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The Phases of DPN Implementation Maturity
Part 1 – Webinar SeriesNavigator Orientation
August 26, 2008
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Presenters
Miranda Kennedy– NDI Consulting Inc
Danielle (DJ) Diamond– NDI Consulting Inc
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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The Phases of DPN Implementation Maturity
Where did it come from? What does it do? How can it be used by a Disability Program
Navigator? Question and Answer Session
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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National Report
Four state study Evaluation team February through July 2005 Interviewed 117 people
– Navigators, Supervisors, Internal One-Stop Career Center Staff, External Staff from Community Agencies, Customers with Disabilities
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Four Pivotal Factors Emerged
Disability Expertise Related to Employment Accessibility Problem Solving Sphere of Influence
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Disability Expertise
Does it exist? To what degree does it exist? Where is the locus of expertise on disability
and employment issues? How is expertise acquired, refreshed and
distributed?
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Disability Expertise
Does the job seeker with a disability have to be referred to the “disability silo” to get service?
Is disability expertise shared among the workforce center and community partners?
Is disability expertise packaged and can it be easily disseminated and shared?
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Disability Expertise
Is disability expertise concentrated with the DPN or across the workforce center staff?
Is there a mechanism for updating and sharing among workforce network?– Ongoing Training Opportunities– Continually Updated Desktop and Web
Resources– Newsletters / Listservs
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Disability Expertise
Mature:– Fully distributed network model in which updated
information on disability and employment is quickly and easily shared in a targeted way with all affected parties
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Examples
One Stop has little expertise and only the Disability Program Navigator has the expertise within the One-Stop vs. disability expertise is instilled across the One-Stop by providing training and developing fingertip resources (web sites, local community resources, desk aids) & institutionalizing the use of these trainings and resources within the One-Stop
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Accessibility
Three kinds of accessibility– Physical Accessibility – Programmatic Accessibility – Attitudinal Accessibility
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Accessibility
How accessible is the One-Stop Career Center in terms of:– Physical entry and navigation?– Physical access to equipment and resources?– Physical access to adaptive and assistive
technology?
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Accessibility
Physical Access – relates to the existence and upkeep of such items as electronic doors, ramps, table height, accessible parking spaces and bathrooms, and signage within the building to help job seekers with disabilities participate in the operation.
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Accessibility
To what degree do programmatic and attitudinal barriers hamper full access?
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Accessibility
Programmatic Access – relates to use of assistive technology, adaptive equipment, alternative forms and accommodations to allow job seekers with disabilities accessing the One-stop to fully access every level of service *(i.e. core, intensive and training)
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Accessibility
Attitudinal Access – addresses the extent to which staff is trained, competent and comfortable in providing services and opportunities to all eligible job seekers including job seekers with disabilities. This would include addressing One-Stop staff enrolling job seekers with disabilities into WIA programs, etc…
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Accessibility
Does the person with a disability navigate a more narrowly isolated corridor that highlights his disability?– Designated accessible workstation– Attend One-Stop workshops set up specifically for
job seekers with disabilities– Referred to job fairs for people with disabilities
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Accessibility
Mature:– One-Stop Career Center that offers a fully
accessible building, systems, processes, programs, information, technology, services and opportunities. Allows individuals to pursue job seeking and job preparation activities without being funneled into “disability queues”.
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Examples
One-Stop has physical, programmatic and attitudinal barriers vs. customers with disabilities are confident that their needs will be served by all One-Stop staff they encounter, not just the Navigator.
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Problem Solving
Do the levels of problem solving support– individuals?– subgroups of job seekers with disabilities?– larger population of job seekers with disabilities?
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Problem Solving
Initially the Navigator works with the difficult cases
On the plus side– This provides good customer service to
individual job seekers with disabilities– Can model for One-Stop staff how to serve job
seekers with disabilities
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Problem Solving
On the negative side:– If this predominates, the pace of systems change
within the One-Stop slows– Presence of segregated disability silos persists– Duplication of efforts (i.e. case management like
activities) that are offered by other service providers
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Level of Problem Solving
Mature:– The One-Stop Career Center addresses problem-
solving at a systems change level, assuring full service within the workforce investment system and its partners and full access to high quality employment opportunities to both individual job seekers with disabilities and the broader population of people with disabilities.
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Examples
DPN focuses on developing solutions for individuals with disabilities vs. DPN activities focus on groups and on developing tools rather than case-level consultation (e.g., Integrated Resource Teams with braided funding and services, routine customer satisfaction surveys, continuous improvement)
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Sphere of Influence
One-Stop Career Center is actively:– Connecting with Other Agencies– Serving Businesses– Performing Outreach and Marketing to Groups
with Disabilities
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Sphere of Influence
Many barriers exist to full and meaningful employment outside of the One-Stop Career Center– accessible transportation– housing– health care– employer attitudes
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Sphere of Influence
Mature– The One-Stop Career Center(s) identifies
obstacles to employment and partners with other agencies, the disability community and the broader community to address them.
– The One-Stop Career Center(s) is viewed by businesses as a resource on hiring and retaining qualified job seekers/employees with disabilities.
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Examples
One Stop staff is unfamiliar with disability related services and resources vs. multi-agency and multi-disciplinary collaborations, regular outreach to community advisory groups, actively meeting with community partners and businesses to address the dynamic employment needs of individuals with disabilities
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Next Steps for Maturity Model
U.S. DOLETA is working with Colorado WIN Partners– Developing an assessment tool for DPN Projects
to objectively determine where they are at on this model.
– Tool could be administered by many people (i.e. DPNs, directors, staff, employers, partners)
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Next Steps for Maturity Model
U.S. DOLETA is working with Colorado WIN Partners– Coming up with clearer terminology– Incorporating business outreach activities with
business service teams– Incorporating WIRED Initiative– Incorporating Integrated Resource Team Model
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Suggestions for how Navigators might use this information
Consider connecting with your DPN Project Lead to discuss what they may be doing at the state level with this information:
– Has it been provided to State level partners?– Has it been provided to Local level partners?– Has it been incorporated into state and/or local action
plans? Continuous improvement plans? Etc…– How can you Coordinate with your DPN Project Lead?
Consider how you might augment what has already been done. Avoid duplication of efforts!
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Suggestions for how Navigators might use this information continued…
Consider sharing the Phases of DPN Implementation Maturity as a framework for explaining and creating local level buy-in for the DPN Initiative and its goals with the following:
– You direct supervisor – One-Stop Career Center Management– Local Workforce Investment Board Members– Interagency Committees– One-Stop Center Staff– Partners
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Suggestions for how Navigators might use this information continued…
Collaboratively assess the current maturity level of your local Workforce Investment Area
Collaboratively identify and determine strategies for progressing to higher phases of maturity.– Who, in addition to the Navigator, needs to be
involved in progressing through the phases in each of these categories?
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Suggestions for how Navigators might use this information continued…
Consider developing a strategic action plan that prioritizes how you are going to address each of the categories and in what order.– The categories are very interconnected so if you
are effectively addressing one area that will positively impact other areas.
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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Suggestions for how Navigators might use this information continued…
Consider working with your interagency committee, your Local Workforce Investment Board, and/or your One-Stop Management team to get the action plan incorporated into the following:– Five year center-wide action plan– Continuous Improvement Plans– Any and all of the other plans that may exist!
August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training
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DPN Question and Answer Session
Open lines for discussion
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One Final Note
The Measure of Success is not whether you have a difficult problem to deal with, but whether it’s the same problem you had last year! – John Foster Dulles
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For further information:
Miranda Kennedy– 720-890-3990– [email protected]
Danielle (DJ) Diamond– 740-398-5247– [email protected]