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Emerging Leaders in Employment Services
Informational webinar
Jenny Stonemeier—APSERick McAllister—Subject Matter Expert
February 26, 2020
Topics for Today• Overview of the Emerging Leaders in Employment Services • Who is the ideal participant?• How long is the commitment?• What is expected of participants?• Why should you sign up?
• What will participants learn?• Learning Goals and Objectives
• Logistics• Cost• Scheduling• Application window
• Questions
Who are we?Jenny Stonemeier Executive Director, APSE
Rick McAllisterSubject Matter Expert
Overview
Ideal CandidatesMid-Level Managers(emerging leaders)• Supervising a minimum of 5 staff
• Bachelor’s degree (or combination of education & experience)
• Commitment to the work
Frontline Staff(rising stars)
• Providing employment supports with individuals with disabilities
• Commitment to the work
• 12-month commitment
• 80 hours training, coaching, mentoring
• Eligible to sit for CESP for free, upon completion
• 12-month commitment
• 40 hours training & mentoring• Eligible to sit for CESP for free, upon completion
Learning Goals & ObjectivesWhat Are We Trying to Accomplish?
• The consistent delivery of high quality services• A foundation of sustainability for these services• A culture of continuous process improvement• Engaged, informed and empowered teams• The next generation of leaders• Organizational based technical capacity• A community of support for learning and change
What Are Elements of High-Quality Service?
• Customer focused and customer driven services
• Quality control, cost control and innovation
• Metric and evaluation driven decisions
• Continuity in the delivery of best practices and procedures
Building a Learning Organization
According to Peter Senge learning organizations are:“…organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to see the whole together.”
Focusing on Mid-level Managers: Culture and Sustainability
• Mentoring and coaching of mid-level managers has a trickle-down effect on the support and development these managers provide to the staff they supervise and to the quality and consistency of the services delivered
• Managers are a critical resource in an organization as they not only provide stability and continuity; they are in the unique position to affect all phases of service delivery culture
• The effective training and development of middle-level directors and managers is not a one-time training program or effort
• To build a high performing and sustainable employment program the combination of best practice approaches and tools must be combined with a systematic mentoring and coaching process for mid-level directors and managers which develops both management and leadership competencies
Tools
• Employment Services Core Competencies• Standard Operating Procedures and Practices• Training Curricula/Trainer’s Guides for Managers• Consistent Tools for Employment Team Members• Management Core Competencies• Leadership Core Competencies and Practices
Value of Individualized Development
• Each person is at unique place relative to their training, experience and development• Each person will face unique challenges with their working
environment and culture• One size does not fit all• Professional development is not a course it is a process• The development of effective leadership and management skills
requires both knowledge and practice
Logistics
Cost:Mid-Level Managers—$5,000 for 12-months of training, coaching & mentoring
Frontline Staff—$2,500 for 1-3 staff per manager$3,500 for 3-5 staff per manager
Application window opening Monday, March 2, 2020 (email link TBA)
