Work experience program Bonnie brae Work experience program

Bonnie Brae history Founded in 1916 by Judge Osborne Helped Almost 10,000 Young Men in Crisis Empowering Youth and Families to Achieve Small Victories Every Day Through Comprehensive Care and Education

Need For change Employment data for alumni at three years post-discharge. Our QAI (Quality Assurance and Improvement) department collects data on our discharged residents. This graph shows the decreasing trend in successful employment from 2008 to 2013. As you can see, back in 2008, 74% of our students had a successful employment history. However, fast forward to 2013 and that number decreased to 34%. Granted there are a number of factors that could be the result (i.e. nationwide unemployment rate), yet Bonnie Brae recognized that there is a need for a change. According to the National Employment Law Project (NELP, 2011), teens are painfully hit as a result of the overall job crisis. They are worst hit in recessions and consistently face unemployment rates that are 250% to 350% higher than those of adults. One of these reasons is that teens are facing increased competition from workers over 55 looking for part-time jobs, while government funding that supports teen summer jobs has been cut significantly. A Performance Improvement Team (PIT) was created to investigate ways to increase the success of our residents. Through our investigation, a resounding issue became evident; our residents did not understand the value of work. We needed to find a way to create work experience opportunities here on our 100 acre campus, and in the community. To Bring all the differing activities together under one umbrella Not necessarily changing WHAT we do, but HOW we do it http://nelp.3cdn.net/5f5063b72229a9081a_lym6bkbrw.pdf

Work Experience program MISSION To Help Our Residents Achieve Success Through A Gained Understanding of the Value of Work and Through Our Community Partnerships.

Performance Improvement Team Pyramid

Brief Description Of The Program The program is designed so that staff may help instill the value of work within each individual resident. While staff is supervising a youth’s work, they are able to encourage the growth of individual soft skill goals and objectives. Staff also stress how “effectively” a task is completed, not just “if” it is completed.

What are Soft skills? Soft skills are personal attributes that describe an individual's ability to interact with others. Hard skills will get you an interview but you need soft skills to get -- and keep -- the job. Personal Qualities and People Skills: 1. POSITIVE WORK ETHIC 2. INTEGRITY 3. TEAMWORK 4. SELF-REPRESENTATION 5. DIVERSITY AWARENESS 6. CONFLICT RESOLUTION 7. CREATIVITY AND RESOURCEFULNESS One of the important realizations that formed from the PIT is that treatment and soft skills seemingly overlap. Ex: Why did you treat your peer that way? In speaking with a resident, the conversation should also include examples of on-the-job consequences (consequences encompassing the strengths and weakness of a behavior) 1. POSITIVE WORK ETHIC: Comes to work every day on time, is willing to take direction, and is motivated to accomplish the task at hand 2. INTEGRITY: Abides by workplace policies and laws and demonstrates honesty and reliability 3. TEAMWORK: Contributes to the success of the team, assists others, and requests help when needed 4. SELF-REPRESENTATION: Dresses appropriately and uses language and manners suitable for the workplace 5. DIVERSITY AWARENESS: Works well with all customers and coworkers 6. CONFLICT RESOLUTION: Negotiates diplomatic solutions to interpersonal and workplace issues 7. CREATIVITY AND RESOURCEFULNESS: Contributes new ideas and works with initiative

Bonnie Brae has invested in a Soft Skills Assessment for the residents Bonnie Brae has invested in a Soft Skills Assessment for the residents. This assessment will provide staff with data reflecting a resident’s strengths and weaknesses in two areas: personal qualities and customer care. Each assessment is computer based and takes roughly 45 minutes.

Holland’s Six Personality Types Interactive activity Holland’s Six Personality Types

Ethan and Josh to speak on experiences

This pyramid represents the culmination of the Work Pit’s work. STAGE 1 – represents all residents on grounds that have Supervised Work Related Activities at Bonnie Brae. The hope is that this group of residents over time will only be represented by those individuals who newly arrive on campus. Restitution also falls under stage 1. Restitution will be handled more like a job, than simply a consequence. STAGE 2 – Supervised Paid Work in the Community (such as, Brae Builders, Ambassadors, Camp Kitchen Worker) Supervised Unpaid Work in the Community (community service, Ambassadors) Supervised Paid Work at Bonnie Brae (Rec. department, Work Crew, Ambassadors) STAGE 3 – Unsupervised Paid Work at Bonnie Brae (Operations and non-program staff, Ambassadors) Unsupervised Unpaid Activities at Bonnie Brae STAGE 4 - Unsupervised Paid Work in the Community Unsupervised Unpaid Activities in the Community As you can see, an application is required to move up in the stages. Each application will be reviewed by the treatment team.

National certifications and trainings

Increasing On-grounds opportunities

Works cited and Q & A https://www.hawaiipublicschools.org/DOE%20Forms/CTE/RIASEC.pdf