when to observe).
o Motivational interests, people and activities.
o Where the individual spends time and money (bedroom visit?)
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What do you wish to learn, cont.
o Family employment and community connections (where people work, specialized skills and interests they have, friends and family who might be helpful.)
o Daily routines and chores that detail skills, talents, and interests;
o Supports needed to perform routines and chores (who assists?)
What do you wish to learn, cont.
o Methods the family and others use to teach new skills;
o Friends and neighbor engagement that may provide information;
o Determine if there’s a typical day and what that includes;
o Determine what occupies the individual’s time (favorite pastimes, activities, people, places)
Synthesizing the Conversation
o Everything is not learned on the first visit;
o Setting expectations and gathering clues for the DPG is the goal
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John’s Story about Eric
Discovering Personal Genius: Going Where the Career Makes Sense
Discovery&should&lead&to&a&solid&Profile&that&captures&the&essence&&of&the&individual:&
• What&Works&&&What&Doesn’t&
• Best&Sebngs;&Support&Needs;&Talents&
• What&Home&is&like;&DemonstraDons&&of&chores&&&hobby&tasks,&revealed&Interests,&&the&impact&of&disability….&
• What&other&things&we&need&to&observe&or&&invesDgate&both&formally&&&informally&
When & Where you are In Flow When & Where your support needs are highest The people who know you best Interests & Tasks that engage you Resident and Emerging Skills How you learn new Skills Where best to observe these Skills & Tasks being
performed
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#3 Discovery Activities: Heart of Discovery Visits and Activities
o Schedule activities that reveal skills and talents;
o Schedule further interviews with people mentioned during home visit;
o Find “evidence” of a person’s interests, not just they said so – what do they DO;
o Describe what happens during activities; what further activities are needed to discern Three Vocational Themes;
o Frame actions to determine ideal conditions of employment.
Observe Tasks and Activities the Illuminate!
o Within and outside usual or familiar environments
o Discovery digs deeper!
o Goal is to observe skill while meeting people who know about the area of interest and who are people “outside” the usual settings!
o Combines interests, skills, talents, tasks … not just based on an expressed interest!
Discovery Activities
Discovery Activities Confirm & Investigate Skills & Tasks
Many can be done around the home or community
An Activity is ACTIVE. The person must be Engaged; A Picture can likely be Taken (Take pics for the Portfolio!)
For Work Trials Use Non-Profits instead of For-Profits if possible…
Try an Activity or two in unfamiliar locations; performing unfamiliar (but related) tasks…
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Discovery Activities
Activities should emerge naturally out of what was learned in Stages 1 and 2
Not an arbitrary, external goal Stage 1 and Two: Identify skills/talents Stage 2: Explore and learn more about
these skill sets
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BILL
• Lives in a group home • Staff knows him well, but mostly through the services they offer at home • His interests include:
1. Professional Wrestling 2. Playing music on CD, radio 3. Gadgets, like flashlights, all-in-one tools, clip on mini-lamps, mini voice recorders
• Brainstorm activities where you might observe Bill; • Identify nine creative activities to explore those interests. • Make sure you identify activities that Bill can actively participate in. • Make sure to identify some activities �outside of the usual�
Cary Griffin, on DPG
“… there is no answer, just a series of clues that help you understand who the person is today (and not who they will be or who they were).”
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# 4 INFORMATIONAL INTERVIEWS: Going Where the Career Makes Sense
. Visiting others who have the same interests is often a valuable step in collecting possible career information.
We use Informational Interviews in 2 ways:
1. To Identify & Refine Vocational Themes 2. To “inform” Job Development
Informational Interviews: Going Where the Career Makes Sense
• Info&Interviews&should&happen&with&a&Manager,&Owner,&Key&Person&• Avoid&HR&• Small&Businesses&–&Avoid&Big&Box&Stores&• Look&for&OpportuniDes&to&Help&the&Business&• Look&for&Tasks&that&Match&the&Individual&• Look&for&Skills&that&Match&the&Individual&• Look&for&Resource&Ownership&&&Small&Business&OpDons'
Informational Interviews:
Not Job Development! You are seeking information and advice! You are open to any and all information
that will help you and the team confirm Vocational Themes!
Be prepared and practice questions and Smooth Listening!
Listen for ALL Customized Employment Ideas for the Job Seeker!
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Informational Interviews:
A conversation about careers, skills, tasks, business, future, needs, competition, etc.
What questions would you ask to begin the conversation?
Divining Vocational Themes
Themes are NOT Job Descriptions Themes are Big and Hold Many, Many
Jobs Themes Open up the Possibilities in even
the Smallest Communities
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Divining Vocational Themes
Why Three? One isn’t Enough. If we have Two and Throw one Out, we’re back to One….
Themes are Imprecise but provide Guidance for DPG activities & career development
Themes are Not The Sum Total of Skills, Tasks, Attributes, or Interests…but they make the Theme Stronger
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Name Those Job Titles
A person likes Dogs A person enjoys Music A person is interested in Cars A person likes working on the Janitor Crew The person is regularly seen studying a
basic math workbook
How many jobs can we think of?
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Name Those Places Where the Theme Makes Sense
Theme: Animals Theme: Entertainment or Music Theme: Transportation Theme: Cleanliness Theme: Mathematics How many places can we think of? Mix a Person’s Themes and What do you Get?
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Vocational Themes
Emergent initially…info interviews to confirm
3 themes required for every job-seeker 1 not enough Need 3 so you can lose 1 and still have 2
Not “the answer” but provide guidance Encompass skills, tasks, attributes,
interests
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The Documentation: The DSR or Vocational Profile
Answers: Who is this person? Belongs to the Job Seeker. Frames positive information that
leads to employment success. Does not leave out or disregard
disability or difficulties, but are framed in terms of need for support.
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The Documentation: The DSR or Vocational Profile
Include pictures if possible showing people “doing”
Shared with entire team throughout the process for confirmation
Captures all that is necessary
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The transition from DPG to Job Development
Discovering Personal Genius
Formal Job Development
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Final&VocaDonal&Themes&FormulaDon&InformaDonal&Interviews…&
&
(Work&Trials&
Unsolicited&Employment&Offers…&
# 7 The Lists of 20 (60)
Bridges the gap between Discovery and Job Development
Provides variety of businesses where “the Career Makes Sense”.
Is a blue print for the Job Developer/Employment Specialist.
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Traditional Labor Market Approach
Job developers/coaches work to find jobs for full caseload of people with disabilities (20+)
• When job opening is found, pool of applicants with disabilities are assessed to identify the most capable & qualified for the job
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Traditional Labor Market Approach
• Individuals with the most significant disability and complex support needs are most often: • “Passed over” for the job opening
• Forced to wait for other job openings (and hope that their skills and abilities are a match)
• At risk of being considered “difficult to place or too severe for community employment” (especially if passed over for jobs multiple times)
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Customized Approach
Job developer gets to know one person at a time through Discovery and identifies: Interests, skills, talents, & conditions of
employment
3 Vocational Themes
Job developer generates the Lists of 20 businesses “where the work makes sense” for people with these themes
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Customized Approach
Job developer accesses social capital to schedule informational interviews with businesses on the Lists of 20 Lists
Informational interviews reveal potential work tasks that may match the job seekers skills and conditions of employment
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Customized Approach
• When a possibility emerges, the job developer: • Completes a job analysis of work tasks that match
the job seekers skills
• Approaches employer to discuss employment options from a win-win perspective, and
• Negotiates specific job duties with the employer
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CE Negotiation
Negotiation is the essential key to Customized Employment - - employment is a negotiated fit between the business needs and the skills, abilities and conditions of employment of an individual job seeker.
If it’s not negotiated… it’s not customized
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Labor vs. Customized
Labor Market: One Job, Many Candidates
Customized: One Candidate, Many Jobs
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Customized Job Development: Considerations
Griffin-Hammis Associates
The Hidden job Market Demands that:
We avoid Big Sign Syndrome We Stop Retail Job Development in Both Senses… We Get to Know our Communities We Recognize that there’s a Lot of Commerce even
in the Smallest Communities We Create Opportunities thru Economic
Development We quit going where Every Other Job Developer
Goes!
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Informational Interviews:
Brief interviews OR short (1/2 day) work experiences
Opportunity to learn more about business, industry, environment
Provide hands-on experience with new tasks related to areas of interest
Allow connections to emerge
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Why Informational Interviews?
Helps refine themes Reveals skills and tasks found in
workplaces Reveals Conditions of Employment Warm up to Job Development Keeps you thinking in different ways
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2 Uses for Informational Interviews
1. To identify & refine vocational themes 2. To “inform” job development
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Keys to Success
Interview should happen with a manager, owner, or key person
• Avoid HR • Don’t ask for a Tour or that’s what you’ll get • Get Seat Time, and then a Tour
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Looking for…
• Opportunities to Help the Business • Company Culture • Tasks that Match the Individual • Skills that Match the Individual • Resource Ownership & Small Business
Options • Learning about industry… meeting
people… identifying other key businesses/contacts
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The transition from DPG to Job Development
Discovering Personal Genius
Formal Job Development
GriffiniHammis&Associates&
Final&VocaDonal&Themes&FormulaDon&InformaDonal&Interviews…&
&
(Work&Trials&
Unsolicited&Employment&Offers…&
Don’t Forget…
Employers are always hiring Filling out applications and going through
interviews is NOT customized Employment Customized Employment relies on
mutually beneficial negotiation Artisanal businesses are abundant and
undercapitalized
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Potential Value-Adds
Creating an opportunity for the job-seeker:
Saves the company money
Helps to make money
Increases efficiency
Adds an additional revenue or profit stream
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Points for Negotiation
Tasks needing to be done Tasks job-seeker could perform Equipment or tools that could be contributed Hours of employment Pay Production Accommodations
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Job Carving Considerations
Partial Participation Intersecting tasks (from job analyses) Worksite Inventories: Examples from
Botanical Gardens, Welding Shop, et al Getting Beyond the Job Description Carving based on skills and tasks… not
simply “non-preferred” duties
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Job Carving Proposal
1. Identify possible tasks 2. Describe why these tasks “match” job-seeker 3. Highlight how this will benefit the business 4. ASK! 5. Describe benefits to business again 6. Explain your role to support business & job-
seeker
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Resource Ownership Proposal
1. Identify need described by employer 2. Describe resource job-seeker could contribute 3. Describe tasks to be done utilizing the
resource 4. Highlight how these will benefit the business 5. ASK! 6. Describe benefits again 7. Discuss your role
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Questions??? Comments???
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Thank you!
Patty Cassidy Senior Associate Griffin-Hammis Associates, LLC [email protected] 502-681-4881