developing sales tools for customizing employment:...
TRANSCRIPT
Developing Sales Tools for Customizing Employment: The Portfolio and Visual Resume Michael Callahan Marc Gold & Associates Employment for All
October 27, 2011
Slide 2: Two Distinct Portfolios Communicates concept of CE Gives visual examples of CE and persons with disabilities Outlines essential selling points Describes supports Introduces, visually, job seeker Shows competent performance Shows unique features of job seeker Presents Task List
Slide 3: The Agency Portfolio The agency portfolio is basically a sales tool, similar to a “pitch book” used in
generic sales, that can be used by job developers to communicate CE to employers, to pace presentations, to clarify essential selling points and to provide a visual confidence builder.
Slide 4: Determining Your Negotiables The first step of negotiation is to determine the negotiables that you will use when
contacting employers. Remember, Customized Employment principles ask us to individually determine
those negotiables related to the job seeker. However, you will have negotiables related to your agency.
Slide 5: Components of Negotiation Essential Selling Points Sweeteners Hole Cards Non-negotiables
Slide 6: Essential Selling Points These are inherent features offered to the employer by both the provider
organization and the applicant. These features are offered to any and all employers who are called on for the applicant. Essential selling points are outlined during the initial presentation to the employer.
Slide 7: Essential Selling Points: Examples Job seeker discovery Task/need matching Customized planning Employment site/culture/environ. match Job site supports, initially/as necessary Job analysis Negotiation of a customized job description On-going problem solving Naturally referenced supports
Slide 8: Sweeteners These are additional features offered by the provider and/or the applicant to
enhance the attractiveness of the deal for the employer. Sweeteners go beyond the essential selling points, but do no create an undue burden on either the provider or applicant. They are most often offered during follow-up negotiations.
Slide 9: Sweeteners: Examples Transportation coordination Problem solving technology, accommodations and accessibility WOTC eligibility* WOTC contact and providing paperwork Team of employment professionals for employer contact Budget funds to buy: Targeted support and personal assistance Small tools Work clothes/uniforms Short term transportation Assistance in PR activities Employer orientation - specifics
Slide 10: Hole Cards These are features of an employment negotiation that will likely create undue
hardship, expense or complexity for the provider and/or the applicant in relation to a desired job. They are offered as a last-ditch effort to secure an otherwise ideal job for an applicant. They must be held in reserve and used only sparingly during final negotiations.
Slide 11: Hole Cards and the Contingent Close The delivery of a Hole Card provides the job developer a powerful tool – the
“contingent close” – that can be offered as an condition of delivering any hole card to an employer.
Always attempt a contingent close before agreeing to offer or implement any hole card level negotiable.
Slide 12: Hole Cards: Examples Researching:
o Transportation assistance o Other employer issues: i.e. liability
Bonding & insuring staff/students Training: credential OJT funds Payment of less than entry wage Extended probation Long term training and support for employee WOTC paperwork assistance Internship startup Providing employer classes on disability issues Employer partner luncheon
Slide 13: Non-Negotiables Non-negotiables are those aspects of a negotiation that you or the job seeker are
not willing to bend on. It is critical that you plan for these in advance and find gentle ways to explain to the employer why you’re not able to negotiate on those items.
Slide 14: Examples of Non-Negotiables Sub-minimum wages Assuring production Providing a substitute worker for student Assuring on-going transportation Anything illegal Guaranteeing success of any sort Charity relationship
Slide 15: Why is an Agency Portfolio Useful? It represents a shift from an agency marketing strategy to an individualized,
customized marketing strategy. Traditional expectations of employers make it difficult for applicants with significant
disabilities to benefit from typical strategies. Helps makes sure that job developers give consistent info to employers. Teaches employers how to think about customization.
Slide 16: Why is an Agency Portfolio Useful? (cont.) Helps explain natural supports Provides additional avenues for giving information to employers beyond verbal
explanation. Requires agencies to come to terms with the manner in which they support and
represent individuals, use language and negotiate.
Outlines Essential Selling Points
Slide 17: Structure of the Agency Portfolio Images – important that they say what we intend to convey Narrative summaries of information Information about the school/agency Support strategies Essential selling points
Slide 18: The Importance of Images In your school/agency portfolio, make sure to use your best photos/images of
individuals you’ve been successful with Take images of performance, not with individuals looking at camera Take lots of pictures – for every work experience, job, business, volunteer job Reference images with employer task language
Slide 19: Agency Portfolio Materials Materials Binder – “Show File” or other binder Presentation paper Vinyl covers Digital Photos PowerPoint pages Business Cards “Leave behind” fact sheets and brochures
Slide 20: “Show File” Binder
Slide 21: Outline for an Agency Portfolio 1. Introduction your agency/school
Introduce your agency -- brochure, fact sheets 2. Explain Customized Employment
“We match applicant skills with employer needs” Give examples through images
Slide 22: Outline for an Agency Portfolio (cont.) 3. Explain how we do what we do
Use portfolio to explain employer – employee supports and the seven phase sequence
4. Wrap up with a outline of services offered
Slide 23: Additional Considerations Taking photos Assuring variety Clarifying your message
Layout, length and formatting Focusing on performance Remembering to “hold back” items for negotiation
Slide 24: MG&A: Twenty Five Years of Serving Employers and Persons with Disabilities
Slide 25: We Match Job Seeker Skills With Employer Needs..... The people we represent have unique skills to contribute to your business. Our job is to determine whether you have specific needs which match these skills. If a match is identified, a job description is customized to suit both you and the
applicant with a disability.
Slide 26: Customized Employment The US Department of Labor is encouraging employers and applicants to consider
negotiating an employment relationship when current job descriptions and other expectations create a barrier.
This concept is known as customized employment.
Slide 27: Business Focus for Customized Employment Unmet Workplace Needs:
This area focuses on tasks that need to get done but are not getting done in the way the employer would like. It also can include tasks that have not been performed but need to be.
Tasks better performed by others:
This area focuses on aspects of jobs that might better be performed by others at a lower pay grade. This option can directly save money for employers.
Specific benefit to enhance business:
This area focuses on workplace needs for additional productivity in specific tasks. It must be matched with job seeker’s specific competencies
Slide 28: Stocking Check-Out Islands, Assisting Advertising, Un-Boxing Electronic Equipment, etc.
Slide 29: Mailroom Assistance and Inter-Office Delivery
Slide 30: Inventory Control Tasks
Slide 31: Targeted Maintenance and Cleaning
Slide 32: Tasks Providing Assistance to Reception, Professionals, Manager and Sales
Slide 33: Sorting and Filing of Excess Paperwork
Slide 34: Spot Cleaning to Reduce “Slip and Falls”
Slide 35: Tour and Needs Analysis Before any agreement is made, we offer a free needs assessment. We can either observe your various business procedures, or we can assist you to do
so, to identify potential needs within your company.
Slide 36: Customized Employment targets specific worksite issues: Episodic duties Slower components of tasks Back-ups/Bottlenecks Material/tool supply Interruptions Additional assistance to meet high work demands Unattended materials/products Waste/scrap materials Misplaced materials/goods Dusty, broken, dirty goods/materials Unsafe or unsightly conditions Inconvenient location of materials
Slide 37: Job Analysis: The Foundation of Success We focus on: The way you do things The means you use to train and support employees The people you assign for supervision..
Slide 38: Job Site Supports to Both Employer and Employee
Slide 39: Benefits to Employers and Employees To Employers
Assistance in identifying workplace needs that might be met by applicants Identification of support providers, as necessary, for customized employees Recruitment and matching of the skills of applicants to employer needs Assistance in customizing job roles for current employees who become disabled
To Employees:
In-depth discovery of the applicant’s strengths, needs and interests Customized planning assistance to target potential employers and contributions Representation assistance to negotiate customized relationships Resource identification to pay for necessary supports
Slide 40: The Visual Resume The Visual Resume (formerly, Individual Portfolio offers an alternative when
applicants do not have persuasive resumes and experiences. This portfolio is a form of a “visual resume” that introduces job seekers who need
customized employment to potential employers.
Slide 41: Developing an Individualized Portfolio The visual resume contains a number of ingredients:
A portrait of the individual Images of competent performance Narrative pages indicating contributions The applicant’s Task List developed during the Employment Planning meeting
Slide 42: Developing the Job Seeker’s Visual Resume Relationship to Discovery Gathering and selecting images Individual and family input Task list development
Slide 43: Sadie Jones
Slide 44: Sadie is Looking for a Job
Slide 45: Delivering Mail at NHS
Slide 46: Volunteering on the Yearbook Staff
Slide 47: Filing Invoices at Her Dad’s Business
Slide 48: Volunteering at a Catering Service
Slide 49: Sadie’s Experiences Sorted and delivered mail at school Assisted in the church day care center Volunteered at food distribution center Participated on yearbook staff Assisted in her dad’s business
Slide 50: Sadie Offers the Following Office Tasks: Shredding Running errands Delivery Running copier Filing Sorting, collating Faxing Stapling Folding, stuffing, sealing, labeling Light data entry Backing up files to CD Matching checks with invoices
Slide 51: Mississippi Department of Rehabilitation Services Our agency provides comprehensive services to Mississippians with disabilities. We
assist individuals with gaining employment, retaining employment and to live more independent lives.
Slide 52: Customized Employment According to the US Department of Labor:
Customized employment means individualizing the employment relationship between the employer and job seeker. It is based on the individualized determination of the strengths, needs, and interests of the job seeker and is designed to meet specific needs of the employer.
Slide 53: Customized Employment Focuses On: Task reflecting business unmet needs - CE provides a strategy for employers to focus on the unmet needs that inevitably occur in a time of multi-tasking and high expectation demand.
Tasks better performed by others - CE can focus on the discrete tasks of job descriptions relating to highly skilled and credentialed positions in workplaces.
Tasks needing additional productivity - CE can utilize specific job seekers competencies based on discovering their “strengths, needs, and interests” and matches and negotiates with existing employer needs.
Slide 54: Meeting a Need Work that required repotting seedlings for local plant distribution center. This was
identified on a tour and the employer indicated “he was behind”
Slide 55: Answering Busy Telephone Lines Job negotiated to answer busy phone lines. In her job she uses a headset, portable
phone and a cell phone. She works 5 days a week for 1 to 2 hours a day.
Slide 56: Preparing for the Next Day Targeted prep work of trimming flowers to place in arrangements to fill orders for
the next day
Slide 57: Entering Data and Menu Development: Meeting a Business Need Negotiated work at local university. Employer identified needs and a customized job
description was made ensuring a good job match.
Slide 58: Sometimes Meeting a Need Does Not Mean Full Time or Wage Employment Creating a business that supports another business; shredding documents for local
businesses.
Slide 59: We Match Job Seeker Skills With Employer Needs…. The people we represent have unique skills to contribute to your business Our job is to determine whether you have specific needs to match these skills If a match is identified, a job description is customized to suit both you and the
applicant.
Slide 60: The Way We Look for Job Matches Assist in identifying potential needs within your company by taking a tour and
talking to you and your staff.
Slide 61: Customized Employment Targets Specific Worksite Issues: Episodic duties
Slower components of a task Back ups/ Bottlenecks Material supply Interruptions Additional assistance to meet high work demands Unattended products Waste/scrap materials Misplaced materials Dusty, broken, dirty goods Unsafe or unsightly conditions Inconvenient location of materials
Slide 62: Negotiating To Meet Your Needs Use a negotiated approach rather than a competitive approach to finding
employment Create a job description that meets both your needs and the job seekers need It is a win win, or it does not work!
Slide 63: Benefits to Employers and Employees To Employers
Identifies workplace needs that might be met by job seeker Identification of support providers, as necessary, for customized employees Recruitment and matching of skills of job seeker to employer needs Assistance in customizing job roles for current employees who become disabled
To Employees
In-depth discovery of the applicants strengths, needs, and interests Customized planning assistance to target potential employers and contributions Representation assistance to negotiate customized relationships Resource identification to pay for necessary supports
Slide 64: Comments & Questions
Slide 65: Contact Information Michael Callahan Marc Gold & Associates - Employment for All
4101 Gautier-Vancleave Rd. Ste. 102, Gautier, MS 39553 (228) 497-6999
Email: [email protected]
Slide 65: THANK YOU!
Slide 66: Upcoming Webinars: Job Development Exchange Preparing for Negotiations with Employers (November 7) Employer Networks: An Overview of Various Types of Employer Networks
(December 8) Employer Networks (December 16)
Slide 67: Archived Webinars: Job Development Exchange An Overview of Employment Approaches and Strategies to Serve all Persons Introducing the Online Toolkit for Job Placement and Employment Professionals Distinguishing Employment Relationships: Competitive and Customized Employment Job Development in Rural Areas Developing Sales Tools for Customizing Employment: The Portfolio and Visual
resume
Slide 68: TACE Talks Transition (TTT) Monthly concise information on best practices to transition counselors available for
their own pace learning – sign-up and start your subscription via the Transition Email-List http://tacesoutheast.org/network/transition/email_list.php
Slide 69: Education Credits CRCC Credit - (2.0)
Approved by Commission on Rehabilitation Counselor Certification (CRCC)
By Monday November 7, 2011, participants must score 80% or better on a online Post Test and submit an online CRCC Request Form via the MyTACE Portal.
My TACE Portal: TACEsoutheast.org/myportal
Slide 70: Southeast TACE (Region IV) Toll-free: (866) 518-7750 [voice/tty]
Fax: (404) 541-9002
Web: TACEsoutheast.org
My TACE Portal: TACEsoutheast.org/myportal
Email: [email protected]
Slide 73: Disclaimer This presentation was developed by the TACE Center: Region IV ©2010 with funds from the U.S. Department of Education,
Rehabilitation Services Administration (RSA) under the priority of Technical Assistance and Continuing Education Projects (TACE) – Grant #H264A080021. However, the contents of this presentation do not necessarily represent the policy of the RSA and you should not assume endorsement by the Federal Government [34 CFR 75.620 (b)].
Slide 72: Copyright Information This work is the property of the Marc Gold & Associates
Permission is granted for this material to be shared for non-commercial, educational purposes, provided that this copyright statement appears on the reproduced materials and notice is given that the copying is by permission of the authors. To disseminate otherwise or to republish requires written permission from the authors.