EFA Employment for All ©. EFA Employment for All© 2 Planning is not Discovery During planning we...

EFA

Employment for All ©

EFA

Employment for All© 2

Planning is not Discovery

During planning we are no longer searching for information

We have a pretty clear picture of the individual applicant Who they are How they learn What they need for support What they will contribute to an

employer

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Planning

Planning occurs in a meeting format

It takes place after discovery and exploration

It must have people there that know the employment community and are important to the applicant

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We will plan by identifying job tasks.

We will match the job tasks to area employers.

We will further match the employers to the interests of the applicant, the location, the type of work and the co-workers.

We will prioritize the list and ask for connections.

Linking the information

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Advantages of customized planning

Only employers who will most likely match the contributions and wishes of the applicant are contacted.

This eliminates cold calls – only 10% of cold calls lead to employment

This leads to more discreet and directed steps for contacting businesses.

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The discovery/exploration Planning Meeting Flow

Record the information from the meeting on the discovery/exploration Planning Meeting worksheets and, when the meeting is over, type up all of the information and mail it out to participants.

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Purpose of the planning meeting

The purpose of the planning meeting is to create a plan for job development that includes: Identified conditions Identified preferences Identified contributions Task list Employer list Priorities Contacts

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The Meeting

The meeting belongs to the individual. It is often necessary to determine who

holds “trumps” at the meeting. The individual and family should

determine the timing of the meeting as well as who should attend

There should be a balance between paid and non-paid persons invited to attend--10-12 people is a good number of invitees.

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The meeting usually lasts between 1 ½-2 ½ hours

The individual and family should be able to review and amend the written discovery or exploration information (discovery/exploration) in advance of the meeting.

The meeting is about employment, not if employment is feasible.

This meeting is best held in a meeting type room rather than in a living room or kitchen.

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Meeting facilitator

It is usually best to have the person who compiled the discovery/exploration facilitate the planning meeting. This allows for more participation by the individual and family.

The facilitator can keep the meeting on task.

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You will need…

Flip chart paper – preferably “post it” paper that will self stick on the wall

An easel to hold the paper – have an easel that is sturdy and tall enough to easily write on

Markers that are dark in color and have a wide printing service – preferably dark blue, black or red

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Getting bogged down

New information will come to light during the planning meeting

Record it but keep the meeting focused

You don’t need every bit of information before you begin to plan

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You need to have enough information to give you a clear picture of what the applicant is able to contribute and to outline the terms of negotiation for the applicant’s job.

If you don’t have this information, you are not ready to plan and you need further discovery.

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The Meeting flow

Introduce everyone and review the goals and guidelines for the meeting:

Employment is the goal. The focus will be on employment

possibilities that fit the person. Other, non-related, issues will be

discussed at another time.

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The discovery/exploration Planning Meeting Flow

Section 1: To get the meeting started, begin with a

What Works/What Doesn’t Work activity, charting responses from the group.

This activity serves to break the ice, to welcome input from members and to set the tone that the meeting belongs to the individual.

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What Works/What Doesn’t

What Works What Doesn’t

1. Outside

2. Physical work

3. Taking the bus

4. Working with my hands

5. My mom and dad

6. Spending money

7. Exercise

8. Playing pin ball

1. Being cold

2. People who are impatient

3. Always depending on someone for a ride

4. Not working

5. Lots of confusion

6. Spelling

7. Loud noises

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Characteristics of an Ideal Job

Section 2:Ask the applicant, with assistance as

necessary, to describe characteristics of his/her ideal job. Write on the flip chart the key information that is given. Define the ideal job in terms of the applicant’s:

ConditionsPreferences/InterestsContributions

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Conditions are characteristics of any job developed for the applicant. Conditions refer to issues such as days of work, pay, benefits, location of the job, inside/outside work, time of day, hours per week, etc. While it is possible to have too many conditions, these are extremely important considerations in customizing a job. Target go/no go conditions for priority consideration.

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Conditions for Employment: Four days a week – 9:00-3:00,

Monday-Saturday On the bus line Outside work Inside during Dec-February Minimum wage or above Medical insurance No Sunday work

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Preferences/Interests are characteristics of an ideal job that gives direction toward a certain area of work interest. These should be stated in the broadest possible manner, allowable by the applicant. Preferences might include: working around boats, office work or working in a retail setting. Do not confuse work preferences with preferentially-stated conditions. Avoid using job titles.

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Preferences & Interest Areas:

Working with flowers and plants Working with tools Working with animals Working with lumber

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Contributions refer to the applicant’s characteristics that will be offered to employers. These might include:

SkillsCredentialsExperiencesRecommendations Personality characteristics

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Contributions: Skills (Work tasks applicant currently can

perform or has knowledge about) Takes care of plants Knows how to plant seedlings Cuts the grass at home Whittles Bathes animals Walks dogs

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Contributions: Credentials High school diplomaContributions: Experiences Worked at PetCo, stocking shelves Walks dogs for neighbors Mows lawns in the neighborhood Class on plants and flowers in high

schoolContributions: Recommendations High school teacher neighbor

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Contributions: Personality Characteristics

Always on time Careful and respectful of others

possessions Friendly and outgoing Organized and thorough

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Development of a Task List

Section 3: The task list represents the job tasks

that can be performed by the applicant and that are likely to be negotiated on behalf of the applicant.

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Tasks

Watering plants Planting seedlings Weeding Helping to plant

gardens Cleaning

gardening tools Lawn mowing Stocking plants

Stocking shelves Feeding animals Bathing animals Helping

customers with lumber/tools

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Specific Employer List

Section 4:Identify specific employers in the area

who might need those types of job tasks. Be specific, naming businesses in the area. Be sure all of these businesses meet the key information identified in the applicant's ideal characteristics and task list.

Try to identify from 15 – 25 employers at this meeting.

Identify personal connections.

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Employers Contacts Landscape design Center Nancy Boone’s Landscaping Joe Boone Luv it Landscaping Jim Ruiez Lawn Service Ben Target Lowe’s Home Depot K Mart Walmart Mr. Trisk PetCo Groomingdale’s Mighty Dog Jo

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Prioritizing the employer call list

Prioritize the list by asking the applicant and family to identify the employers that are preferences, which ones should be contacted first and the order for subsequent calls.

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Biography for Melodie Pazolt

Ms. Pazolt has over 20 years experience in community rehabilitation with both people with mental illness and people with developmental disabilities.

She is currently the manager of the Columbia River Mental Health Services Clearview Employment Program.

Contact Information: Vancover, WA [email protected] – 360-750-7010

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