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iFOUR Employment ProgramiFOUR Employment Program““Increase Individual Income and IndependenceIncrease Individual Income and Independence””

HUD Webinar HUD Webinar -- Tuesday, December 7, 2010Tuesday, December 7, 2010Chicago House & Social Service AgencyChicago House & Social Service Agency

Judy Perloff, Program DirectorJudy Perloff, Program DirectorCheryl Potts, Employment Program ManagerCheryl Potts, Employment Program Manager

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Learning ObjectivesLearning Objectives

TodayToday’’s presentation will provide participants with:s presentation will provide participants with:

•• A general understanding of the need for employment services A general understanding of the need for employment services for people with HIV;for people with HIV;

•• A brief history and overview of the iFOUR employment A brief history and overview of the iFOUR employment program model;program model;

•• A summary of best practices and lessons learned throughout the A summary of best practices and lessons learned throughout the implementation of the program; andimplementation of the program; and

•• A summary of the program outcomes and success.A summary of the program outcomes and success.

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Employment Service Needs On An Employment Service Needs On An Individual LevelIndividual Level

•• Work is the single most normative activity in our Work is the single most normative activity in our society and helps us to define ourselves.society and helps us to define ourselves.

•• For people with HIV, it is all too easy for the HIV For people with HIV, it is all too easy for the HIV disease to become the single defining feature of disease to become the single defining feature of oneone’’s identity.s identity.

•• Employment gives people living with HIV a chance Employment gives people living with HIV a chance to reclaim the identities that the HIV disease has in to reclaim the identities that the HIV disease has in some ways stolen from them.some ways stolen from them.

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Employment Service Needs On An Employment Service Needs On An Individual LevelIndividual Level

•• People living with HIV/AIDS will increase their People living with HIV/AIDS will increase their independence, income, and improve their health status. independence, income, and improve their health status.

•• Research indicates that people living with HIV/AIDS Research indicates that people living with HIV/AIDS obtain emotional benefits from working and obtain emotional benefits from working and perceptions of their physical health improve when perceptions of their physical health improve when returning to work.returning to work.

•• Working increases self esteem, confidence, and, in Working increases self esteem, confidence, and, in general, leads to an overall improvement in quality of general, leads to an overall improvement in quality of life. life.

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Employment Service Needs On A Employment Service Needs On A National LevelNational Level

•• The number of people living with HIV remains steady The number of people living with HIV remains steady and is not declining: Steady rate of new infections hovers and is not declining: Steady rate of new infections hovers around 56,000 annually. around 56,000 annually.

•• Individuals with HIV/AIDS are living longer and feeling Individuals with HIV/AIDS are living longer and feeling better with advances in medications and medical care better with advances in medications and medical care ––and are not necessarily eligible for entitlement programs.and are not necessarily eligible for entitlement programs.

•• Funding for coverage of HIV services has been reduced, Funding for coverage of HIV services has been reduced, leaving us with insufficient resources to cover all those leaving us with insufficient resources to cover all those impacted by HIV/AIDS.impacted by HIV/AIDS.

•• Employment Programs emerge as a national solution to a Employment Programs emerge as a national solution to a growing national problem.growing national problem.

Start Up: How iFOUR Got Its Start

• Developed Employment Initiative Task Force that included HIV CBO leaders, private funders, and city disability advocacy organizations.

• Task Force was charged with 2 objectives: get community and client buy-in, and design employment program.

• Built employment expertise: research, employment program tours, employment consultant.

• Recognized our strengths and weaknesses: we partnered up with a locally recognized employment program for the homeless and a disability organization to help run our new employment program

Start Up: How iFOUR Got Its Start

• In 2004, we conducted focus groups with with providers and consumers to better understand providers and consumers to better understand specific employment.specific employment.

• Piloted initial program for several months in 2004 before launching city-wide in 2005.

• Developed logic model with both short term and long term goals.

• Worked with university research consultant to who collated and analyzed employment data.

• Solicited money from private and governmental funded agencies.

• Sustainability: tapped into city & federal workforce, and social security dollars.

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Mission of iFOURMission of iFOUR

•• The mission of iFOUR Employment Program is The mission of iFOUR Employment Program is to Increase Individual Income and to Increase Individual Income and Independence for people with HIV/AIDS. Independence for people with HIV/AIDS.

•• Training, career counseling, mentorship and Training, career counseling, mentorship and internship are the services provided to help internship are the services provided to help individuals achieve greater selfindividuals achieve greater self--sufficiency and sufficiency and productivity, ultimately leading to successful productivity, ultimately leading to successful employment.employment.

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Eligibility CriteriaEligibility Criteria

•• Be at least 18 years of age;Be at least 18 years of age;•• Be HIV positive; andBe HIV positive; and•• Have a desire and motivation to work.Have a desire and motivation to work.

The iFOUR employment program serves all clients who meet The iFOUR employment program serves all clients who meet these three criteria. The program does not turn individuals awaythese three criteria. The program does not turn individuals awaybased on educational background, work history, substance use based on educational background, work history, substance use (active or recovery), criminal background, etc.(active or recovery), criminal background, etc.

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Basic Program StructureBasic Program Structure

•• Modeled after evidenceModeled after evidence--based Supportive based Supportive Employment; Employment;

•• Job readiness training: Comprehensive and intensive Job readiness training: Comprehensive and intensive fourfour--week training; week training;

•• OneOne--onon--one career counseling and job placement one career counseling and job placement services with a Career Specialist;services with a Career Specialist;

•• PostPost--employment support services to ensure job employment support services to ensure job retention; andretention; and

•• Transitional jobs program/culinary training.Transitional jobs program/culinary training.

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Program StructureProgram Structure

•• Job readiness training tailored to HIVJob readiness training tailored to HIV--specific needsspecific needs–– Maintaining benefits while going back to workMaintaining benefits while going back to work–– Maintaining medication/appointment adherenceMaintaining medication/appointment adherence–– Disclosure in the workplaceDisclosure in the workplace–– Discrimination in the workplaceDiscrimination in the workplace

•• Referrals to HIV/AIDS organizations and resourcesReferrals to HIV/AIDS organizations and resources•• Staff trained in HIV/AIDS and the unique ways this Staff trained in HIV/AIDS and the unique ways this

impacts an individualimpacts an individual’’s decision to return to work s decision to return to work (social work model of employment services)(social work model of employment services)

•• Post Employment Support around challenges such as Post Employment Support around challenges such as discrimination, stigma and requesting job discrimination, stigma and requesting job accommodations in the workplaceaccommodations in the workplace

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Program StructureProgram Structure

•• Additional program detailsAdditional program details–– Resume/cover letter developmentResume/cover letter development–– Mock interviewingMock interviewing–– Transportation assistanceTransportation assistance–– Assessment of psychosocial factors that impact employmentAssessment of psychosocial factors that impact employment–– Recovery Meets Employment support groupRecovery Meets Employment support group–– Free voicemailFree voicemail–– Job ClubJob Club–– Free internet access and computer assistanceFree internet access and computer assistance–– Linkage to education and tutoringLinkage to education and tutoring–– Linkage to internshipsLinkage to internships–– Referrals to other agency and community resources Referrals to other agency and community resources

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Internship ProgramInternship Program

•• Facilitates transition back to workforceFacilitates transition back to workforce•• Opportunity to gain new skills and experience while Opportunity to gain new skills and experience while

establishing a routine of work, work history, and establishing a routine of work, work history, and employer references employer references

•• Helpful evaluation and feedbackHelpful evaluation and feedback•• ShortShort--term and partterm and part--time to continue focus on time to continue focus on

permanent opportunitiespermanent opportunities•• Has led to multiple job placementsHas led to multiple job placements

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Sweet Miss GivingSweet Miss Giving’’ss

•• Transitional Jobs Program Transitional Jobs Program •• 44--week food service training with specializations in week food service training with specializations in

production, packaging/assembly, delivery and production, packaging/assembly, delivery and retail/customer serviceretail/customer service

•• Graduates of training are placed in subsidized Graduates of training are placed in subsidized internships at the bakery for six months in the internships at the bakery for six months in the above specializationsabove specializations

•• Opportunity to gain income and transferrable skillsOpportunity to gain income and transferrable skills

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Program OutcomesProgram Outcomes

Sweet Miss GivingSweet Miss Giving’’s Program Outputss Program Outputs

•• 30 Clients graduated since September 200830 Clients graduated since September 2008•• 17 (56%) Employment Rate17 (56%) Employment Rate•• 12* (71%) 9012* (71%) 90--Day Retention RateDay Retention Rate•• 8* (47%) 68* (47%) 6--month Retention Ratemonth Retention Rate

* * One graduate recently secured employment after graduating from SOne graduate recently secured employment after graduating from SMG and getting her GED. MG and getting her GED. SheShe’’s been working for 30s been working for 30--days and we anticipate that shedays and we anticipate that she’’ll exceed the 6ll exceed the 6--month retention mark.month retention mark.

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Gaining GroundGaining Ground

•• Gaining GroundGaining Ground–– ShortShort--term (up to threeterm (up to three--year) subsidyyear) subsidy–– Mission to empower participants to attain social and Mission to empower participants to attain social and

economic selfeconomic self--sufficiencysufficiency–– Clients are dually enrolled with iFOUR employment Clients are dually enrolled with iFOUR employment

programprogram–– Staffed by two intensive case managers who meet Staffed by two intensive case managers who meet

for regular interdisciplinary team meetings with for regular interdisciplinary team meetings with iFOUR staff for ongoing case conferencingiFOUR staff for ongoing case conferencing

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Program OutcomesProgram Outcomes

Gaining Ground Program OutputsGaining Ground Program Outputs

•• 50 unduplicated heads of household served since 200750 unduplicated heads of household served since 2007•• 55% were homeless or at55% were homeless or at--risk for homelessness at risk for homelessness at

intakeintake•• 70% Employment Rate70% Employment Rate

–– 100% making hourly wages over minimum wage100% making hourly wages over minimum wage–– 80% working full time80% working full time

•• 97% housing retention rate97% housing retention rate

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iFOUR DemographicsiFOUR Demographics

•• 210 Clients Served (519 since 2005)210 Clients Served (519 since 2005)Gender

Male 76.7%Female 21.9%Transgendered 1.4%

Age

19-29 11.9%30-39 17.6%40-49 41.4%50-54 19.1%55-65 10.0%

Race/Ethnicity

African American 73.3%Caucasian 13.8%Hispanic/Latino 5.7%Multi-Racial 2.9%Asian 1.4%American Indian < 1%Other 2.4%

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iFOUR DemographicsiFOUR Demographics

•• 210 Clients Served (519 since 2005)210 Clients Served (519 since 2005)Housing Status at Intake

36%

22%

16%

14%

11% 1% Independent Housing

Assisted/Supportive Housing

Gaining Ground

Living with Family/Friends

Other Chicago House Housing

Homeless

Educational Level at Intake

9%

15%

23%31%

22% Associates/Technical Training

College Degree

High School Graduate/GED

Some College

11th grade or less

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iFOUR DemographicsiFOUR Demographics

•• 210 Clients Served (519 since 2005)210 Clients Served (519 since 2005)Barriers to Employment

39.7%

31.1%

48.3%

58.3%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

Felony Conviction MisdemeanorConviction

Addiction Hx Mental Illness Hx

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Program OutcomesProgram Outcomes

iFOUR Program OutputsiFOUR Program Outputs (FY July 1, 2009 (FY July 1, 2009 –– June 30, 2010)June 30, 2010)

•• 210 Clients Served (519 since 2005)210 Clients Served (519 since 2005)•• 107 (51%) Employment Rate107 (51%) Employment Rate•• 137 (65%) Placement Rate137 (65%) Placement Rate•• 47 (44%) 647 (44%) 6--month Retention Ratemonth Retention Rate•• $11.80 Average Wage$11.80 Average Wage•• 95% of the jobs obtained by iFOUR participants are 95% of the jobs obtained by iFOUR participants are

characterized as Competitive Employment (DOL characterized as Competitive Employment (DOL definition)definition)

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Perceptions of HealthPerceptions of Health (using the MOS(using the MOS--HIV)HIV)

After entering the iFOUR Program, participants reported improvements in HIV-related health perceptions:

• Energy & Vitality ( 1%)• Health Transitions ( 1%)• Mental Health ( 1%)• Pain ( 1%)

Program OutcomesProgram Outcomes

• Overall Health ( 5%)• Physical Functioning ( 5%)• Health Distress ( 4%)• Quality of Life ( 4%)

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Next Steps for EvaluationNext Steps for Evaluation

•• Received TA grant to work with Public/Private Received TA grant to work with Public/Private Ventures:Ventures:–– Analyze the effectiveness of referrals to iFOURAnalyze the effectiveness of referrals to iFOUR–– Determine the average social return on investmentDetermine the average social return on investment–– Benchmark iFOUR against similar national programsBenchmark iFOUR against similar national programs

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Challenges/Lessons LearnedChallenges/Lessons Learned

•• Given the current economy and competitive job market, Given the current economy and competitive job market, clients are applying against highlyclients are applying against highly--skilled workers.skilled workers.

•• In general, our clients have little to no work and In general, our clients have little to no work and education histories to help make them marketable.education histories to help make them marketable.

•• Histories of incarceration and long gaps in resumes are Histories of incarceration and long gaps in resumes are very difficult to help clients overcome.very difficult to help clients overcome.

•• Clients often experience mental/physical health Clients often experience mental/physical health challenges after returning to work.challenges after returning to work.

•• We have a high rate of substance use relapse.We have a high rate of substance use relapse.•• Programs targeting this population cost more money, but Programs targeting this population cost more money, but

how do we demonstrate the social return on investment?how do we demonstrate the social return on investment?

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Best Practices/RecommendationsBest Practices/Recommendations

•• Design an employment program that establishes fidelity Design an employment program that establishes fidelity to the evidenceto the evidence--based Supported Employment model. based Supported Employment model.

•• Build relationships outside of HIV services:Build relationships outside of HIV services:–– Partner with established employment training organizations Partner with established employment training organizations

in order to develop training curriculum.in order to develop training curriculum.–– Identify funding streams that support both employment Identify funding streams that support both employment

programs as stand alone programs and as a part of other programs as stand alone programs and as a part of other services.services.

–– Develop partnerships with disabilities advocates and Develop partnerships with disabilities advocates and workforce development organizations.workforce development organizations.

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Funding and Program PartnershipsFunding and Program Partnerships

•• MayorMayor’’s Office for People with Disabilitiess Office for People with Disabilities•• Department of Family and Support Services (formerly Department of Family and Support Services (formerly

known as Mayorknown as Mayor’’s Office of Workforce Development)s Office of Workforce Development)•• Il. Department of Commerce and Economic OpportunityIl. Department of Commerce and Economic Opportunity•• Workforce Employer Resource Collaborative, WERCWorkforce Employer Resource Collaborative, WERC•• Inspiration CorporationInspiration Corporation•• Chicago Jobs CouncilChicago Jobs Council•• Health and Disability AdvocatesHealth and Disability Advocates•• Legal Assistance FoundationLegal Assistance Foundation•• New Program: CORE CenterNew Program: CORE Center

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Best Practices/RecommendationsBest Practices/Recommendations

•• For highly vulnerable populations (i.e. disabled), For highly vulnerable populations (i.e. disabled), become trained in supportive employment models to become trained in supportive employment models to ensure wrapensure wrap--around services for clients.around services for clients.

•• Conduct a pilot project of the proposed program model Conduct a pilot project of the proposed program model to identify areas of strengths and areas for to identify areas of strengths and areas for improvement.improvement.

•• Develop relationships with university or communityDevelop relationships with university or community--based research institutions that can assist with the based research institutions that can assist with the development and implementation of a thorough development and implementation of a thorough process and outcomes evaluation.process and outcomes evaluation.

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Contact UsContact Us

•• Any questions or for more information, please Any questions or for more information, please contact:contact:Cheryl Potts, Employment Program Manager Cheryl Potts, Employment Program Manager –– 773773--248248--5200 ext. 318 or 5200 ext. 318 or cpotts@chicagohouse.orgcpotts@chicagohouse.org

Judy Perloff, Program DirectorJudy Perloff, Program Director–– 773773--248248--5200 ext. 310 or 5200 ext. 310 or jperloff@chicagohouse.orgjperloff@chicagohouse.org

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Questions?Questions?