1. APSE Conference 2016 Career Planning and Discovery: The Maine Way

2. Your Dreams Our Support
Jodi Benvie, Customized Employment Coordinator
Jeff Hooke, Vocational Coordinator
Jodi intro
Jeff intro
We are going to talk about a new service in Maine called Career Planning that uses ‘Discovering Personal Genius’ model by Griffin-Hammis.
We will give you an overview of DPG, give some real-life examples and share some stories along the way to illustrate how we are implementing this new service in Maine.
We will also take a few minutes for an interactive activity and we’ll do our best to save time for questions, but please feel free to ask questions along the way

3. Everyone Can and Should Work
Employment leads to valued full life; builds confidence, relationships, and combats poverty.
There is a double standard that still exists for many people with disabilities that they can’t and don’t need to work. “Those poor people”
We are changing that standard. Talking about employment earlier and earlier.

4. … So Why Aren’t They?
We are all here, in part, because we know that we are not doing a good enough job at helping people find meaningful, long-term employment that they enjoy and that match their skills.
Typical job development has worked well for some people, but for many this has meant trying to fit a square peg in a round hole.
This can lead to low-wage jobs, short stints of employment
In addition, we have not fully invested-in money, time and policy in long-term successful employment.
That is beginning to change. This is one way….

5. Making Employment First in Maine
Career Planning
Discovering Personal Genius by Griffin- Hammis
Maine’s DHHS, OADS added a NEW service to Medicaid waivers in “Career Planning” – based on the “Discovering Personal Genius”TM model from Griffin Hammis. (Ask Lisa to give brief description?)
We are not here to represent Griffin-Hammis though we believe in the DPG model. We are here to share our experience delivering this new service over the past year and a half

6. Discovering Personal Genius
What is DPG?
Who facilitates DPG in Maine?
Who has heard of DPG?
Is there anyone who has worked with DPG or Discovery?
Certified career planning staff who don’t have to be employment specialists (but should!) (1 ½ day training and ongoing TA)
They spend 40 to 60 hours over a 3-month period getting to know an individual and their community through meetings at home and in their community, neighborhood mapping
Observing them at home and other places, trying discovery activities to verify skills
Going on informational interviews to learn about different types of work
assisting the person to identify three over-arching vocational themes in his/her life,
and for each theme, identify a list of twenty places of employment in the community where people with similar skills and interests work.
This approach lends itself to customized employment for individuals

7. First Steps Explain DPG Review the steps Include the team
Schedule your first meeting
Consider ‘meet and greet’ before agreeing to serve someone so you can both see if it’s a match
Explain customized employment, the DPG process, and the Discovery Staging Record to the individual, family and other significant support people.
Be clear about what you will be doing and what is expected of them.
Make certain the information you have about the employment seeker is current and complete.
Schedule your first meeting with the individual and family, if available and desired by the individual, at the person’s home.

8. Critical Questions How can I establish trust?
What does this person need?
JEFF Ways to establish trust.
This is an opportunity to begin a new relationship, explain the process, determine what support the person will need throughout to be on board and invested
JODI (Christina-weekly updates in contrast w/ past job development experiences)

9. The First Visit At the person’s home Daily routines & chores
Interests, collections and hobbies
Meet with the individual (and family) for 1 to 2 hours in their home.
Discuss:
a. Daily routines
b. Chores and other household responsibilities
c. Activities the individual enjoys and engages in
d. History of the family/individual, especially as it relates to employment
If the person is willing, have him/her show you his bedroom. Look at how it is organized, what’s in it, and what it says about the person. Have him/her demonstrate how he performs chores, engages in activities etc. Throughout the visit observe interactions, living context, interests and skills. Ask yourself if any themes are beginning to suggest themselves and make note of them. (Carley vs. Christina)

10. Patrick
Jeff, can you share a little bit about your first meeting with Patrick?

11. Neighborhood Mapping What Can you Find?
Tour the neighborhood around the person’s home observing surroundings, safety concerns, businesses, culture, transportation and services near the
Bring the person along
What do you find?
Make a list (google maps, internet search, walk or drive, Chamber of Commerce or town listings)

12. Interviews Who to interview? What to ask? Focus on now
Interview other people who know the employment seeker well.
This may include parents, siblings, teachers (if a student or recent student), neighbors, support providers.
Ask especially about the individual’s interests, support needs, successful support and instructional strategies, skills and performance in various activities. Look again for themes in the person’s life.
Background is helpful, but try to focus on the person’s capabilities now.

13. Interview Questions
Tell me about some things that you and ___ have done together.
What does ___ love?
What are ___’s best qualities?
What things does ___ struggle with?
What is the best way to communicate with ___?
How does s/he learn best?
What situations or environments do you think should be avoided and why?
When is ___ at his/her best? What makes him/her smile/light up?
What would you like to see us try during discovery?
Tell me about a time when ___ surprised you.
Does anyone have any other questions they would add?

14. What We Learned
Eric
Eric-lazy and empathetic

15. What We Learned Carley Carley-info from OT
More than one DSP-different answers from different people can be very telling.
Different perspectives
Who “gets” the person?

16. Emerging Themes A moment to be subjective What themes are coming up?
What needs more exploration?
Where are you headed?
These are important notes to reflect on where you’ve been and where you’re going
What things do you see? Interests? Qualities in the person?
Possible themes you are unsure of
Questions you have, things to try
You can update this as you go along

17. Discovery activities What are they already doing?
Home and other locations
What to observe
From information gathered so far, identify several activities the person participates in successfully. Do those activities with the person and observe interest, performance, demonstrated skills, connections, etc. at home
Identify activities outside the home that are familiar to the person. Accompany the person to these places and activities and observe skills, relationships, supports etc. Volunteering….try to avoid service locations, but if its all you’ve got-go for it.

18. Discovery activities Unfamiliar places Unfamiliar activities
Things to look for
Based on the individual’s interests and the themes you have identified so far, identify a couple unfamiliar places and activities that may be in line with his interests.
Go with him to these places and activities. Could be just to visit and see what they are interested in or to try a specific activity
Observe to gain additional information about support needs, reactions, attention to natural cues, interest etc.
Continue to identify specific skills and refine the themes

19. What We Learned Making it real Sometimes it just bombs
Patrick-music activities, Collins Center-making it real

20. What We Learned
Wide range of skills to observe-Rebecca and the cookie project
Internet research, transcribing ingredients, shopping-navigating, pricing items, choosing the right things, using baking equipment, measuring, dexterity fine and gross motor, artistic style

21. What We Learned
Does Scott just “like horses’ or does he have a deep interest and a gift?

22. What We Learned What we learn from things that don’t work?
Eric and scrapbook- (tired, hungry, had to pee, lights, too many choices)

23. What We Learned
Carley

24. What We Learned
Volunteer opportunities that arise-Christina, Tammy

25. Discovery Activities Don’t know what to try…?
In addition to verifying skills, you learn a lot about ideal work conditions and things to avoid
Don’t know what to do? Try something and see where it goes…just get out there (Carley)

26. Informational Interviews
Visit places of employment
Not seeking employment
Learning about the business
Seeking advice
Go to some places of employment with the person related to the identified themes.
Make an appointment with a manager and conduct an informational interview. In addition to conducting the interview, ask for a tour and observe the kinds of jobs people do at the business.
Look for the jobs that are out of view and/or are unexpected.
Look for clues about the culture of the work place and whether this person might fit.
Do several of these interviews. (Note that when using Info Interviews during DPG, it is made clear to the employer that no job is being sought, simply career planning information. During job development the focus of the interviews does change to acquiring employment).

27. Who Do We Know? Think about who you know Laura Eric Patrick
Our connections
Who do you know?
Eric-deaf funeral director,
Patrick-owner of Knapp’s Music,
Laura-her PT, my PT, food co- op member, etc.

28. What is something you have always wanted to learn?
Smooth Listening
What is something you have always wanted to learn?
What is something you have always wanted to learn. Think about it. Write it down.
Now, approach at least 2 people (10 minutes total)
Ask at least two people for 3 ideas each of who (real people/places/connections) you could talk to or where you could go to learn more about this topic

29. What did you learn?
Did you have any trouble coming up with 3 people or places?
Were you surprised?

30. Using Social Capital You’ve got connections!
Keep your eyes and ears open!
Engage the team!
We have more social capital then you realize!
Job hazard-looking for connections everywhere!
engage the whole team-family, friends, providers, your own networks, in this from the beginning, “Who do you know?”

31. Informational Interviews
Ask good questions
Have the person participate
Listen for possibilities
Role play with the person if it helps-
Which questions do they want to ask?
What is ok/not ok to ask and do while you are there?
We are not looking for a job

32. Informational Interviews
How did you get started in this field of work?
How did you end up working here?
Can you tell us about the history of the business? What products and/or services do you offer?
Tell us about the people who work here. What are their jobs and qualifications?
What qualities or skills do you look for in the people you hire?
How do you recruit people to work here?
What do you love about your job?
Plenty of “fuel” to carry us through the interaction

33. Informational Interviews
What is the most difficult part of your job?
What tasks are the least favorite around here? Are there things that are not getting done?
Is there a product or service you would like to offer, but haven’t been able to?
If you could hire someone tomorrow, what would that person be doing?
If you had $5000 or so to spend to improve your business (not paying bills, staff or advertising), what would you buy? And what would that bring/add to your business?

34. What We Learned Resource ownership opportunities
What’s not getting done
Business within a business
Leads to other places
Further education opportunities
Rosemont-food processor
Robert-wire stripper
Chamber-sent us to other places
Holistic PT-“You could be a rehab aide!”
Cosmotech-audit classes, know local salons
Geaghans-how to get started, internship program

35. Lists of 20 20 places for each theme Total of 60
Places where the person could actually work
Develop a list of places, specifically 20 places of business where people do jobs related to each of the three themes identified for a total of 60. Ask the team for help. Use Chamber of commerce, google and websites, town listings
Show Laura lists of 20

36. Vocational Profile Overview of the person Skills and interests
Ideal work conditions
Support needed for success
Discussion of themes
Integrity of the DSR
Complete the draft vocational profile using the information gathered during DPG.
Identify the person’s ideal conditions for employment including
skills, interests,
culture, environmental considerations,
preferred or required days and hours for work,
supports needed,
equipment or adaptations that may be needed .
Reference the three themes and the list of 60 jobs where interests, tasks, contributions, skills, and overall conditions match.

37. “Leave a trail of open-minded people behind us.”
Ultimately the goal is to gather and thoroughly record a depth of invaluable information that will provide a clear pathway to a customized employment opportunity for the person who has completed DPG