The Purposes of IPS Documentation

“But I just wanted to help people!” Most people get into the human service field because they want to help people. They quickly realize that in addition to helping people another very large portion of their time is going to be spent doing paperwork. It seems counterintuitive, you want to spend time with people and take action to help them. Completing paperwork can seem like it’s holding up that process. But is it?

The Vocational (Career) Profile As most of you know, the career profile (also called the vocational profile) was developed during extensive research. What does the research tell us? The research shows that if we get to know certain things about someone then we will have better information to help them make a good job match. Why is the job match important?

Employment Specialist vs. Staffing Agency Well, I can help people get jobs without filling out the career profile first! So what’s the point? Employment Specialist vs. Staffing Agency No-one is arguing as to whether or not it is possible to help someone find a job without filling out the career profile first. But, let me ask you this, “Are you an Employment SPECIALIST or a person working at a staffing agency?”

Denise bissonette gets to the heart of this issue with the following video: https://www.youtube.com/watch?v=ood1Ozs74is For more information on Denise Bissonette, you can visit: www.youtube.com/user/DiversityWorld/ http://www.denisebissonnette.com/ http://store.diversityshop.com/beyondtext.html Denise has a YouTube channel, called Diversity World, that contains a number of paradigm shifting videos and trainings. She authors several books, one being “Beyond Traditional Job Development.” She has also taught classes at PSU, gives seminars, and is an in demand public speaker. She is not officially an IPS approved speaker or trainer but her philosophies and methods are highly compatible with the model.

What can happen when we do not complete the career profile first The person ends up working in the same type of job that didn’t work for them before. They end up getting fired or quitting for the same reasons they did prior to IPS program entry. How is this a success for the IPS program working with this individual? Sure, you can brag that you got someone a job and count it in your quarterly outcome data. And, sometimes it does end up working out. But, wouldn’t you rather brag about getting someone a job that they can excel at and eventually graduate from?

What can happen when we do not complete the career profile first Examples: Person had a criminal history and ES did not know but employer found out and fired person. Person had issues with rage towards supervisors and became violent on the job and was fired. Person did not have skills necessary to complete minimum requirements of a job. ES had to beg employer not to fire the person while looking for training to get them skills needed. Person in recovery and new job environment triggered addiction relapse. Person really wanted to work with children… thank goodness they were not able to get a job doing this right away as the person had a history of crimes against children! As a reviewer, I have seen this happen a number of times and have mentally noted what has happened as a result. Even if the person does not end up losing the job, things can quickly get out of hand at the job site and the ES has a lot of clean up work to do to help the person keep the job.

Job match By using the IPS model, we keep information from the career profile in mind when we are looking for jobs that match: Needs: environmental, physiological, psychological, social, cultural… Preferences Interests What’s worked rather than what hasn’t Strengths rather than barriers Long Term Career Goals 2012 Oregon Survey of IPS Graduates: 6 mos- 3 years post IPS graduation= 69% of the clients still had their jobs! So, yes, you can get people jobs without completing the career profile and concerning yourself much with a good job match. And, for some folks it may work out just fine. But, for many other folks, they have been getting and losing jobs over and over. If you help them get “just another job” without concerning yourself with job match you may be creating a revolving door for your services and/or “setting someone up for failure.” As Specialists, we aim to make sure that the job WE help them get will be a job that will be a good match for them and their employer. Thus, eventually eliminating the need for the ES to be involved at all. When this model works, it works well!

Job Search Plans Ok, I know… Lots of people struggle with filling this out. “What do I put on this form?” “Why do I even need to fill this out?” But, basically, you are evaluating what needs to happen for this person so that they can be successful in their job search and in obtaining a job. All of those questions you asked in the career profile had a purpose, now you gather the areas of needs, barriers and preferences and make a plan.

Ask yourself: What needs to be addressed so that this person can be successful in looking for and obtaining a job? The person, ES, treatment team members, family members, VR counselor, benefits planner, or other natural supports might need to address the need. In order to fill the plan out properly you don’t start with “What services do they need?” but rather “What NEEDS does the person have in order to get a good job match and how can the needs be addressed?” Obviously you would start with the goal, but then you would look at what the person needs most in order to be successful in getting the job.

Examples of individualized needs Learning to take instructions without becoming rageful. (Ideally, this should be worked on during job search and when employed.) Figuring out why I have historically walked off jobs without giving notice. Identifying a new career field based on my strengths, preferences, and abilities because my justice system involvement prevents me from working in my preferred field. Explaining my justice system involvement during an interview. Obtaining training needed for preferred job.

Individualized Follow Along Plan Needs: Medication routine changes. Coping with symptoms on the job while focusing on the task at hand. Game plan for, “What if I have a panic attack at work?” Learning to handle conflict on the job. Learning how to ask supervisor for feedback on performance and how often this is appropriate to ask for. Learning how to accept criticism. Learning how to turn down extra shifts. Seeking training to learn skills for a promotional opportunity. Saving paychecks in an IDA to buy a car or home.

The purpose of IPS documentation The purpose of the paperwork is not just for the sake of doing paperwork: It triggers you to stop, evaluate, and plan rather than always flying by the seat of your pants and hoping for the best. It helps us to not forget to address important things that will increase the client’s likelihood of success on the job. 1. (Although, some of us can get rather good at this, there are always those moments that you wish you would have addressed ahead of time.) 2. In the end, it isn’t about us- it’s about the people we serve and doing our best to help them be successful! This model has proven to do just that. Why not follow it as closely as possible and see what happens?

Oregon Supported Employment Center for Excellence Questions? What questions have you had about the IPS documentation that we did not cover? What other questions might you have? Contact: Tammy Guest, MA IPS Statewide Trainer Oregon Supported Employment Center for Excellence 541-295-5103 tguest@optionsonline.org www.osece.org