job development: unlocking the mystery of job placement presented by: debbie wilkes ©debbie wilkes
TRANSCRIPT
©Debbie Wilkes
Job Development:
Unlocking the Mystery of Job PlacementPresented by: Debbie Wilkes
©Debbie Wilkes
The keys to unlocking the mystery
Review Department of Labor Rules and Regulations
Utilizing student interest and abilities to support job placement
Marketing your program
Start with the end in mind
Department of Labor
There has been no displacement of employees Students are under continued and direct
supervision of representatives of school or business
The placements are based on IEP Periods of time that the student is at a site is
determined by the IEP Students are not entitled to employment at
conclusion of IEP however if the student is later employed they may not receive a training wage.
© Debbie Wilkes
Department Of Labor
Vocational Exploration Exposes students briefly to a variety of work
settings Helps students investigate interests, values,
strengths, weaknesses in relationships to work environments
Student has the opportunity to watch work being performed, talk to employees and try out parts to the job under direct supervision of school personnel
Lasts approximately 5 hours per job© Debbie Wilkes
Department Of Labor
Vocational Assessment Helps determine individual training objectives for
student Student completes work assignments in various
businesses under the direct supervision of school personnel and employees
Assessment data are systematically collected Lasts approximately 90 hours per job
© Debbie Wilkes
Department Of LaborVocational Training Student is placed in various employment
settings for work experience Detailed training plan is developed by student,
parent, school personnel and business partner Training is supervised by a representative of the
school or a designated employee/ supervisor As student achieves training objectives student
moves to new environment Lasts approximately 120 hours per job
© Debbie Wilkes
Department Of Labor
Cooperative Vocational Education = VAC Arrangement between school and employer so
that each contribute to students education and employability
Student is paid the same wage as other employees for his work
School and employer reach a written agreement before the student enters the job
www.drwilkesconsulting.com
Vocational Agreement
Agreement between business, school, student and family Defines time limits for student
partnership Establishes specific duties Student’s pay (or lack of pay) is
established No other employee will be replaced Business under no obligation to hire
IEP Vocational agreement will match
the IEP goalsand objective
© Debbie Wilkes
©Debbie Wilkes
Why are you choosing this job for the student
What is the student’s post secondary goal?
What are the student’s interests?
What does the student want to learn from the job?
©Debbie Wilkes
Post secondary
goal
Expected skills
Jobsite
©Debbie Wilkes
Post secondary goal:
Student will work at a restaurant
Expected skills:
Wear latex glovesSet the table
Fold napkinsSmile at
residents
Jobsite:
Sweet Acres (Assisted
Living
Facility)
Steps to Job Development
Know the skills of your students
Project the students as able not disabled
Know something about the business
Know how you want the business to support the students
Business are not doing you a favor!
Always leave the business with having gained something
© Debbie Wilkes
Steps to Job Development
Know the skills of your students
Project the students as able not disabled
Know something about the business
Know how you want the business to support the students
Business are not doing you a favor!
Always leave the business with having gained something
© Debbie Wilkes
©Debbie Wilkes
Know something about the business
Why did you come to the business?
Did you have an inside contact?
How does this business support your community?
Are there any specific needs that the business has?
How can your students meet those needs?
©Debbie Wilkes
How do you want the business to support your program?
Natural SupportsNot
Super-natural Supports
Natural Supports
Emphasizes how to use what is available at the job site to assist the employee.
De-emphasizes how to help the individual change to fit the environment
©Debbie Wilkes
Natural Supports
Causes increased employer investment Reduces stigma and intrusiveness Decrease human service intervention Helps develop sense of belonging Person seen as an individual versus a
project
©Debbie Wilkes
Guidelines for Developing Natural Supports
Use what is already there
Adapt what is already there
Supplement what is already there
©Debbie Wilkes
©Debbie Wilkes
Specific Requests
When can you go out and complete a job analysis and who should be your contact?
Who will introduce the new “ employees/trainees”?
Who will train the “trainee” and the job coach?
Utilizing Natural Supports
Don’t Use Specialized
Language Take the school
environment with you
Provide care taking support
Think you are the natural support
Begins with the Introduction
Do
Speak in language that is understood by others
Fit in the flow of the business
Provide social support
Look for other people to be the “natural support”
© Debbie Wilkes
Dale DeLio’s philosophy
Do not ask:What help can we give our worker to do
your job?
Instead:How can we consult with your staff to
familiarize them with employing this potential worker?
www.drwilkesconsulting.com
The Business Point of View
Research by Fabian, Luecking,TilsonSuccessful hiring is characterized by
professionals who get to know the company understand the job requirements know the applicant’s ability know the business needs make frequent contact and follow up respond quickly take time to educate the employer
www.drwilkesconsulting.com
What are the necessary times of support?
Ensuring safety Understanding culture Verify training and performance are
occurring Consulting with co-workers and supervisor Helping with the training or talking with the
employer Acting as a resource for problem solving Advising new strategies as new work
opportunities evolve
www.drwilkesconsulting.com
Developing Natural Supports
The Triangle of Support “What have I not done today?’ Work your way out of a job
Job Coach
EmployerEmployee
©Debbie Wilkes
©Debbie Wilkes
What if they say “No”?
Request a tour of the facility so that you have a better understanding of the business.
Ask for names of other businesses that you may contact.
Let them know that your will visit with them again.
Leave and receive business card
Follow up with a personal thank you note or an email
©Debbie Wilkes
When they say “YES!”
Complete an application
Have an interview
If possible give employer choices of students
Set time to complete a job analysis
Determine who will be a mentor for the student
Establish a start date
Follow up with a thank you note or email
