Employment Assistance

Services

RegistrationCase Management

Assessment Barriers Goals and Tasks Services Notes

Group ExerciseDocumenting EmploymentEAS ModelCaseload Management

Agenda

CASE MANAGEMENT

Case Management Policy

Definition:“Case management is a method of

providing job seeker customers with a formal, structured plan of action designed specifically to identify an appropriate occupational goal and to develop a schedule of services that will empower them to overcome or mitigate any barriers to attaining their goal.”

Successful Implementation:

The partnership between the Case Manager and the Customer implies distinct responsibilities for both parties, with the ultimate goal of moving the customer to suitable employment.

The CES staff person will manage and coordinate the individual’s formal service plan as the Case Manager.

Successful Implementation:

The Case Manager must monitor customer progress through the entire service delivery plan, no matter who provides the service.

Case plans will need to be clear, concise, and complete so any individual will be able to understand customer goals and progress.

Points to Consider When Developing a Case Plan:

Do assessments contain certifiable information? Avoid making judgments.Are goals and tasks realistic and credible? Are they measurable?Are all services provided recorded in a timely manner?Will others viewing a case plan be able to clearly see a customer’s progress? Will they be able to identify what the customer has achieved?Have all components of Case Management been addressed?

CASE MANAGEMENT:ASSESSMENT

An Assessment means doing things like:

Synthesize information coming from various assessments, and from case manager’s own assessment, into a single, comprehensive picture of the client’s situation;

If a client demonstrates a need for counseling, psychological services or medical treatment, check to see if he/she has been referred to those services;

Confirm factual information, suggest approaches and keep other service providers informed of the client’s goals; and

Advocate for the client by presenting issues to other services providers based on a partnership with the client.

The Assessment may include the following:

Orientation session;Initial Interview;Recognizing Special Needs and Barriers;Comprehensive Assessment (Gathering Relevant Assessment Information);Identifying Case Management Factors;Initiating an Individualized Case Plan

Whole Person Concept

Interests

Potential Skills

Education & Training

Transferable Skills

Personal Traits

Socioeconomic Factors

Leisure Time

Activities

Physical Capacities

CASE MANAGEMENT:BARRIERS

Some Helpful Questions to Ask

Determining Barriers“Are there any conditions that

would restrict your job choice?”“Are there currently any family

obligations that would restrict you from immediate re-employment?”

“Do you have adequate transportation?”

CASE MANAGEMENT:GOALS and TASKS

Points to Consider When Developing a Case Plan:

Distinguishing a Goal from a Task“An effective goal focuses primarily on

overall outcomes rather than activity. It identifies where you want to be, and, in the process, helps determine where you are.”

Goals tend to be broader, and concentrate on more of a “destination” senseTasks are more “step” oriented, and often make up the components of a goal

Goals vs. Tasks

GoalsObtain EmploymentComplete EducationResolve financial issues

TasksWrite a resume

Contact training providerAttend a credit counseling course

Criteria for Goals

S.M.A.R.T.

SpecificMeasurableAttainableRealisticTraceable

Some Helpful Questions to AskRealistic Employment Related Goals

“Describe the perfect work environment for you.”

“What are your bottom line needs regarding travel, shift and base salary for your next job?”

“What education/certifications would improve your options?”

“Is there a growing or declining need for your current skills?”

NOTES

Notes

The following constitutes good Notes:

Quote any statement exactly as it is statedRecognize pertinent informationWrite in specific, observable and measurable termsAvoid using opinions, if a statement is an opinion, make sure it is indicatedIf asked, explain why case notes are being taken, how they will be used and where they will be kept

FOLLOW-UP

Follow-Up:

Follow-up services will be provided for at least thirty (30) days following Job Placement for the purpose of facilitating and supporting the transition into employment.

These services and activities include, but are not limited to:

Follow-UpAssessing the Participant's adjustment to employment;

Sharing information regarding the Participant's adjustment to employment with the Case Manager;

Verification of employment status at the end of day one (1) of employment;

Verification of employment status at thirty (30) days after the job start date; and

Working with the employer as necessary, to ensure successful continuation of employment

DOCUMENTING UPGRADES

Upgradestrategic career counseling that teaches how to improve skills to meet employer expectations;counseling on how and when to approach employers for promotions;how and when to move to a better job at a different employer; job readiness; job development; testing; or job referral