1. Employment First Community of practice webinar February 23, 2017
Recruit, Train, Retain
Employment First Community of practice webinar
February 23, 2017

2. Panelists Cesilee Coulson, Executive Director, WISE
Mike Schmidt, Director of Employment Services, MV Advancements
Xochil Springer, Employment Specialist, UCP
Josh Bearman, Executive Director, TVW, Inc.

3. Cesilee Coulson is the Executive Director of WISE
Cesilee Coulson is the Executive Director of WISE. Ces brings 20 years of experience in competitive integrated employment training and technical assistance to her position. At WISE she focuses on organizational transformation, employment systems change and community capacity building. She designs and manages local, statewide and national projects to increase opportunities for competitive integrated employment for people with intellectual and developmental disabilities. In 2014, Ces was selected by the US Department of Labor as a member of the Advisory Committee on Increasing Competitive Integrated Employment for people with Intellectual and Developmental Disabilities.
Wise promotes and expands diversity in the workplace. We specialize in innovative training and technical assistance to ensure that people with intellectual and developmental disabilities are a vital part of the workforce. At Wise, we believe in making it work.

4. STAFFING LOCAL BUSINESSES SINCE 1966
For more than 50 years, MV Advancements has matched employment opportunities for our job seekers in partnership with a diverse range of local businesses. We understand the staffing needs of the area companies; we provide training, business needs assessment, and pre-screening of applicants. Schedule a meeting with one of our employment professionals to learn how valuable working with our enthusiastic job seekers can be.
Adults experiencing disabilities are fully supported to be involved in their communities, developing meaningful relationships at work, at home and at leisure.
With that being said we have developed systems for this that have been very successful.

5. MV Advancements commercial

6. Xochil Springer UCP Employment Solutions
Xochil Springer has been working in the field of supported employment since She has held many positions ranging from job coach to job development in both Oregon and Washington. Xochil has received certifications from CESP, VCU and CCER in the area of job development, job coaching and discovery. Previously, she was the Assistant Team Leader of United Cerebral Palsy’s Employment Solutions. Currently, she is an Employment Specialist in Wasco and Hood River counties. Xochil is passionate about training, finding the right match and Harry Potter.

7. Career Development Services
6615 SE Alexander Street
Hillsboro, Oregon
(503)
Josh Bearman, Executive Director

8. Strategies for building a successful employment team
Recruiting & hiring

9. Be a part of Supported Employment

10. THIS IS REALITY Culture–what is your culture?
Belonging—What’s in it for me? What do I belong to?
Impact—Will I make a difference and how?
Civil Rights

11. Mike’s best practices for hiring
Looking for the customer service skills
Selling background
Building a diverse team with experiences from other industries
Team interviews get team by in

12. Hiring at UCP Recruitment Hiring bonus as an agency
Where are the positions being posted?
Not fishing from the same pond.
What is the need?
Speaking with team members, customer supports and needs, days and hours
Speaking with HR about key things to look for

13. Hiring at UCP continued
Qualities of job coach. Qualities of a job developer
Mock questions- an opportunity for the candidate to show real time skills.
Rural vs. Metro
What works and what doesn’t?
Did I fail? Yes.
Team culture and qualities of a successful team member
Hiring team- Manager, team members, customers. Diversity in ideas and filters.

14. Recruiting: what we’ve learned
Provide flexible schedules and hire flexible staff
Find individuals who believe in the mission
Make hiring a team effort
Provide attractive pay structure with benefits

15. Building competence and confidence in an employment team
Training

16. Training vs. Development
Necessary and required
Career path progression
Build a learning culture
Build in time for practicing skills
Consider specialty areas to leverage staff skills
Mentoring
Look outside of our industry for relevant topics
People in leadership positions need to know what is being taught to their staff and ensure new information is reinforced and implemented

17. Training
A structured training program •Follow up on training monthly •1-1 weekly meeting with Manager during the first 90 days to ensure understanding and putting the training to work •Opportunity to specialize ( explore the thing your good at) •Mentors ( all spend time with each member of the team )

18. Training at ucpo Oregon Core Competencies
12 categories- how can these be reached and retained.
Training Checklist
Living document. Broken into three sections-60 days, 6 months, 1 year.
Training Modules
Discussion with team members about training needs and considerations.

19. Training at ucp continued
Budget for out of agency trainers coming in.
What else is needed to be successful in this position? This field?
12 hrs. of training per year
UCP requirement. How is this going to be reached and tracked?
Professional Development
Discussion during Supervisories to identify training wants and needs.

20. Training: what we’ve learned
Peer training
Leverage existing training programs (ex: WISE)
Team-building training
Goal-setting training

21. Strategies on keeping successful employment staff
retaining

22. Retaining great team members
Purpose—know why you are doing what you do
Trust—relationships matter
Belief
Clear goals
Data
Recognition
Celebration

23. retention Team involvement ( what they have to say matters)
Sharing success often and immediate ( Group Me App )
ES steps Advancement in pay and responsibility
Sharing the success of the clients we serve ( what you do matters )
Thanking them often and in the presence of their peers

24. Retention at ucp Placement and Retention money bonuses
Money vs. Recognition vs. Personal Value
Checking in
Formal and informal
Documented
Consistent

25. Retention at ucp continued
Professional Development
Long term and short term goals
Intentional Retention
Why are you here?
How long do you want o be here?
What do you need to be successful here?
What do we need for you to be successful here?

26. Retain: what we’ve learned
Stay flexible
Trust that your team will succeed and learn from mistakes
Provide on-going career development opportunities
Build a relationship with each team member and understand their goals
Foster team environment

27. WRAP UP Help people develop their own solutions
Ask people or teams to create a solution and present it to the manager
Lead from behind
Listen
Create opportunities to collaborate it will spur innovation
Know your community and build a team that is known by their community
Build leaders and lifelong learners
Learn from all generational perspectives
Culture trumps strategy

28. Questions?