Job Development Overview Authority Intent Background 3 Oregon Direction 4 Definitions Services Outside of the Contract 5-11 10-11 Procedures Employment Profile Table #1: Attaching Employment Profiles to Service Descriptions Table #2: Attaching Service Process to Payment Rates 12-17 12 13 11-17 Note Page 18 Flow Charts Flow Chart and Payment Structure Job Placement Services Contract Overview Flow Chart Process Service Categories 19-23 20 21 22 23 Addressing Business Practices Job Placement Services Note to Contractors 24-25 24 25 Questions & Answers 26-33 Appendices: Employment Profile Summary Job Placement/Retention Referral Form Employment/Retention Proposal Form Monthly Job Placement/Retention Progress Report Job Placement/Retention Invoice and Summary Report Employment Verification Form Job Placement Survey 35-42 35 36 37-38 39 40 41 42 OVERVIEW AUTHORITY: Rehabilitation Act of 1973 as amended by the Rehabilitation Act of 1998, Section 103(a)(4); 34 Code of Federal Regulations §361.48(l).
their branch manager agree that the participant’s record indicates that they will only obtain employment from using this specialized track. Temporary Employment is defined as placement into a position of or less. Temporary employment is considered a “pre-employment” activity and cannot be considered a permanent placement until: 1) client does get hired on a permanent basis from their temporary status, or 2) continues their temporary status beyond six-months. It the temporary status goes beyond six months, then the job devloper may invoice a placment fee and emplyment continues for an additional 90 days and file is eligible for file closure then an AFP for retetion fee will be issued. Services Outside of the Job Placement Services Contract Discovery refers to the time period when an individual is still exploring their skills, interests, and participating in benefits planning to determine if they have the desire to be employed. In most cases, discovery activities will have been completed by county or brokerage providers prior to a referral to OVRS. ODDS are currently in the process of developing a new screening process. OVRS will review all existing documentation prior to consideration of job placement services. ODDS and OVRS are currently working together to formalize this process. In the interim the VRC will continue reviewing all existing documentation and determining if a more targeted assessment will be of benefit to the development of the IPE and to consideration for job placement services. Job Coaching will now be provided outside of the contract at a standardized rate of $40.00 per hour. Job coaching refers to technical and less technical approaches to mentoring participants on the job. VRC’s should consider the skill level necessary to address the participant’s barriers to employment and structure the job coaching intervention accordingly. The level of payment should match the specialized nature of each intervention. Job Preparation services are provided either to, or during job development. For purposes of the contract, job preparation refers strictly to direct client services including one or more of the following: preparation of a master application, resume, on-line job application, practicing targeted interview questions and insuring that the baseline employability criteria of motivation, reliability and dependability are continually being met. The amendments remove the service category of job preparation from the contract. Job preparation will now be provided outside of the contract at a standardized rate of $30.00 per hour. months
Job Placement Services Contract Overview Process JD Referral JD Submits an Employment/Retention Proposal Job Placement (after three days of employment) Job Retention (90-days employed) File Closure/Rehabilitated REQUIRED FORMS Job Placement/Retention Referral Form Proposal Monthly Job Progress Report Employment Verification Form Monthly Job Placement/Retention Progress Report Job Placment/Retention Invoice and Summary Report Milestone Payments Standard Employment Placement/ Retention $100.00 $200.00 $1,000.00 $1,500.00 Supported or Customized Employment Placement and Retention $100.00 $200.00 $1,500.00 $2,000.00 Key Elements VRC determines job readiness Job development strategies Job development techniques Job carving techniques Job placement techniques Job accommodation needs Ongoing support needs Time Lines Job stability needs are met Ongoing supports identified and in place Other resources are identifiedFile Closure Rehabilitated Services Outside of the Contract Job Preparation $30.00 per hour Job Coaching $40.00 per hour
Appendices Employment Profile Summary Employment Profile Descriptions and Strategies Self-Placement (SP) Describes participants who have the ability and motivation necessary to do the job. They can access employers and may be credible enough to get a job on their own. Job Development Strategies: Teach Self Marketing Job club, self-directed learning, counselling Job Development Level 1 (JD 1) Describes participants who have the ability and motivation necessary to do the job, but have employment barriers associated with access to and credibility with employers. These barriers stop the employer from seeing them as viable candidates. Job Development Strategies: Prospecting, Needs Analysis and Job Placement Locate job and market skilled candidate to employer (some job development) {priority needs} Job Development Level 2 (JD 2) Describes participants who have limited abilities as well as an employment barrier, but who have the motivation to go to work. An employer, because of these limitations in ability would not consider them appropriate applicants. Therefore, they are without employer access or credibility and so they, too, are being excluded from the labour market. Job Development Strategies: Prospecting, Needs Analysis Job and Job Placement Get employer to identify minimum hiring needs and market motivated candidate. Motivation Intervention (MI) Describes participant who do not demonstrate a of motivation to work needed in order to make that change. This is true even though they may have the ability to do the job. This participant may have or may not have access and credibility dependent on their skill level and other employment barriers. While the motivation development profile usually refers to people who are about working, it also is used to describe people who repeatedly lose their jobs.