# Presentation: 079879

## Overview of Customized Employment - The Employer’s Perspective

**2008 Competitive Grantees ****Training Conference**
***Lisa Cuozzo Stern***
- _[lstern@montgomeryworks.com](mailto:lstern@montgomeryworks.com)__ _

## ACROSS:

| 1 | 2 | 3 | 4 |
| --- | --- | --- | --- |
| 2 |  |  |  |
| 3 |  |  |  |
| 4 |  |  |  |

***ACROSS:***
- Dogs do it
- Mosquitoes do it
- Spiders do it
- Sharks do it

***DOWN:***
- Insects that buzz
- Organs of vision
- What big brothers do to little sisters
- Without effort

*Adapted from:  Tom Sechrist, Sechrist Associates*

## ACROSS:

| 1
B | 2
I | 3
T | 4
E |
| --- | --- | --- | --- |
| 2
 |  |  |  |
| 3 |  |  |  |
| 4 |  |  |  |

*Adapted from:  Tom Sechrist, Sechrist Associates*

***ACROSS:***
- Dogs do it
- Mosquitoes do it
- Spiders do it
- Sharks do it

***DOWN:***
- Insects that buzz
- Organs of vision
- What big brothers do to little sisters
- Without effort

## ACROSS:

| 1
B | 2
I | 3
T | 4
E |
| --- | --- | --- | --- |
| 2
B | 
I | 
T | 
E |
| 3 |  |  |  |
| 4 |  |  |  |

*Adapted from:  Tom Sechrist, Sechrist Associates*

***ACROSS:***
- Dogs do it
- Mosquitoes do it
- Spiders do it
- Sharks do it

***DOWN:***
- Insects that buzz
- Organs of vision
- What big brothers do to little sisters
- Without effort

## ACROSS:

| 1
B | 2
I | 3
T | 4
E |
| --- | --- | --- | --- |
| 2
B | 
I | 
T | 
E |
| 3
B | 
I | 
T | 
E |
| 4 |  |  |  |

*Adapted from:  Tom Sechrist, Sechrist Associates*

***ACROSS:***
- Dogs do it
- Mosquitoes do it
- Spiders do it
- Sharks do it

***DOWN:***
- Insects that buzz
- Organs of vision
- What big brothers do to little sisters
- Without effort

## ACROSS:

| 1
B | 2
I | 3
T | 4
E |
| --- | --- | --- | --- |
| 2
B | 
I | 
T | 
E |
| 3
B | 
I | 
T | 
E |
| 4
B | 
I | 
T | 
E |

*Adapted from:  Tom Sechrist, Sechrist Associates*

***ACROSS:***
- Dogs do it
- Mosquitoes do it
- Spiders do it
- Sharks do it

***DOWN:***
- Insects that buzz
- Organs of vision
- What big brothers do to little sisters
- Without effort

## People with significant barriers to employment typically can’t take “off the rack” jobs...or if they do, they often don’t last

- Sometimes you must tailor the process

**Notes:**
In all of these instances- there was no position that matched tryn or robert’s skills- This happens a lot with the people we serve.  Have you noticed most job descriptions have something they can not do? SO-If the people we serve are to be successfully employed- in positions that they love, we are going to have to create a position for them. We need to carve a position that will match the job seeker’s skill set. We must “tailor” the process to fit the skills and preferences of the job seeker- and the needs of the employers we are contacting.

How do you get an employer to tailor a position for your job seeker?  You offer them something they can value. – A motivated applicant who is dying to work for them-  Add in a solution or two to a current issue they are having- and you’ve got a job.  We are going to talk about the first piece of this – the motivated applicant- dying to work for them- and then in the next session I’m going to cover the second part- solve an issue for the employer in the next session.

## HELP WANTED

**Company looking for previously incarcerated homeless veteran.  Extensive history of hospitalization and drug abuse required. ****Delusional behavior OK. ****Supportive co-workers. ****Call for an application.**

**Notes:**
Will you see a job posting like this?
Yet this is how many job developers think about their job seekers.  They see challenges/personality quirks (i.e. disabilities, quirks) before skills

Steer clear of the disabilities- One woman with CP said if I could bottle CP  and tried to sell it no one would buy it- you can’t sell what a person can’t do.  “he can’t run a register”  “he can’t read” “she can’t file”.....
Positive profile- Look for things you can sell..  Must find out what a person can do.  What can you sell to an employer?  Where would this person really shine? 

## Bottom Line

- Employers are looking for ________________________________
- People do business with people they ________________________________
- People get jobs based on ________________________________

## Things to Remember

- Even if an ad isn’t posted there may be opportunities
- Employers are always looking for enthusiastic, motivated employees who are willing to learn
- Job descriptions are wishlists - they are not written in stone
- Employers are looking for value/a bang for their buck/solutions to staffing issues

**Notes:**
Social service people are afraid of employers. They are afraid to approach them, talk to them... Yet when you do you will discover that they want are employees who are motivated and interested in what is going on at their business.  Employers expect to do some training.  Think back to your own experiences.  How many jobs have you had that you were semi-qualified for?  ( Adam- talks himself into jobs he is completely incapable of doing and then learns quickly.) How many people have you hired because they have the right attitude and were excited about what your company was doing- but they may not have had the exact skill sets you were looking for?

Of course, having skills that an employer values will also get their attention.  How many of you do what is listed on your job description? Jobs change- employers get an idea of what employees are good at and adjust responsibilities.

If you understand how a business operates and what is important to them- and you have something of value to offer them- Call them-they will be happy to talk with you.

## Identify barriers (*)
Reach out to other veteran-serving programs, as well as those who serve the generic population:  One Stops, faith-based organizations, etc.  
Becomes a win-win (especially when considering common measures)

- Reach out to other veteran-serving programs, as well as those who serve the generic population:  One Stops, faith-based organizations, etc.
- Becomes a win-win (especially when considering common measures)

**Step 1:  Identify supports needed and support system...it takes a village**

## Step 2:  Create an individualized team for the veteran

- Use action planning sessions *(*)*
- Put veteran “in charge”
- Set time frames and identify a section for when help is needed
- Use team for job development efforts (everyone is a job developer) *(*)*

## Step 3:  Consider a Portfolio

- Traditional resumes are fine for those who can find jobs independently
- Participant portfolios contains a number of ingredients:
- A portrait of the individual
- Images of competent performance
- Narrative pages indicating contributions
- The participant’s *Task List* developed during the Action Planning sessions (value)
- Be sure documents are error-free

## Step 4:  Prospect & Research

- Let a “Discovery” process lead job development efforts – not the current labor market trends
- First step should NOT be looking for placement
- Use informational interviews *(*)*
- Develop relationships

## Step 5:  Prepare for Negotiations

- Plan...and be prepared
- “Oh Boy” stance
- “Show Me” stance
- “Oh No” stance
- Consider participant negotiables AND program negotiables.

## Step 6:  Closing the deal

- Your job doesn’t end when participant’s job begins
- Provide customer service that goes above and beyond
- Remember Farrah Fawcett?

## What Veteran programs have learned from the Customized Employment Process

## Individual Profile:  Michael

**What Michael brings to the table:**
- Previous work experience (paralegal after the military)
- Glowing smile and great customer service skills
- Research and typing capabilities
**Complexities:**
- NSC disability (injury <1 year)
- Living in nursing home
- Attitude towards employment

## What we did together

**Discovery:**  Coordinated community work trials -  Michael had no idea what his body could do; assessed accommodation needs
**Negotiated:**  Paid work experience at the One Stop as a part-time office assistant – answered phones, greeted customers, completed data entry
**Researched paralegal field:**  Plan for return to school to receive paralegal certificate
**The Village:**
-  VWIP			 VR
-  One Stop		 BPAO/WIPA
-  WIA

## Today:

**Today:**

- Michael received his paralegal certificate (online and onsite)
- Working part-time in a law firm, earning $25.00/hour)
- Working with local Independent Living Center and planning to get his own apartment

## Individual Profile:  Helen

**What Helen brings to the table:**
- Army Personnel Sergeant and Administrative Supervisor
- Personnel Management Specialist - leadership coursework
- Determination
- High level computer skills
**Complexities:**
- lost home/living in car
- teenage son in trouble with school/law
- financial/tax issues
- 30% SC disability

## What we did together

**Discovery:**  Inventoried skills, talents, desires and conditions for employment
**Networked:**  Used connections from DVOP/LVER, business team at One Stop, veteran’s personal connections
**Negotiated:**  short-term and long-term goals
**The Village:**
-  VWIP			  Housing Services
-  One Stop		  Food Stamps
-  WIA

## Today:  Helen works for the U.S. House of Representatives as a Chief Administrative Officer 

*Helen was also nominated for and received the Montgomery County Department of Economic Development Workforce Determination Award*

- Helen

## Individual Profile:  Richard

**What Richard brings to the table: **
- Honorable discharge
- Independent
- Army electrical instrument repairman
- Enjoys working with hands
- Resiliency
**Complexities:  **
- 18 year prison term
- Living in the park
- No local support system

## What we did together

**Discovery:**  investigated and researched training
**Customized plan for employment:  **
- odd jobs during job search
- school/training
**Negotiated:**  a plan for disclosure
**The Village:**
-  VWIP			  Work Release
-  Housing Assistance	  Community College
-  One Stop/WIA/Offender Program

## Today:  Richard is working full-time for a Refrigeration Service Company as a Service Technician 

- Earning > $40,000/year

## Individual Profile:  Tim

**What Tim brings to the table:  **
- Very educated (Pharm.D.)
- Computer skills
- Great personality – works well with and enjoys people
**Complexities:**
- Katrina evacuee
- No fixed living address
- Multiple short-term jobs
- “Nothing behind the eyes” – deflated, depressed

## What we did together

**Discovery:**  Investigated why failed certification tests <12 times
**Customized planning:**  A, B, and C
**Negotiated:**  job shadows and paid work experience
**The Village:  **
- 	VWIP		 One Stop/WIA	ProVETS

## Today:  Tim works as a Pharmacology Patent Examiner with the U.S. Patent and Trademark Office

- GS12 - $58,660 (>$28/hour)
- Also, in following his dream of being a Licensed Pharmacist, Tim is being tutored by a pharmacology lawyer – in preparation for his exam

## Given a choice...

- Given the choice between work and idleness, people will almost always choose work.
- Regardless of our station in life, the conditions of our bodies and minds, or the amount of money in our bank accounts, the need to work remains one of our strongest drives.  Work is central to our lives, and as such, gives a large measure of structure to our days.  Common sense tells us that we feel better about ourselves when we are working regularly.
*- Robert E. Drake, M.D., Ph.D**.*

## Consider ...

- It is amazing how much you can accomplish ... when it doesn't matter who gets the credit.
*Unknown*