1. Job Development Curriculum Session V
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

2. Agenda Learning outcomes Review the job development process
Job Developer
Learning outcomes
Review the job development process
Deepen competency development
Working session
Business
Job Seeker

3. Learning Outcomes
After completing the curriculum and practicum experience, participants will be able to…
Implement a framework for effective job development that includes communication and administration competencies.

4. 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

5. Working Session Case Study 1 Case Study 2
You are working with John, a 21 year-old male, who has an intellectual disability and some difficulty physically. He appears to have poor balance and fine motor skills. At times, John has trouble remembering, staying organized, and remembering social cues. John enjoys the company of his family and is an active member of his church. Although you do not have an exact IQ score for John, his family reports it to be between 60 and 70. John has received some work experiences (stocking, cleaning, clerical) from his school district and has completed a discovery and exploration. In an initial meeting with John he reports he would very much like to work using clerical skills and likes interacting with customers. He seems open to various career paths.
Through the local Better Business Bureau you learn a nation chain, Home Widgets, is opening three stores in the metropolitan area. Home Widgets has both corporate and franchised locations. From what you can tell two of the locations will be franchised and the remaining store will be run by the corporate office. You know very little about Home Widgets’ hiring practices but are eager to set up meetings with all three stores.

6. Check list Initial partnership
What do I already know about the employer and or industry?
Where can I find more information about the employer and or industry?
How would I classify this employer (hot, warm, cold)?
What is the best way to make the initial employer contact and what message you want to deliver (walk in, letter, , phone)?
Think about the 3-step process for developing relationships.
How do you envision the first meeting ending—what is your desired outcome?
Established partnership
What level is the partnership (advising, capacity building, program designing, etc)
What level is the business (Uninitiated, Inclusive, Choir)
How am I developing a brand?   
Check list

7. What are the things that might hinder implementing new strategies?
What supports are needed for improved job development?

8. Learning Outcomes & Thank You…
After completing the curriculum and practicum experience, participants will be able to…
Implement a framework for effective job development that includes communication and administration competencies.