MRA: Job Development Curriculum Bringing the Best Together 5 one-hour sessions Presented by Dr. Michael Kiener Director of the Rehabilitation Counseling Program at Maryville University

Job Development Curriculum Session II Developed by the Inclusion Coalition for Employment (ICE) Sponsored by Maryville University, Productive Living Board of St. Louis County, St. Louis Office for Developmental Disabilities Resource Board, Jefferson County Developmental Disabilities Resource Board, and Developmental Disabilities Resource Board of St. Charles County

Agenda Learning outcomes Curriculum review Job development process Job Developer Learning outcomes Curriculum review Job development process Competency development Business Job Seeker

Learning Outcomes After completing the 5 hour curriculum participants will be able to… Implement a framework for effective job development that includes communication and administration competencies. After completing session I & II participants will be able to… Articulate a framework for effective job development. Refine communication and administration skills. Create a checklist to assist in in making an employer contact

Pre-session II review activity Articulate the framework for effective job development. How would you approach a business for the first time?

Agency, Job Seekers, Self, Business Knowledge of: Agency, Job Seekers, Self, Business Job Seeker & Supply Employer & Demand Understanding and collaborating with the job seeker Framework for developing employer relationships Job matching employer and job seeker needs Placement, Ongoing Support & Collaboration Adapted from Gary Shaheen, Syracuse University Burton Blatt Institute

Placement, Ongoing Support & Collaboration Emphasize skills of your applicant Discuss how the applicant will benefit employer If you are not more than reasonably sure it is a fit, do not send the applicant Not worth harming the relationship Be truthful if applicant does not meet a needed skill Describe in detail how the applicant will be a good employee It is up to the agency to balance these two points To do: make a checklist for the applicant to be prepared for job interviews Tip: *Reflect on all of your actions from an employer perspective* Pages 65-74 JD Essentials

Placement, Ongoing Support & Collaboration Ask job seeker if they have any reservations about job Review with employee job responsibilities Have a plan if problems arise Employee and Employer *Seek feedback on the development/ placement process* Inviting Employers to be involved in the agency Discuss with employer how services will transition Ultimate Code Switch Being viewed as a business “insider” To do: develop a process for employees to call job placement specialist if problems arise & role play asking for support To do: develop at least two strategies to involve employers in your organization Pages 87-98 JD Essentials

Additional Tips from Employers… Develop a plan to follow-up and stay in communication with employer No follow-up equals poor relationship Make sure to have an in depth knowledge of the job & applicant Do not assume job tasks and skills Embellishing a resume’ hinders relationship with employer Setting the applicant up to fail Avoid applying for multiple jobs at one business Unless the applicant is qualified Be professional at all times Job developer is a reflection of the applicant

Write a few sentences summarizing what you learned. Take a few minutes and introduce yourself to someone you do not know. Write a few sentences summarizing what you learned. What questions do you still have?