1. Customized Employment Supports Building Capacity in Wisconsin
Employment First Conference
May 22, 2018

2. Employment Project Coordinator
Introductions
ERI promotes and innovates services to advance employment, support personal choice, and enhance the well-being of people with disabilities.
John Fuller
ERI Services Director
Mike Edwards
Employment Project Coordinator
Beth Wroblewski
Executive Director
Tell audience a bit about each of us professionally and who we work for – Maia 1st, Beth 2nd
Then we’ll follow the same order to tell about ourselves personally.

3. Opportunity
ERI applied for a capacity building grant through the Division of Vocational Rehabilitation (DVR) with a focus on increasing statewide capacity for Customized Employment Services in Wisconsin.
Initial focus on youth in PROMISE.
Offered start-up costs, as well as training and technical assistance.

4. Challenges – which are also Opportunities!
Quick timeline to hire and train new staff.
Growth into new areas of the State.
Increasing access in more distant and rural areas.
Quickly developing a sustainable business model.

5. Revised Position Description On-Boarding and Training
Key Change Areas
Revised Position Description
Unique Interviews
100% Mentoring
Key Areas to Consider for Successful Transitions
Education
Healthcare
Employment
Decision-Making
Community Living
On-Boarding and Training
Recruitment

6. Revised Position Description
This could be the right opportunity for you if:
You are comfortable connecting with employers, community partners, families and youth;
You are eager to learn new approaches and ways to help people to understand how their strengths translate into meaningful employment; and
You believe everyone can work and be included in their community.

7. Revised Position Description
A Bachelor’s or Associate Degree in human services, education, business, paralegal or allied health field or equivalent training and experience required.
…someone with strong communication and interpersonal skills, high attention to detail, and the ability to learn very specific information and requirements.
able to creatively approach and work through challenging situations.

8. Revised Position Description
Home-based position;
Extensive travel throughout the area;
Travel to ERI’s main office in Madison and satellite office in Milwaukee will be required regularly.
Must:
Hold a valid Wisconsin driver’s license;
Prove personal auto liability insurance meets Wisconsin’s minimum requirement;
Pass and maintain clearance related to criminal, caregiver and sex offender background check requirements; and
Be capable using a computer and business software.

9. Recruitment
Indeed Posting – included use of their screening interview questions
Tech Connect:
ERI Website
Word of Mouth

10. Unique Interview Questions
Why is employment significant for a person with a disability?
This position will require you to engage with employers and community members to develop jobs for the people we serve. You’re at a local Job Fair, please tell us how you would introduce yourself and engage with the employer to learn more about their business.
Used these questions to emphasize that 50% is client work and 50% is employer relationships.

11. Results: Great Diversity
Parent with Direct Life Experience
Restaurant Owner
Higher Education
Environmental
Educator
Results: Great Diversity
Employment Specialist
Transportation and Logistics
Health Clinic Manager
Special
Educator
Business Background

12. Onboarding and Training
Many staff are new to the DVR and Long-Term Care language and abbreviations.
Orientation to Technical Specifications and Waiver requirements.
All received Customized Employment training, even staff with experience:
VCU – two day and full on-line course
TransCen – three day intensive with real life assignments.
PROMISE Grant Supports

13. Team Work and Support

14. 100% Mentoring
The Grant includes Stout Vocational Rehabilitation Institute staff: Beth Gaertner and Jeff Lund
Shannon Webb
Experienced ERI Team Members

15. Mentoring Working as a Team Weekly Clinical Staffing
One-to-One Mentor Sessions
Partnering with Client meetings
Planning for the Next Steps with the Job-Seeker

16. Customized Employment
Customized Employment is a flexible process designed to personalize the employment relationship between a job candidate or employee and an employer in a way that meets the needs of both. It is based on identifying the strengths, conditions, and interests of a job candidate or employee through a process of discovery.

17. Work is valued in our society and leads to valued roles.
Work increases your income. Without earned income, many people with disabilities live at a poverty level.
People can work, keep public benefits and use benefits to reach work goals.
High expectations make a difference.
Employment
individuals with disabilities are able to achieve competitive integrated employment outcomes.

18. Customized Employment
Discovery: Gather information from the job seeker and their network about interests, skills, and preferences related to work.
Employment Planning: Brainstorm a list of potential employers.
Job Development and Negotiation: Match the job seeker to an employer that will benefit from their unique skills – Customized Position.
Post-Employment Support: Ongoing supports as needed, continued career planning, monitor the employment relationship to ensure everyone’s satisfaction.
Customized Employment is a process-driven concept with four essential components.

19. Discovery

20. We hope to learn: Things the job seeker likes to do. Dreams and goals.
Discovery
We hope to learn:
Things the job seeker likes to do.
Dreams and goals.
Talents, skills and knowledge.
Any work experiences– paid or volunteer.
How do they learn best?
Positive traits.
Environments – from best to worst (deal breakers).
Challenges or accommodations.

21. How we learn: Home Visits Neighborhood Observations
Discovery
How we learn:
Home Visits
Neighborhood Observations
Familiar Activities
Novel activities
Collateral Interviews
Record Review

22. Visioning and Planning for the Future
Employment
Planning
Visioning and Planning for the Future

23. We hope to learn: Possible Contacts.
Employment
Planning
We hope to learn:
Possible Contacts.
The job-seeker’s Supporters/Circle.
Intersection of interests and skills = new possibilities.
When the job-seeker sparkles/lights up.
Any ah-ha observations.
Who can meet with us to think outside of the box?

24. Meet with the Job-seeker’s Network:
Employment
Planning
Meet with the Job-seeker’s Network:
Supporters and the jobseekers network.
Generate five-six potential job ideas given the person’s interests and skills.
Brainstorm a list of employers that would be a great match.
Who do you know??
Plan next steps.
Use network to find connections to possible employers.

25. Connection to Employers
We offer valued services to Employers.

26. Connection to Employers
We meet Employer’s Needs
Efficient/Lean Processes
Hire and Retain Dedicated Employees
On-site Training and Coaching
Support for the Life of the Job
Connection to Employers

27. Connection to Employers
Getting to Know the Employer
Informational Interview
Job Shadow or Tour
Employer Contact through Networking
Job Seeker Meeting
Worksite Visit

28. Post Employment Supports
Support for the life of the job.

29. Post Employment Supports
Commitment to the Employer
Identify their business needs;
Provide referrals of employees to meet needs;
Create customized positions that benefit the business;
Assist with on-boarding, training and ongoing support of employees;
Work your staff and supervisors to ensure the success of the new employee and the business; and
At no cost to you as the person’s employer.

30. Post Employment Supports
Commitment to the Employer
Services are not time-limited, rather they are based on the employer and new employee needs;
As managers have confidence in the new employee’s abilities, our involvement slowly fades.
We provide follow-up services for the employer and the individual for the life of the job.
If in the future, there are new responsibilities, or performance issues, then we return to provide additional services.

31. Post Employment Supports
Success for the Employee
Support to learn new job duties and changes to the employment routine;
Address challenges that may arise;
Continue to look for opportunities to grow skills and advance the person’s career.

32. Thank you!