1. ALBERTA EMPLOYMENT FIRST Challenges and Opportunities Sean McEwen Calgary Alternative Employment Services

2. Roots of Supported Employment  Started in the 1980’s to serve people with Intellectual Disabilities  Paralleled De-Institutionalization and the ‘Community Inclusion’ Movement  Utilizes Career Development / Trait & Factor Theory

3. Supported Employment - 3 Pillars  Supported Employment is the term used when referring to assisted:  career exploration / preparation  employment placement  job retention services for persons who need support to be successful in the achievement of these goals.

4. Service Strategies & Interventions  Intake and Assessment  Career Exploration  Employment Preparation  Job Search and Placement  Employer Support and Education  Follow-up and Retention Supports

5. Employment First?  Is a philosophy intended to guide policy and best practice in Supported Employment.  Let’s believe in, and support, employment as the most appropriate vehicle of community participation for working age adults with disabilities.  Employment First is a ‘Best Practice’.

6. Employment First  Uses typical or customized employment techniques to secure membership in the workforce, where employees with disabilities are included on the payroll of a competitive business or industry, or are self-employed business owners.

7. Employment First  The assigned work tasks offer at least minimum or prevailing wages and benefits.  Typical opportunities exist for integration and interactions with co-workers without disabilities, with customers, and/or the general public.

8. Employment Inclusion Report Card:  Employment Inclusion still in development  Research and best practices not utilized in services  Employment / Disability stats virtually unchanged  Inconsistencies in definition of ‘employment’  Supported Employment can be an effective tool to address labour market inclusion for all

9. Barriers to Work Inclusion  Core Funding - service ‘stagnation’  Project Funding - service ‘limitation’  Failure to recognize and serve ‘the customer’  Negative ‘service experiences’ in the workplace  Failure to incorporate research and best practices  Failure to recognize the critical interventions

10. Employment First Opportunities  Develop effective services based in best practice  Measure critical outcomes; satisfaction /sustainability  Build real connection with the business community  Develop unprecedented employment inclusion stats  Develop an Alberta ‘Community of Practice’

11. How Do We Reach Our ‘Destination’  Identify where we want to go  Identify the tools and information we need to get there  Identify the critical ‘players’ and roles  Evaluate our progress with integrity  Support the growth and development of the services

12. The Job Description  Facilitation of Employment Inclusion requires a variety of high level skills in order to professionally support job-seekers and businesses to achieve their goals.  It is the most outcomes-based work in the field of disability services, with very high ROI.

13. Career Consultant Job Overview  Career Exploration (exploring all the options)  Assessment of strengths, abilities, interests  Resume Development  Basic Job Search Techniques  Action Plan Development – required ‘steps’  Presentation and Interview Skills Training  Workplace Culture and Employer Expectations

14. Marketing & Employment Placement  Subsequent to Career Exploration, Employment Prep and identification of ‘customized’ job targets, the focused Job Search can begin.

15. Marketing & Employment Placement  Engaging employers on behalf of job-seekers  Presenting client abilities effectively  Presenting agency services effectively  Presenting the business case for inclusive work  Addressing concerns and resistance  Facilitating interviews and communication  Representing client accommodation needs

16. Retention & Natural Supports :  Connecting clients with existing social supports  Utilizing co-workers as trainers and promoting mentorship  Utilizing supports and strategies inherent to the workplace and its culture  Monitoring and addressing performance, social issues, independence and required advocacy

17. Critical Elements for Success:  Must measure employment outcomes in terms of job satisfaction and sustainability (over 3 years)  Must support services to re-invent and re-brand  Require a range of services to meet the needs of all  Employer Focus is required – they are the outcome  Evaluate and improve services and outcomes  A Community of Practice will enhance results

18. Thank you for your time today Resources on: realeyes-capacity.com Sean McEwen sean.mcewen@c-a-s-s.orgsean.mcewen@c-a-s-s.org