1. Presented by: Greg Miller, President and CEO Jackie Stevens, COO, Pennsylvania Penn-Mar Human Services Transforming Life Into Living Through Successful Organizational Change

2. Organizational Overview Demographics & Operating Budget More than 325 individuals with IDD served daily Pennsylvania and Maryland services 500 + staff $28,000,000 + annual operating budget

3. Our mission…. To transform life into living for individuals, families, our staff and volunteers. Integrity Excellence Collaboration Innovation

4. Overview of Services Pennsylvania Services Community Living Services Residential Unlicensed Community Habilitation Respite Life Sharing Community Day Services Transitional Employment Supported Employment Pre-Vocational Adult Training

5. From Sheltered Workshop to Employment

6. Overview of Services Goals for Today Our Day Services Guiding Employment Beliefs Transition Milestones High Performance Strategies Critical Measures Employment Metrics

7. Overview of Services Community Day Services We will discover and promote each individual’s talents and interests so they can enjoy a life that is more inclusive in the community. Career Discovery We support the discovery of talents and interests that can be leveraged into career opportunities. Community Activity Program We maximize inclusive opportunities to experience life interests and hobbies. Transitional Employment Supported Employment (Customized Employment)

8. Guiding Employment Beliefs Everyone who wants to work can work There are no “prerequisites” to getting a job – everyone is ready to work We will discover careers, not just jobs! Employment occurs in the community Employment grants purpose & dignity

9. Guiding Employment Beliefs Employment provides income & the opportunity to achieve greater independence Employment provides opportunities for social participation and development of social capital One person at a time, one job at a time. Employment is a fluid process

10. Prior to 2009 Ongoing discussion between leadership and board regarding diversification of contracts and scenario planning November 2009 Greg Miller and Rich Leucking travel to Brazil where seeds of change are planted regarding future services. December 2009 Leadership met with Dr. Leucking, and Penn-Mar began receiving training and technical assistance from consultants with TransCen (11 placements with approximately 10% of services community based). Transition Milestones

11. January 2010 Hired our first staff with customized job development as the primary responsibility July 2010 Launched employment initiative and implemented the Strategic Plan to shift away from sheltered workshop model to customized individual employment model with a goal of 25 new jobs January 2011 Awarded grant from the Maryland Developmental Disabilities Council to fund training and technical assistance provided by TransCen, Inc. and Griffin Hammis & Associates. Transition Milestones

12. July 2011 Began the creation and implementation of a detailed timeline to discontinue the sheltered work program July 2012 Began the transition to a discovery program that was focused on employment December 2012 Discontinued sheltered work. Transition Milestones

13. January 2014 Penn-Mar discontinued subminimum wage for those receiving Transitional Employment services. March 2015 Finalized Employment First Policy March 2016 Begin a long-term physical/environmental change to the facility to support the long-term vision Transition Milestones

14. High Performance Strategies Strategic Planning Structure Considerations Cultural Shift Resources Identify Challenges Implementation Challenges Networking

15. High Performance Strategies Strategic Planning Create a long-term vision Create strategies that align with the vision Develop short-term objectives Develop critical measures -

16. High Performance Strategies Structure Recruit and hire experienced/specialized employment staff… customer service/sales/business experience and skills sets are a plus. Invest in training and technical assistance. Provide employment staff with the resources and capacity to effectively do their job. Consider role changes and opportunities for existing staff. -

17. High Performance Strategy Cultural Shift Training all staff on the Employment philosophy Successful employment is everyone’s job We are all responsible for supporting individuals in their jobs. Employment is an outcome for everyone who wants to work. Training on our employment process, discovery and providing job supports. -

18. High Performance Strategies Resources Training & Technical Assistance TransCen, Inc. 2009-2013 Griffin-Hammis 2011-2013 ACRE Certification Program through GWU Employment Support Coordinators Job Developers - -

19. High Performance Strategies Resources Collaboration with key partners ODP’s Futures Task Force Pennsylvania APSE Cumberland/Dauphin/Perry County Employment 1 st Team Network with other providers who are like-minded Expanding OVR relationships - -

20. High Performance Strategies Identify the Challenges Transportation – Getting people to/from work Shifting of staff mindset from care-giver to supporter Ensuring staff working in the “old model” continue to feel valued Overcoming fears of families (loss of benefits being victimized, failing on the job)

21. High Performance Strategies Network, Network, Network! Research shows that 70% of people obtain jobs through their personal networks (hidden job market).

22. Network, Network, Network! High Performance Strategies

23. Milestone Critical Measures January 2010 July 2010 July 2011 July 2012 December 2013 October 2015 June 30, 2016 11 jobs 25 new job goal set 28 jobs created/39 jobs total 30 new jobs goal set 36 new jobs created/67 jobs total 89 total jobs 105 jobs projected 149 jobs have been developed since 2010

24. Employment Metrics Average employment = 2 years 3 months Average pay rate per hour = $8.65 Average hours per week = 14 Termination/Layoff Turnover Rate = 18% Customized jobs = 81% 1:1 Long-term job coaching = 8% Monthly drop in job coaching = 75%

25. Employment Metrics

26. Current Employers

27. Success Story Ed McManama – Principal at Central Middle School “ It didn’t take long for teachers, administrators, and the entire school staff to realize Holly was making a real difference here. Her personality, her attitude toward her work, and her smile were infectious for all of us and for our students.”

30. Greg Miller President and CEO gmiller@penn-mar.org 410-343-1069 x228 Jackie Stevens COO, Pennsylvania jstevens@penn-mar.org 717-235-8068 x221