1. Going Beyond the Traditional Hire: How One Company Leveraged a Local Partnership and is Replicating its Success Nationwide
Alabama Department of
Rehabilitation Services

2. An Initiative is Launched
Overview
An Initiative is Launched
Partnerships and the Traditional Hire
Using Partnerships to Move Beyond the Traditional Hire
How You Can Get Connected
Alabama Department of
Rehabilitation Services

3. Launching an Initiative
In late 2008, OfficeMax launched the People with Disabilities and Veterans Initiative
The Mission: To create an atmosphere where qualified people with disabilities and veterans can proactively contribute their talents and strengths to ultimately drive shareholder value, while continuing to foster diversity and inclusion
Alabama Department of
Rehabilitation Services

4. The OfficeMax Journey
Purpose: Broaden focus of diversity efforts to all dimensions
Disability and Veteran status cross all diversity dimensions
Race/Gender
Geographical
Generational
Economical

5. Launching an Initiative
Challenges:
We don’t know what we don’t know…
Finding a Champion within the business
Found a business champion in our Supply Chain organization
Alabama Department of
Rehabilitation Services

6. Launching an Initiative
Challenges:
Preparing our current supervisors and associates
Employment Barriers/Biases
Awareness Training
Preparing the Workplace
Developed and instituded the People with Disabilities and Veterans Training Module
Pilots in Washington DC, Chicago, Dallas, and San Francisco
Additional training for Supply Chain associates
eLearning for all Store Management and HQ hiring managers
Alabama Department of
Rehabilitation Services

7. Launching an Initiative
Challenges:
How do we find qualified candidates?
Identify business needs
Look for partners that can assist at a National and Local level
Alabama Department of
Rehabilitation Services

8. Partnerships and the Traditional Hire
Additional training for current supervisors and staff
2 hires who were deaf in early 2011
3 additional hires through 2012, with an 80% retention rate
1 associate promoted to forklift
Sign language classes voluntarily attended by associates during lunch breaks
Washington, DC Customer Fulfillment Center partners with Maryland Department of Rehabilitation Services
Alabama Department of
Rehabilitation Services

9. Partnerships and the Traditional Hire
Utilized previous local partner relationship
Smaller candidate pool focused on individuals with cognitive disabilities
Retention issues with newer hires
Chicago, IL Customer Fulfillment Center partners with community rehabilitation partners
Alabama Department of
Rehabilitation Services

10. Partnerships and the Traditional Hire
Development of 3 lane approach
Direct Hire
Transitional Work Group
Pre-Training environments
Improved process flow for Direct Hires
Larger candidate pool with more diversity
Support of full time job coach in OfficeMax CFC
Additional focus on Retail and Customer Service
Chicago, IL Customer Fulfillment Center partners with Illinois Department of Human Services, Division of Rehabilitation Services
Alabama Department of
Rehabilitation Services

11. Partnerships and the Traditional Hire
Memorandum of Agreement
Disability Awareness Training
3 Phases of Partnership
Direct Hire
On-site, Simulated Distribution Center, Work Readiness Training
Outplacement
Full utilization of VR Resources
Over 50 hires within first year, over half still employed
McCalla, AL PowerMax Distribution Center partners with Alabama Department of Rehabilitation Services
Alabama Department of
Rehabilitation Services

12. The Traditional Hire: A Closer Look
Video
Alabama Department of
Rehabilitation Services

13. The Alabama Model Getting Connected Customize to Alabama
OM Leadership visits Walgreens’ Texas Model
McCalla PowerMax connects with ADRS thru NET
Tour and Talks of Expectations
Customize to Alabama
Corporate buy-in from both entities
Single point of contact established
Disability Awareness Training for OM staff
Direct Hire process established
Referrals and Hires begin
Expand Partnership
Summer‘13: On-site pre-hire training
Alabama Department of
Rehabilitation Services

14. Memorandum of Agreement
The Alabama Model
Defining the Partnership
Memorandum of Agreement
Purpose
Statement of need
Terms of Agreement
Roles & Responsibilities
ADRS
OfficeMax
Combination
Alabama Department of
Rehabilitation Services

15. The Alabama Model Traditional Hire Process Referral to BRC
* VR Counselor pre- screens candidates and refers to BRC’s: Leslie Dawson (Tusc) or Bobbi Stephenson (BHM)
* BRC screens and assists candidate in applying for employment with OM
* BRC notifies staffing agency of application
Referral to BRC
* Staffing agency processes application, performs a background check, and sends candidate for a drug screens * Staffing agency arranges an interview with supervisor at OfficeMax
* Staffing agency notifies BRC of hire date
Application with Staffing Agency
* Accommodations provided, if needed
* Follow-up with staffing agency and OM supervisors provided by BRC’s
* Job-related issues communicated with counselors
* 90 day, minimum, before roll over to OM payroll
Job Placement
Alabama Department of
Rehabilitation Services

16. Moving Beyond the Traditional Hire The Alabama Model
On-site Simulated Distribution Center
Designed and constructed in-house.
Focused on five functional job codes, not all encompassing.
Allows associate to gain competency before being placed in general operations.
Collaborative effort on training curriculum.
Technology such as Ipads with Signing Savvy App installed.
Alabama Department of
Rehabilitation Services

17. Moving Beyond the Traditional Hire The Alabama Model
On-site at OfficeMax Distribution Center
Time-limited, Pre-hire Paid Work Experience
1st Part of training occurs in the Simulated Warehouse Environment with a program coordinator
2nd Part of training occurs on the production floor with a MaxTrainer, i.e. job coach
Results in employment with OfficeMax, as an OM associate or as TRC employee*, or receives outplacement assistance
Pre-Hire Training Program
Alabama Department of
Rehabilitation Services

18. Moving Beyond the Traditional Hire The Alabama Model
Job Placement
Results in employment with OfficeMax, as an OM associate or as TRC employee*, or receives outplacement assistance
Alabama Department of
Rehabilitation Services

19. Moving Beyond the Traditional Hire The Alabama Model
Counselor and BRC identify potential candidate for Work Readiness Training
Counselor and BRC determine need for pre-assessment*
Counselor and BRC refer candidate to WRT Program Coordinator
Candidate completes WRT training evaluation
Candidate begins training: soft skills and job skills
Candidate successfully completes curriculum in simulated environment
Candidate transitions to “real-time” production environment with job coach, if needed
Candidate is producing at level required for hire by OfficeMax
Candidate graduates program and secures employment*
Alabama Department of
Rehabilitation Services

20. Leveraging Partnerships for Replicability
National in Scope
Business as Customer
VR as One Company
Easily Accessible Network: work with the national VR network through a single point of contact
VR Points of Contact in each state
VR Systems: Veterans VR&E , American Indian Rehabilitation
Community Partners
Leveraging the Strengths of a National System Through Delivery at the Local Level
VR National Employment Team:
The NET
Alabama Department of
Rehabilitation Services

21. Getting Connected The NET
Access To:
The largest talent pool of applicants with disabilities
Quality products and services
VR as a coordinated national system
Business partnerships built at the local, state and multi-state level
VR state points of contact linked to resources at all levels
Responsive and consistent across states
National VR resources, best practices, and technical experts at the national, state and local level
Alabama Department of
Rehabilitation Services

22. Getting Connected The NET
Alabama Department of
Rehabilitation Services

23. NET Standards and Protocols
VR agencies agree to respond to business as a customer through the following actions:
Conduct an employer needs assessment; and
Deliver business services through a VR team that is built on the identified needs and the footprint of the company.

24. NET Standards and Protocols
The VR designated points of contact will:
Respond “promptly” = two business days
Understand business need
Provide technical assistance and consultation
Provide qualified applicants to business
Provide support services, as needed
Collaborate with CSAVR and other VR agencies
Share Promising Practices

25. OfficeMax’s Ongoing Commitment to Initiative
Maxing Out Diversity
Funded by a grant from the Kessler Foundation
Vocational Rehabilitation key partner
Building pre-training environments in 4 markets
Columbus, OH
Chicago, IL
Dallas, TX
Las Vegas, NV
Includes Distribution and Retail
Goal is to develop repeatable, sustainable model
Alabama Department of
Rehabilitation Services

26. Questions