1.  Part One

2. Susan Brandt UW Oshkosh/CCDET Department of Children and Families Partner Training Section PTSTrainingSupp@wisconsin.gov

3. Benefits to the Case Manager  Individual's ability to become employed and remain employed  Identify strengths and resources of the applicant/participant  Services and activities necessary for the individual to become employed and remain employed; (such as transportation and child care)

4.  Appropriate placement and activities  Need for further career assessment and planning  Existence of potential disabilities  Need for a formal assessment of any disabilities or other employment barriers

5. Benefits to the Applicant /Participant  Identify strengths and resources  Identify potential needs and supportive services necessary  Identify employment goals

6. Benefits to Other W-2 Staff  Make appropriate job referrals  Develop a strength based resume

7. It is the Case Manager’s responsibility to explain: Why are we asking for this particular piece of information, and How are we going to use this information?

9.  A. Prior to W-2 Placement  B. Change in W-2 Placement  C. Employability Plan Review  D. W-2 Eligibility Review  E. Anytime the Case Manager believes it is beneficial  F. A and B

10.  A. Prior to W-2 Placement  B. Change in W-2 Placement  C. Employability Plan Review  D. W-2 Eligibility Review  E. Anytime the Case Manager believes it is beneficial F: A and B F: A and B

17.  A. It can be encouraging to see progress.  B. It can lead to identifying a learning barrier.  C. It can be an incentive to expand their educational goals.  D. All of the above.

18.  A. It can be encouraging to see progress.  B. It can lead to identifying a learning barrier.  C. It can be an incentive to expand their educational goals. D. All of the above.

19.  A. Career exploration assessments  B. Employment Goals  C. Educational progress

20.  A. Career exploration assessments  B. Employment Goals C. Educational progress C. Educational progress

26.  A. If no times/hours are entered as unavailable, we can assume you can work anytime.  B. We will only provide job leads for the primary and secondary employment goals.  C. We will not provide you with a job lead that fits your skills because it is 50 miles away and the participant has indicated they won’t relocate.  D. Thorough entries give the agency a better understanding of what would be an appropriate job lead.

27.  A. If no times/hours are entered as unavailable, we can assume you can work anytime.  B. We will only provide job leads for the primary and secondary employment goals.  C. We will not provide you with a job lead that fits your skills because it is 50 miles away and the participant has indicated they won’t relocate. D. Thorough entries give the agency a better understanding of what would be an appropriate job lead. D. Thorough entries give the agency a better understanding of what would be an appropriate job lead.

28.  Part Two

34.  A. Why did you get fired?  B. How did you ever get hired for that job?  C. Explain why you feel you lost that job.

35.  A. Why did you get fired?  B. How did you ever get hired for that job? C. Explain why you feel you lost that job. C. Explain why you feel you lost that job.

42.  A. Understanding any immediate Supportive Services that an applicant may need or may arise for a participant.  B. Helping the agency and the participant identify their strengths and attributes that will assist them in meeting their goals.  C. Identifying other agencies that W-2 staff can potentially collaborate with to assist the participant with their activities and goals.  D. All of the above.

43.  A. Understanding any immediate Supportive Services that an applicant may need or may arise for a participant.  B. Helping the agency and the participant identify their strengths and attributes that will assist them in meeting their goals.  C. Identifying other agencies that W-2 staff can potentially collaborate with to assist the participant with their activities and goals. D. All of the above. D. All of the above.

44.  Part Three

59.  A thorough assessment is valuable to the Case Manager, the applicant/participant, and other agency staff.  Information should always be up-to-date.  Remember to include questions regarding their family.  Think of the assessment as a tool, not a task.  Remember to explain the why and the how.  Provide a level of professionalism that you would expect to receive.

60. People will forget what you said, people will forget what you did, but people will never forget how you made them feel how you made them feel. Maya Angelou Maya Angelou