Lowe’s Outreach Update

1. Lowe’s Outreach Update July 24, 2014

2. The Start • Inspired leaders - Steve/Scott/Fred • Visit to Walgreen’s DC in Anderson, SC • Pilot in Pittston PA RDC

3. Purpose • Hire individuals with disabilities to employ a diverse and inclusive workforce • Hire qualified, productive workers • Reflect demographics of customers • Improve employment opportunities for individuals with disabilities

4. Partners • Who knows the stakeholders and will serve as a liaison? ARC of Luzerne County • Who will provide candidates and help train? AHEDD, Keystone, OVR • Who will fund the job coaches (external)? OVR, MH/MR units • Others – ODP, NOD, NET, USBLN • It’s a long process – Who is interested, committed, and has the same goal?

5. Training • Show our partners the business, the job tasks, the work environment, and the culture • Train our leaders – increase knowledge about disabilities • Increase TM awareness – part of diversity training • Task training must be more individualized • Outreach TMs need more than task training – social skills, acceptable behaviors in the workplace

6. The Model • Use Walgreen’s as a base model • Collaborative effort with partners • Utilize external job coaches as primary trainers • Start as trainees in trial period • Use a 4 phase approach

7. Phase 1 - Selection • Meet with partners to select the next class • Decide who, when, where • Assign job coach • Identify reasonable accommodations • Complete Lowe’s trainee application (includes background check and drug screen) • Focus on abilities, not disabilities • About 15 days in duration

8. Phase 2 - Training • One day orientation – safety and policies • Training with job coach on the floor • Outreach coordinator oversees training • Evaluations every 15 days • Try multiple jobs to find best fit • Set for 45 days (but can be longer or shorter)

9. Phase 3 - Promotion • Hired from trainee to Lowe’s regular employee • Must demonstrate the ability to perform the job to standards over time • Joint decision between Outreach coordinator, job coach, HRM, and RGM • About 15 days

10. Phase 4 - Employment • Attend full Lowe’s new hire orientation • Assigned a shift/dept and integrated into workforce • Outreach coordinator and job coach maintain contact

11. The Cycle

12. Outreach Coordinator • One Lowe’s supervisor per shift • Coordinates the work assignments • Supervises the training by the job coach • Conducts evaluations and recommends hiring • Initiates cross training • Maintains daily contact with all Outreach • Evaluates need for accommodations

13. The Hiring Results • 4 employees hired from first class which began Jan 12, 2009 (first day of shipping) • Classes start about every 2 - 3 months • 61 currently employed in Pittston RDC, 11 currently in training • In 15 Lowe’s RDCs, 400+ employed

14. The Results • Expanded labor pool • Improved performance • Special culture • Improved image as employer • Increased customer base for Lowe’s • Making a difference

15. How it’s changed • Grown to all shifts • In maintenance, receiving, building, shipping, and transportation • School program with LIU School provides transportation and trainers Two 2 ½ hr sessions daily Opportunities for hire or roll into Outreach • Individualized programs

16. Lessons Learned • You don’t need to have all the answers • Get help where needed • Celebrate early successes • Consider all open positions • Everyone benefits • There is no “one right way” • The program will evolve

17. What Pittston RDC wants from partners • Right people for the job Find the people to do the work we have • Make it simple Single point of contact Complete/eliminate the administrative tasks • Lasting relationship Multiple candidates over time

18. Questions?