Individual Employment Plan - Workforce Board

(IEP) Individual Employment Plan

Chicago Cook Workforce Partnership Delegate Agency Orientation

Purpose of IEP

To develop a road map that describes how customer gets from here to there.

To be used by both the customer and case manager as a tool to keep customer focused and on track.

Measures progress of customer while in program.

Measures program effectiveness.

2 Chicago Cook Workforce Partnership

Individual

Developed for a specific customer – not a cookie cutter approach.

Developed with the customer - customer agrees to the plan.

Based on the customer’s identified skills gaps in relation to customer’s employment goal.


Employment

Leads to Employment

Describes what customer needs to accomplish in order to achieve EMPLOYMENT goal

Self Sufficiency


Plan Describes steps to be taken by the customer to

achieve employment goal.

Plan is based on customer’s assessed skills.

The plan should be the main topic of all discussions between customer and vocational counselor.


Steps for Developing an IEP

1) Assess customer’s current skills.

2) Identify barriers

3) Establish employment goal.

4) Identify requirements a job seeker must possess to reach the employment goal.

5) Identify skills gap.

6) Establish Plan to fill skills gap.



1) Assess customer’s current skills

2) Identify Barriers

3) Establish employment goal

4) List requirements a job seeker must possess to reach the employment goal

5) Identify skills gap

6) Establish Plan to fill skills gap


Assess Skills

Employment History Math and Reading Levels Educational Achievement Credentials Physical Aptitudes Personal Interest


Employment History

Identify skills and experience earned in previous employment

Be mindful of transferable skills


Math and Reading Tests

Everyone without a college diploma must take TABE test.

College graduates should take TABE if planning on training in technical fields.


Education and Credentials

Consider all types of education • High school • GED • Associates • Bachelors • Masters • Certificates • Apprenticeships • Other credentials


Physical Aptitudes

Dexterity Lifting Standing Sitting Used in Previous Work - History


Personal Interests

Identify through tests such as Briggs Meyer Identify through conversation. Research Interests – Informational Interviews


Identify Barriers

Barriers interfere with achieving employment goal Is agency able to address the customer’s specific

barriers? Support Services Referrals to other agencies Need to address before continuing with WIA






4) Identify requirements a job seeker must possess to reach the employment goal




Employment Goals

Self-sufficiency Benefits Career path Achievable and available in local market – realistic

expectations


Self-Sufficiency

Employment that leads to self-sufficiency (Self) includes family and dependents Customer needs to understand what self-sufficiency

means


Labor Market Information

The Partnership provides comprehensive labor market information taken from public and private sources

Review quarterly Where Are The Jobs? report Review ITA policy, focus sectors and occupations Review www.chicagolandwiatraining.com for

information on each approved training provider


http://www.chicagolandwiatraining.com/

LMI Research

On first glance every job sounds appealing – make sure that the customer fully researches the job

Informational interviews


Job Requirements

Employer skill requirements for this job Based on job postings, feedback from employers Read job postings thoroughly Conduct informational interviews Understand requirements



1. Assess customer’s current skills

2. Identify Barriers

3. Establish employment goal

4. List requirements a job seeker must possess to reach the employment goal

5. Identify skills gap

6. Establish Plan to fill skills gap


Identify Skill Gaps

Based on the skill requirement for the employment goal, what skills are the customer missing?

What skills does the customer possess? If not sure, don’t guess! Do more research!!


Develop Action Plan

Develop plan to fill the skill gaps. The plan should be specific and identify what the gap

is and what specific actions the customer will take to fill the gap.


Signature - Buy In

Customer and Vocational Counselor sign the document signifying they both agree to this plan.

Should be clear on what the expectations are of the customer and vocational counselor.

Make sure that the customer is very clear on what is expected of him/her.

EXPECTATIONS!!! EXPECTATIONS!!!


Ongoing Plan Management

The IEP is the centerpiece of all case management The IEP should be discussed and reviewed during all

counseling sessions with customer Review IEP with customer Is customer on track with steps in IEP? Plan can be modified – for good reasons


Wrap Up

Did customer achieve employment goal? If NOT – WHY NOT?? You are the expert and should be learning from each

customer


Contact Information

Accountability Manager Contact Information:

Michael Balscik

E-mail address: [email protected] Phone #: (312) 603-7064

Fax #: (312) 603-9930


mailto:[email protected]

Individual Employment Plan - Workforce Board

Documents

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