Erin Riehle, RN, MSNrwjms.rutgers.edu/departments_institutes/boggscenter/... · 2012-10-26 · •...
Transcript of Erin Riehle, RN, MSNrwjms.rutgers.edu/departments_institutes/boggscenter/... · 2012-10-26 · •...
335 George Street P.O. Box 2688 New Brunswick, NJ 08903-2688 Phone: (732) 235-9300 Fax: (732) 235-9330 Website: http://rwjms.umdnj.edu/boggscenter
Erin Riehle, RN, MSN Senior Director
Disability Services and Project SEARCH Cincinnati Children’s Hospital Medical Center
Cincinnati, OH
Project SEARCH: An Innovative Program
for the Transition from School to Adult Life
October 26, 2012 Doubletree Suites, Mt. Laurel
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Project SEARCH at Cincinnati Children’s Hospital Medical Center
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Philosophy
• People with disabilities have the right to choose a path
toward education and employment . However, while
freedom of choice is given, the right to work is earned.
Earning the right to work is dependent upon the
student's preparation.
Simon, Stephen, ADA Quarterly, Fall 1998.
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Why is hiring people with disabilities important to our hospital?
• As a business that exists to serve the public, we should reflect the public.
• People with chronic illnesses and disabilities are a major source of hospital revenue – we want to be their provider of choice.
• People with disabilities working in our environment• People with disabilities working in our environment enhances our image and we receive positive feedback for our visible commitment (Gallup Poll).
• Our employees with disabilities serve as role models for our patients and families and give them a sense of hope, which is reflected in our satisfaction surveys.
• Our recruitment of talent is positively impacted.44
• Universal design helps all employees.• Employment is the #1 priority of young adults – not healthcare – and belief in a productive future increases compliance.
• People with chronic illnesses and disabilities represent the fastest growing market segment in the US.
• Families with relatives with disabilities have increased their involvement in hospital programs.
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their involvement in hospital programs.• The hospital has experienced increased local, regional and national recognition.
• Performance and retention in some high‐turnover, entry‐level positions has increased dramatically.
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Job Job DevelopersDevelopers
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Caseload of Caseload of ConsumersConsumers
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13 Vocational Rehabilitation Counselors
13 Job Developers
13 Vocational Rehabilitation Counselors
13 Job Coaches
13 Follow Along Staff
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Long Long Term SE Term SE SupportSupport
ProviderProvider
BusinessBusiness
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SchoolSchool Vocational Vocational RehabilitationRehabilitation
Funding for Employment• Serial Funding
EducationEducation VRVR DDDD VRVR DDDD
•• Project SEARCH FundingProject SEARCH Funding
EducationEducation
VRVR
DDDD
Key Funding Assumptions
• Jobs need to be better than those available through the standard VR process.
• The CRP that provides job coaching needs to be the same CRP that provides job development – to ensure better outcomesoutcomes.
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Nontraditional Jobs
Not the “Easiest Jobs”Not the Easiest Jobs
But
“Complex and Systematic”
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Program Description
• One year program
• 10 ‐ 12 students with a variety of disabilities
• Certified instructors and job coaches
• Last year of HS eligibility
• Rotations through internships with continual feedback
• Outcome of employment
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Eligibility Guidelines
• 18 – 21 years old
• Appropriate hygiene, social and communication skills
• Ability to take direction and change behavior
• Access public transportation
• Pass drug screen, background check, immunizations
• Desire to Work!
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Annual School Schedule
AUG JUNE
1st InternshipGraduate &
2nd Internship 3rd InternshipBegin PS
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Graduate & Begin Work at Site or in Community
2 – 3 week Orientation
Workshop Week
Workshop Week
gProgram
Monthly Employment Planning Meetings
Job Search Beginsin 2nd Internship
School Day
• 8:00 Employability Skills
• 9:00 Worksites
11 30 L h• 11:30 Lunch
• 12:15 Worksites
• 2:00 Review, Plan Journaling
• 2:30 Depart
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Internships
• Marketable Skills
• 4 – 5 hours of day, 910 per year
• Work/ Social Skills
• Integrated
• Cascading skills
• For the benefit of the student, not the benefit of the host employer
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Internship to Job
• 1st Rotation: VP Office at University Program –focus on phone skills
• 2nd Rotation: Consumer Lending – focus onLending focus on computer skills
• 3rd Rotation: Receptionist in Lobby
• Hired as receptionist
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Model Fidelity Components
1. The stated outcome of PS is sustained, paid employment for each participant.
• Employment occurs in integrated work settings and meets real business needs.
• Employees earn the prevailing wage for a given job.
• Employees generally work the same schedule and hours as colleagues in similar posts and as many hours as possible.
• Paid jobs and internships involve a variety of posts that include complex and systematic skills.
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2. Collaboration: Project SEARCH is a partnership with support and resources from the host employer, education, VR and the supported employment provider.
• Roles and responsibilities of the different partners are clearly defined and agreed upon.
• The following should be included from the start of any program:
• Host employer
• School
• Supported Employment Provider
• DD
• Partners meet on a regular basis, at least monthly during the set up and development phase to drive and monitor progress.
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3. Project SEARCH is employer led.
• The host employer is not paid to participate in PS.
• The host employer is fully involved in crucial decisions such as student selection, internship site development, active internal and external marketing, and internal recruitment of qualified candidates via a business liaison responsible for supporting Project SEARCH as part of their assigned job.
• Project SEARCH should be based in a large quality organization• Project SEARCH should be based in a large, quality organization with a minimum of 200 employees, offering a variety of complex internships, with a reasonable level of staff turnover.
• The host employer provides an on‐site classroom dedicated to PS that provides a base for the teacher, job coaches and interns.
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4. The partners provide consistent on‐site staff in order to support the interns and the host employer at all running times during the academic year and as needed by the host employer during the holidays.
• Staff should conduct monthly reviews with interns and their family members , VR counselors and others as necessary, to discuss internship progress and career planning.
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5. Project SEARCH focuses on serving young adults with learning disabilities and/or autism spectrum conditions, who can benefit from intensive, personalized support in preparing for and finding work.
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6. Pooled funding and resources are in place between the non‐employer partners.
• Funding is a reallocation of existing resources.
• Funding is sustainable.
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7. There is total immersion of the interns and employees in the host business. Interns abide by host employer’s policies and practices.
• Interns are on site at the host employer for a minimum of six hours each academic day, for an entire academic year.
• Interns train in real work setting.
• The internships provide the participants with structured, personalized work‐based training. As such, interns are separate from people who volunteer with the host employer.
• Students participate in skill development 20‐25 hours per week.
• The students learn competitive, marketable, transferrable skills. Emphasis is on layering on additional skills.
• Project SEARCH includes an employability skills curriculum taught each morning and customized to the host employer and local labor market.
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8. Teachers and job coaches will be trained in systematic instruction.
• Department mentors will be invited to systematic instruction training.
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9. Each site will provide follow along support for graduates of Project SEARCH who go on to be employed. Ideally interns are made eligible before they begin PS.
• Each site will make provisions to support graduates who secure employment within the host employer, to be provided by the same CRP who provides job coaching and job development.
• Each site will support graduates who do not gain employment ith th h t l t fi d l t l h i thwith the host employer, to find employment elsewhere in the
community.
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10. Each PS site will collect data on participants and employment outcomes.
• Sites will provide this and other requested information to the PS data base.
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11. Each site has a licensing agreement signed with Project SEARCH Cincinnati.
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12. Getting a job is more important than completing the PS year.
• The model is sufficiently flexible to allow interns to leave the program at any time during the academic year, when a suitable job opportunity arises with the host business or elsewhere.
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Pediatric Dental Clinic
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ES Technicians II
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Work Aid Book
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Emergency Department Technician
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Diaper Drawer Dividers
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Pictures Instead of Words
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Kristy: Independence
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Enlarging Print
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Specialty Equipment (Isolettes)
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A Work Aid Book On The Wall
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Oxymetry Probes
• Given to each patient
$ $• Cost $18 new, $6 recycles
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Clinical Sterilization
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Jill: Focus and Partnership
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PACU
Patient Transport Lab Assistant
Service Center Technician First Attempt: Cleaning Rotation
2nd Attempt: Calendar 3rd Attempt: Center by Center Check List
ES Technician I
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Pathology Tech
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Fifth Third Bank – 300 files a day, 98% accuracy.
Health and Beauty AidsWegman’s Seafood
Department
Fifth Third Bank Mortgage Department Cafeteria
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10 Year Anniversary Celebration
5 Weddings and Counting….
Progress to Date
• International web‐based data base
• Condition of license
• Independent model fidelity audits
• 209 sites in existence
• 30 in process
• 39 states
• England, Scotland, Australia and Canada
• Wide mix of rural and urban
• Huge districts and very small (collaboration)
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Types of Businesses Partnering with Project SEARCH• Local, State and Federal Government
• Water and Power
• Lottery
• Retirement Communities
• Retail : Glaxo Smith Kline, Wegman’s, etc.
• Distribution Centers
• Banking and Insurance
• Universities
• Park Districts and Zoos
• Manufacturing: Shaw Flooring, Medtronic, Cargill
• Law Enforcement and Courthouses
• Chesapeake Oil
• Casinos
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2010 Employment Outcomes
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5
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Wage/Hour Hours/week
Supported Employment
Project SEARCH
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60%
70%
80%
90%
100%
2010 Employment Outcomes
0%
10%
20%
30%
40%
50%
Retail/Food Benefits
Supported Employment
Project SEARCH
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Notes
Notes
Notes
Notes