PROMOTING Person-Centered Job and Career Options for People with Disabilities involved in Criminal Justice Systems Orlando, FL, 2011. CUSTOMIZING EMPLOYMENT and ENTREPRENEURSHIP GARY SHAHEEN, MPA NATIONAL VETERANS TA CENTER BURTON BLATT INSTITUTE AT SYRACUSE UNIVERSITY [email protected]
PROMOTING Person-Centered Job and Career Options for People with Disabilities involved in Criminal Justice Systems
Orlando, FL, 2011
CUSTOMIZING EMPLOYMENT and ENTREPRENEURSHIPGARY SHAHEEN, MPANATIONAL VETERANS TA CENTERBURTON BLATT INSTITUTE AT SYRACUSE [email protected]
Company looking for previously incarcerated homeless veteran. Extensive history of hospitalization and drug abuse required. Delusional behavior OK. Supportive co-workers. Call for an application.
Labor Market Job Development (Traditional): Responding to the needs of employers with applicants who are “qualified” to meet those general needs in wage-paying jobs.
Customized Job Development (Individualized):Discovering the “strengths, needs and interests” of applicants and negotiating a job description that meets both the applicant’s and employer’s specific needs in wage paying jobs.
Entrepreneurship: Discovering the “strengths, needs and interests” of prospective entrepreneurs and assisting them to develop their own businesses
Discovery of the person
Employment Plan resulting in potential jobs that match personal criteria or self-employment
Form individual support teams with roles defined for job search and sustainability or business development
Research & exploration to develop job and career goals
Integrate benefits planning and asset accumulation
Integrate diversion, re-entry counseling and partnerships
Partnerships with employers to use CE placement options/business development organizations for self-employment
Plan for sustainability supports-peer, natural, professional
Possible Job or
Plan Next Steps
In Labor Market Job Development, Job Developers meet with both applicants and numerous employers in the community to determine their needs.
Job Developers meet with potential employers in the community to determine their needs and interest in hiring someone with a disability Marc Gold and Associates
The Job Developer then considers each applicant in relation to the demands of the employer.
Matching to employer needs results in an inevitable sorting out of the applicants.
Those with more skills and less complexity rise to the top.
Those with less skills and more complexity are considered last.
The other applicants must keep looking, hoping for a good fit and to be chosen.
Even after concerted effort, our friend with significant challenges is not selected.
He is told that he didn’t quite fit any of the job descriptions due to a variety of reasons.
Pool of Potential Applicants
Applicant of Concern
In Customized Job Development, Job Developers gets to know one applicant at a time through discoverybefore meeting with potential employers in the community.
Discovery allows us to determine who the applicant is, their complexities as well as their potential contributions to employers.Marc Gold & Associates
The Applicant’s Conditions, Interests and Contributions are identified through a Customized Planning Process as well as a Task List.
The Job Developer then meets with specific employers in an effort to negotiate a customized job description.
From a list of potential employers identified during the Customized Plan.
Customized Employment is successful when there is a negotiated fit between the applicant’s “strengths, needs and interests” and the “specific needs of an employer”.
A 3 year Onondaga County led initiative funded by the US Department of Labor Office of Disability Employment Policy managed by SU Burton Blatt Institute with partners Whitman School of Management and others
Employers often prefer hiring part-time, skilled and dependable staff to reduce burden rate
Employer is part of the process from the beginning
Job seeker has an in-place support team to help when needed to adjust to the job/sustain employment
Hiring ‘off the street’ can be more costly
Employers recognizing the value of a diverse workplace
Vets transitioning from homelessness have rich skills and experiences that CE has helped discover to create the best job match
Make a list to include,
but not be limited to:
State disability services agencies
Public Defender’s Office
Who are your partners?
Already on board,
Needed but not yet on board
What do/can they provide?
…The same characteristics that we can Department of Labor Office of Disability Employment Policy managed by SU Burton Blatt Institute with partners Whitman School of Management and others see in the people we work with if we take the time.
National Veterans Technical Assistance Center: http://bbi.syr.edu/nvtac/index.htm
Re-entry and NVTAC: Stephan Haimowitz, [email protected]
Customized Employment and Entrepreneurship: Gary Shaheen, [email protected]
Beth Keeton, M.S.
Griffin-Hammis Associates, LLC
Discovery is an ACTIVE process!
Builds upon strengths, skills, & interests
Ensures that all support needs are met
Requires a team approach
Utilizes & expands upon existing networks
Begins with broad based exploration based on vocational themes
Involves getting to know both the job seeker & community businesses in fundamentally different ways
Key: DO NOT JUMP TO JOB!
As Discovery reveals skill sets and interests, broader themes emerge
Goal is to identify 2-3 vocational themes at the completion of Discovery
Next step: brainstorm 20 businesses or industries for each theme
Use community connections & networking to schedule informational interviews & get “behind the scenes”
Griffin-Hammis Associates Department of Labor Office of Disability Employment Policy managed by SU Burton Blatt Institute with partners Whitman School of Management and others
Customized, bamboo fly-rod production
Used mattress recycling
Day spa & massage therapy
Virtual secretary/Medicaid billing
M28, Part IV, Subpart iv, Chapter 4
Rapid Access to Employment
Employment through Long Term Services
Independent Living Services