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Overview of Customized Employment and the Process of Discovery

Part 2

Patty Cassidy, M.Ed. Senior Associate

Griffin-Hammis Associates, Inc.

THE PHASES OF CUSTOMIZED EMPLOYMENT

I. Discovering Personal Genius

II. Cultivating Employment Opportunities

III. Engaging Employment

Supports

IV. Ongoing Support and

Career Development

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DPG/DISCOVERY

¢ Exploration to learn: 1.  More about person, and 2.  More about community

¢ Answers the questions: 1.  Who is this person? 2.  What are the ideal conditions for employment? 3.  What themes will drive job development?

DISCOVERING PERSONAL GENIUS™

¢ Activity-based process

¢ Answers the question of what work should look like … not if work is possible

¢ Replaces evaluation with observation

¢ Discovery Staging Record (the DSR)

Foundational assumption that ALL can work!!

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DISCOVERY: FOCUSING ON SKILL! ¢  Many person-centered approaches focus solely on capturing and

listing interests, only obtained through interviews and conversation

¢  Interests devoid of related skills, or robust instructional strategies to teach new skills, makes meaningful and lasting employment a tough goal to achieve.

¢  Matching the preferred work to existing and teachable skills is crucial and generally leads to higher-paying, more sustainable employment outcomes.

¢  What is the evidence of the person’s interests? What does he/she do?

DPG BENCHMARKS

¢  20-50 hours of Discovery

¢ Over a 2 to 6-week period

¢ Using 2 or more team members

Griffin-Hammis Associates, Inc.

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DSR STAGES

Stage 1 Home Visit & Neighborhood Observation

Stage 2 Interviews & Discovery Activities

Stage 3 Vocational Themes & Profile

Stage 4 Job/Business Development Plan

DISCOVERY IN FAMILIAR ACTIVITIES

Identify and observe familiar activities that the job seeker does well – noting interest, performance, demonstrated skills, connections, supports

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DISCOVERY IN UNFAMILIAR ACTIVITIES

Identify and observe discovery activities that the individual has not engaged in before based on the job seeker’s interest and emerging vocational themes noting reactions, interests, support needs, skills

DPG VISITS / ACTIVITIES / OBSERVATIONS – “THE DOING”

¢  Identify at least 5 places for DPG visits

¢ Goal: observe person doing activities that give context to their interests, talents, and skills

¢ Build on what was learned in interviews & observations

¢ Schedule follow-up activities in new contexts based on what was learned

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CE DISCOVERY ACTIVITIES

¢ Do not use pre-arranged sites

¢ Do not evaluate performance against standards

¢ Create opportunity for job seeker to show what they can do, and support is there when needed

¢ Create an opportunity, where none exists

¢ Help you and the job seeker to know your community and to build social capital

EXAMPLE DISCOVERY ACTIVITIES

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INFORMATIONAL INTERVIEWS

Visit places of employment with the job seeker that relate to his/her emerging vocational interests to conduct an informational interview

INFORMATIONAL INTERVIEWS

•  To increase job seekers knowledge base during career planning as part of discovering career interests

•  To increase job developer’s understanding of a particular business or industry

•  To develop social capital ¢ … At this stage, you are seeking

career advice

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VOCATIONAL THEMES…

VOCATIONAL THEMES FORM THE "BRIDGE” FROM DISCOVERY TO JOB DEVELOPMENT

Discovery: Home Visit Neighborhood & Community Talking with /Interviewing Others Discovery Activities Vocational Themes Development Informational Interviews Vocational Profile /Narrative Lists of 20 for Job Development based on Vocational Themes

Lists of 20 for Job Development based Vocational Themes guides job development •  Informational Interviews based

on Vocational Themes •  Job Development -job finding •  Creative Strategies beyond

locating openings •  Using an Economic Development

approach rather than a Labor Market Approach

3 Vocational Themes

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17

Traditional Assessment Information

Ideal Job Goal!!

18 Vocational Theme Vocational

Theme

Vocational Theme

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WHY VOCATIONAL THEMES™? Identifying these overarching themes serves several purposes:

�  Requires that the job seeker and team look beyond the limits of job descriptions and incorporate different aspects of the job seeker’s skills, interests, and experiences.

�  Fosters creativity - investigating themes takes job developers and other team members far beyond the confines of the more typical searches for “open” jobs.

�  Develops community connection based on shared interests - beyond the Want Ads, the same ten businesses as usual, and beyond the typical entry-level retail and service jobs

Where can you go for Info Interviews or to complete Discovery Activities?

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LISTS OF 20 For each of the 3 vocational themes…

¢  Identify 20 specific businesses where people with similar skills & interests work

¢  Utilize Networks to get connected

¢  Schedule appointments to observe, tour, conduct informational interviews

¢  Consider Businesses and Feasibility in your Lists of 20 for Self-Employment Business Development

Discovery Completed and Documented on the DSR!

¢ All 4 stages are complete

¢ Discovery is complete

¢ Urgency of Job Development

¢ A hand off or a continuation?

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DISCOVERY

Is about DOING ….. Is about capturing important information about CONTRIBUTIONS Is about understanding IDEAL CONDITIONS of EMPLOYMENT Is about the COMMUNITY AND the JOB SEEKER!

THERE ARE NO SHORT CUTS!!!

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QUESTIONS? COMMENTS???

Patty Cassidy Senior Associate

Griffin-Hammis Associates, Inc. 502-681-4881

pcassidy@griffinhammis.com