Our Journey to Customized Employment Services

Transcription

The British Columbia Experience
Our Journey to
Customized Employment Services
APSE Conference
June 15, 2011
AGENDA
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Who we are
Our Project
Observations and Learnings
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Introductions
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Its all about Employment
Meet Garret
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Project Background
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MSD / CLBC Partnership
Nov / Dec 2007 - Community Consultations
2008 - Project Design and Requirements, RFP
July 1, 2008 services start
Today - three years experience to share
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Our Partners
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The Ministry of Social Development (MSD)
Community Living BC (CLBC)
Individuals - Self Advocates
Families
Employers
Service Providers
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Ministry of Social Development
VISION
Every British Columbian is able to achieve his or her
social and economic potential
FOCUS
Deliver responsive, innovative and integrated services
to clients in need, by providing both low income
persons and those with disabilities with the best
system of supports in Canada
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MSD Service Plan
Goal
An effective system of supports and
services for adults with disabilities
Objective: Ensure the British Columbians with
disabilities have the best systems of
supports in Canada.
Objective: Deliver accessible services to help
persons with disabilities seek and
maintain meaningful employment.
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MSD Employment Program
Persons with Disabilities
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For all British Columbians who have a disability
that is their primary barrier to employment
Individualized and flexible services
Large menu of services available
Employment focussed outcomes
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About CLBC
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Provincial Crown Agency (2005)
Reports to the Minister of Social Development
Deliver supports and services in communities for
eligible adults with developmental disabilities
CLBC Vision
Good Lives in Welcoming Communities .
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CLBC Services
Supports for over 12,000 adults
• Residential Supports
• Community Inclusion
 EMPLOYMENT SERVICES and SUPPORT
• Support to Individual and families
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CLBC Employment Initiative
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Develop policy
Promote employment as a priority
A communication awareness campaign
Partnerships, i.e. CE project
Advisory Group
CLBC lead - Barb Penner, [email protected]
250-862-6924
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Our Journey to Customized
Employment Services
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Why Employment ?
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Self Advocates want to work
Work is important, most people work
Inclusion means inclusion in everything
Citizenship
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Vision for CLBC Employment Services
Real Work for Real Pay in an
Integrated Setting
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Our Journey to Customized
Employment Services
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Employment Definition
Paid work that takes place in an integrated
community setting, alongside people without
disabilities; and where wages, benefits and working
conditions comply with industry standards and
relevant laws (e.g. Employment Standards).
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Employment does not include work experience or
volunteering, may include self-employment.
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Community Consultations
What We Heard
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Strong demand and support - more options
Individualized services
Get to Employment sooner
Continuous supports - Individual and Employer
Focus on youth
Build employer and community relationships
New skills required
Share knowledge - build capacity
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Project Vision
Expand employment opportunities for persons with
developmental disabilities
Real Work for Real Pay
Focus on individual’s abilities
Required supports for success
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Our Project
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CLBC and MSD collaboration
Customized Employment Principles/Outcomes
Originally three years
 July 1, 2008 to June 30, 2011, extended to May 31, 2012
8 service provider partners
 Vancouver, Lower Mainland, Island
$4.3 million, 300 individuals
 >60% youth especially transitioning from the educational
environment to work
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Project Objectives
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Individual employment outcomes /services
 Customized Employment Principles
 Workplace supports - Transition to Natural Supports
Reporting against Quality Indicators
Share knowledge / successes
 Document Best Practices
Create community leaders
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Customized Employment
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Employment planning starts with the person
 Discovery Process
Customized on a person by person basis
 Create jobs where responsibilities are negotiated
 Individualized employer/employee relationships
Economic benefits to employer and employee
Transition to Natural Supports
IDEAL CONDITIONS OF EMPLOYMENT
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Our Service Provider Partners
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Committed, adaptable and will to partner
Ability and capacity to successfully deliver CE
Skilled, experienced, qualified staff
Leaders in their communities
Community and employer
connections
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Project Evaluation
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Regular statistical and narrative reporting
Activities and results measured against quality
indicators for customized employment
Individual and employer satisfaction
Publish our Best Practices
Transition all clients
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Project Launch
In 2011, what does Project success look like?
What are the key challenges?
What are the practical things
that we can do together to
make this Project a success?
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What Does Success look Like
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At least 70 % Employment Outcomes
Fully available employment supports
Participant independence
Skilled workforce/increased community capacity
Recognized as leaders using best practices
CE part of funded employment programs
Value shifts
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Focus for first 30 Months
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Communication/Learning/Sharing
Service Delivery
Family and School Engagement
Organizational Shifts
Support and Resources
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Communications
• Three project meetings a year
• Training and education
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 Paul Wehman, Cary Griffin, Denise Bissonnette
 CASE conferences
 Discovery, self employment, others
CLBC / Ministry newsletters, local newspaper stories
Working together
 Schools, joint presentations, share success stories
 Planned media kit
Websites for resources
Use EVERY opportunity to publicize and consult
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Where We Are at June 2011
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249 individuals received services since 2009
 194 active files
 85% <30 years of age
106 individuals or 55% supported in employment
178 new employment placements since 2009
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Observations on Employment Outcomes
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Service providers optimistic at start
Longer time than expected to placement
Multiple placements - average is 1.5 - WHY
Many first jobs at minimum wage
Continued effort to achieve the right level of
support and transition to natural supports
How to support individuals who want more work
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Best Practices
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First two years
Focus on getting to employment
Organizational change
Year 3 focus - working with employers and
keeping employment
http://www.communitylivingbc.ca/individualsfamilies/employment-initiative/CL
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Service Milestones
Intake
Discovery
Average
Duration
Weeks
2 weeks
Average
Effort
Hours
4 hours
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10/1
5/5
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ongoing
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6.5
Training plan/natural supports
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On the job training/job coaching
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Follow up support/job stability
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49 weeks
155 hours
Vocational profile/plan for employment
Job retentions strategies
i.e. transportation, social stories
Job development activities
Actual - excluding overlap
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Intake
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CE is one approach or tool
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May need multiple meetings
Engage the person’s support network early
 5 is a good group size
Opportunity to understand family dynamics
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Discovery
• Engage family/network, early/often
• Be flexible but have a clear plan
• Over a 4-12 week period
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 may be as short as 2-3 weeks
 average of 20–25 hours
Meet at least once a week
Off site meetings/observations
Situation assessments - observe activities
Don’t interview
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Discovery
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Use Informational Interviews and Tours - include the
job seeker
Use work experience with conditions
Avoid job descriptions, titles, think skills and interests
Three themes are enough
Do not focus on dream jobs
Photo / skills-based profiles work well with employers
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Family Engagement
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Fully explain the process and phases. Consider:
 Family orientation/networking evening
 Family training sessions on expectations/roles
Engage early - part of Discovery and Vocational Plan
Many resources - provide references to assist
Use videos, examples
Connect families
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Job Development
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Be visible in your community
Know your business community
Look outside the box for marketers
Finding the “unmet needs” is CE strength
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Organizations
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Must have support from the top
New structure, policies and procedures
New skills required - training
4-5 individuals per staff member
Need 2-3 dedicated employment specialists
Team approach - one cannot do it all
Delegate tasks to family and support network
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Some Organizational Challenges
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Changing workplace and staff requirements
Building employment capacity - possible conflict
with day services and other priorities
Need person centered thinking throughout the
organization
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For Organizations - DO
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Commitment starts at the top, Board, CEO
Discuss employment at all opportunities
Have a plan, follow it, engage all staff
Take the time to develop your own policies,
procedures, follow all - no short cuts
Train staff
Separate employment from other services
Create a dedicated team - look for new skills
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For Organizations – Don’t
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Rely on one person to effect change
Don’t isolate employment team
If adopting CE, don’t take short cuts in the process
done right it works very well
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Evolution of Employment Services
Organizations focused on:
• Transforming the Organization
• Building Organizational Capacity
• Tools and Service Delivery Resources
See: www.bcemploynet.org/advancing employment
For 22 service provider projects
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Some Examples
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Various CE training sessions
How to imagine an alternative to day programs
 Document support and plan
Pathway to Employment Training Guide
Lunch and Learn - ways to develop “Disability
Confident Employers”
Comprehensive Job Developers Manual
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Some Examples
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Instructional DVD on transition planning and career
determination for high schools students
DVD - The Business Case
Presentation to be delivered by self advocates
promoting disability confidence
RESPECT - Booklet of employment success stories
Presentation-Families Promoting Employment
 Workshop materials for delivery by families and local
partners
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Some Observations So Far
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Not all individuals need CE
Easy to get stuck in Discovery, stick to the plan
Skills are there - Discovery finds them
New skills needed - marketing
Build a team
Focus on employer unmet needs
CE approach creates strong employee/employer
relationships
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Some Observations So Far
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Networking takes time - be visible, build relationships
Solid employment results - if we follow all the steps
Family/network support and commitment is critical
Start slow, focus your efforts on a few to start
Evolution to fully understand the CE approachorganizations are still learning
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What Would We Do Differently
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More time and effort to develop information
needs at the start
More communication
 Engage funder’s representatives
 With families, expectations and roles
 More publicity with employers
More effort on developing natural supports
As we focused on youth, how to better engage
school system
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Some Successes
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Family Workshops - delivered provincially
Educational sessions and service provider
networking
Employment outcomes
Good local publicity
Self Employment awareness and operations
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Lessons from a Small Community
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Often the only service, no intake selection, based
on desire to work
Limited organizational structure
Limited admin - focus on service delivery
Limited broad based marketing- may not be able
to meet expectations
CE valuable tool as focused on individual
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Challenges in a Small Community
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Lack of light industrial enterprises
Saturation of good employers
Matching skills of job seekers with employment
opportunities - limited numbers and options
Lack of public/affordable transportation
Other services non existent
Small contracts
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Benefits of a Small Community
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Strong community connections
Youth - one high school-strong support network
Networking is easier-focus is small
Business depend on personal relationships,
Creating awareness on inclusion can be easier one person visible
Small staff knows all clients
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Resources
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http:// www.bcemploynet.org/advancing
employment
http://www.communitylivingbc.ca/individualsfamilies/employment-initiative/CL
Presenters:
Janet Heino
Sandy Rodgers
[email protected]
[email protected]
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Our Journey to Customized Employment Services

Transcription

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