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Overview of Customized Employment and the Process of Discovery
Part 2
Patty Cassidy, M.Ed. Senior Associate
Griffin-Hammis Associates, Inc.
THE PHASES OF CUSTOMIZED EMPLOYMENT
I. Discovering Personal Genius
II. Cultivating Employment Opportunities
III. Engaging Employment
Supports
IV. Ongoing Support and
Career Development
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DPG/DISCOVERY
¢ Exploration to learn: 1. More about person, and 2. More about community
¢ Answers the questions: 1. Who is this person? 2. What are the ideal conditions for employment? 3. What themes will drive job development?
DISCOVERING PERSONAL GENIUS™
¢ Activity-based process
¢ Answers the question of what work should look like … not if work is possible
¢ Replaces evaluation with observation
¢ Discovery Staging Record (the DSR)
Foundational assumption that ALL can work!!
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DISCOVERY: FOCUSING ON SKILL! ¢ Many person-centered approaches focus solely on capturing and
listing interests, only obtained through interviews and conversation
¢ Interests devoid of related skills, or robust instructional strategies to teach new skills, makes meaningful and lasting employment a tough goal to achieve.
¢ Matching the preferred work to existing and teachable skills is crucial and generally leads to higher-paying, more sustainable employment outcomes.
¢ What is the evidence of the person’s interests? What does he/she do?
DPG BENCHMARKS
¢ 20-50 hours of Discovery
¢ Over a 2 to 6-week period
¢ Using 2 or more team members
Griffin-Hammis Associates, Inc.
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DSR STAGES
Stage 1 Home Visit & Neighborhood Observation
Stage 2 Interviews & Discovery Activities
Stage 3 Vocational Themes & Profile
Stage 4 Job/Business Development Plan
DISCOVERY IN FAMILIAR ACTIVITIES
Identify and observe familiar activities that the job seeker does well – noting interest, performance, demonstrated skills, connections, supports
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DISCOVERY IN UNFAMILIAR ACTIVITIES
Identify and observe discovery activities that the individual has not engaged in before based on the job seeker’s interest and emerging vocational themes noting reactions, interests, support needs, skills
DPG VISITS / ACTIVITIES / OBSERVATIONS – “THE DOING”
¢ Identify at least 5 places for DPG visits
¢ Goal: observe person doing activities that give context to their interests, talents, and skills
¢ Build on what was learned in interviews & observations
¢ Schedule follow-up activities in new contexts based on what was learned
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CE DISCOVERY ACTIVITIES
¢ Do not use pre-arranged sites
¢ Do not evaluate performance against standards
¢ Create opportunity for job seeker to show what they can do, and support is there when needed
¢ Create an opportunity, where none exists
¢ Help you and the job seeker to know your community and to build social capital
EXAMPLE DISCOVERY ACTIVITIES
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INFORMATIONAL INTERVIEWS
Visit places of employment with the job seeker that relate to his/her emerging vocational interests to conduct an informational interview
INFORMATIONAL INTERVIEWS
• To increase job seekers knowledge base during career planning as part of discovering career interests
• To increase job developer’s understanding of a particular business or industry
• To develop social capital ¢ … At this stage, you are seeking
career advice
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VOCATIONAL THEMES…
VOCATIONAL THEMES FORM THE "BRIDGE” FROM DISCOVERY TO JOB DEVELOPMENT
Discovery: Home Visit Neighborhood & Community Talking with /Interviewing Others Discovery Activities Vocational Themes Development Informational Interviews Vocational Profile /Narrative Lists of 20 for Job Development based on Vocational Themes
Lists of 20 for Job Development based Vocational Themes guides job development • Informational Interviews based
on Vocational Themes • Job Development -job finding • Creative Strategies beyond
locating openings • Using an Economic Development
approach rather than a Labor Market Approach
3 Vocational Themes
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Traditional Assessment Information
Ideal Job Goal!!
18 Vocational Theme Vocational
Theme
Vocational Theme
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WHY VOCATIONAL THEMES™? Identifying these overarching themes serves several purposes:
� Requires that the job seeker and team look beyond the limits of job descriptions and incorporate different aspects of the job seeker’s skills, interests, and experiences.
� Fosters creativity - investigating themes takes job developers and other team members far beyond the confines of the more typical searches for “open” jobs.
� Develops community connection based on shared interests - beyond the Want Ads, the same ten businesses as usual, and beyond the typical entry-level retail and service jobs
Where can you go for Info Interviews or to complete Discovery Activities?
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LISTS OF 20 For each of the 3 vocational themes…
¢ Identify 20 specific businesses where people with similar skills & interests work
¢ Utilize Networks to get connected
¢ Schedule appointments to observe, tour, conduct informational interviews
¢ Consider Businesses and Feasibility in your Lists of 20 for Self-Employment Business Development
Discovery Completed and Documented on the DSR!
¢ All 4 stages are complete
¢ Discovery is complete
¢ Urgency of Job Development
¢ A hand off or a continuation?
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DISCOVERY
Is about DOING ….. Is about capturing important information about CONTRIBUTIONS Is about understanding IDEAL CONDITIONS of EMPLOYMENT Is about the COMMUNITY AND the JOB SEEKER!
THERE ARE NO SHORT CUTS!!!
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QUESTIONS? COMMENTS???
Patty Cassidy Senior Associate
Griffin-Hammis Associates, Inc. 502-681-4881