OVRSJob Development Overview

Youth Transition ProgramSummer Academy

July 2010

Cheryl Furrer, M.Ed. OVRS Job Development

Program Coordinator

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What Do Job Developers DO?

• Interaction with EmployerLet take a look at what Job Developers

actually do before considering alternative actions you might take. Think about some key activities you do in order to secure a job for a youth.

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4 Step Road ModelStrategic Marketing Activities: A 4 Step Road Map

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Strategic Marketing

Prospecting What is it?• This initial section of the road map deals with how you can

find prospective employers who will talk to you about their hiring needs.

Needs AnalysisWhat is it?• This section of the road map looks at how you can best

communicate with employers to fully understand their needs, so that you can market directly to those needs.

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Strategic Marketing

SellingWhat is it? You must present your solution to the employer in a way that

answers his/her hiring needs. In this section of the road map you will see how best to influence the perceptions of the employer so that he/she clearly sees the value of your recommendations.

Follow-upWhat is it? These activities involve delivering on, and supporting, what

you promised. Being skilled in follow-up allowsyou to build more employment opportunities.

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Profiling Our Client’s Employment Barriers

1. Employability (two parts):a. Ability, the skills to do the taskb. Motivation, the willingness to go to work and

do the tasks involved.2. Access: the number of employers that seriously

entertain the job seeker’s application for work.3. Credibility: the level at which employers trust the

job seeker will be able to do the job as they need it done.

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Employment Barriers Profile Summary

“ A Profile”“ A Profile”Describes people who have

the ability and motivation

necessary to do the job.

They can access employers

and are credible enough to

get a job on their own.

Describes people who have

the ability and motivation

necessary to do the job.

They can access employers

and are credible enough to

get a job on their own.

“B Profile” “B Profile”Describes people who have the ability and motivation necessary to do the job, but have employment barriers (such as physical disabilities). These barriers stop the employer from seeing them as viable candidates. Therefore, although these people have ability and motivation , they lack access and potential credibility and become excluded from the labor market.

Describes people who have the ability and motivation necessary to do the job, but have employment barriers (such as physical disabilities). These barriers stop the employer from seeing them as viable candidates. Therefore, although these people have ability and motivation , they lack access and potential credibility and become excluded from the labor market.

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Employment Barriers Profile Summary

“ C Profile”“ C Profile”Describes people who have limited abilities, as well as an employment barrier but who have the motivation to go to work. An employer, because of these limitations in ability, and the employment barrier would not consider these people as appropriate candidates. Therefore these people have no access or credibility and so they, too, are excluded from the labour market.

Describes people who have limited abilities, as well as an employment barrier but who have the motivation to go to work. An employer, because of these limitations in ability, and the employment barrier would not consider these people as appropriate candidates. Therefore these people have no access or credibility and so they, too, are excluded from the labour market.

“ D Profile”“ D Profile”Describes people who do not have the motivation to work, even though they may or may not have the ability necessary to do the job. This person may have or may not have access and credibility dependent on their skill level and other employment barriers. While the ‘D’ profile usually refers to people who are de-motivated about working, it also is used to describe people who repeatedly lose their jobs.

Describes people who do not have the motivation to work, even though they may or may not have the ability necessary to do the job. This person may have or may not have access and credibility dependent on their skill level and other employment barriers. While the ‘D’ profile usually refers to people who are de-motivated about working, it also is used to describe people who repeatedly lose their jobs.

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Who Are You Working With?

EddieEddieMale20 years oldGrade 11 educationLives with his parents

occasionally does odd jobs Chronically unemployedWorked very sporadicallySeparated—girlfriend left him

because of his drinking and not working

Not doing anything to overcome the drinking

Male20 years oldGrade 11 educationLives with his parents

occasionally does odd jobs Chronically unemployedWorked very sporadicallySeparated—girlfriend left him

because of his drinking and not working

Not doing anything to overcome the drinking

MarkMarkMale20 years oldHigh school graduateLost job from lay-off twelve

months agoWas plumber’s assistant but

doesn’t have any trade papersLives with girlfriend and one

child at apartment owned by his mother

Wants to work but keeps getting turned down for people with more qualifications

Male20 years oldHigh school graduateLost job from lay-off twelve

months agoWas plumber’s assistant but

doesn’t have any trade papersLives with girlfriend and one

child at apartment owned by his mother

Wants to work but keeps getting turned down for people with more qualifications

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Who Are You Working With?

CindyCindyFemale17 years oldGrade 8 education Worked only in subsidized

workshopsBlind and physically slower

since accident at 15Has disability pension but not

enough to live onNo specific work skills outside of

assembly and packagingUnmarriedLives with parentsWants to work

Female17 years oldGrade 8 education Worked only in subsidized

workshopsBlind and physically slower

since accident at 15Has disability pension but not

enough to live onNo specific work skills outside of

assembly and packagingUnmarriedLives with parentsWants to work

AbbyAbbyFemale21 years oldHas worked as carpenter’s

helper for many years High school graduateWelfare recipient for last 15

months as work in her old jobs has run out

Has two children at home ages 5 and 3

Wants to work but cannot find anyone who will take her on in construction

Female21 years oldHas worked as carpenter’s

helper for many years High school graduateWelfare recipient for last 15

months as work in her old jobs has run out

Has two children at home ages 5 and 3

Wants to work but cannot find anyone who will take her on in construction

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Job Development Strategy SummaryProfile Job Development Strategy

ATeach Self MarketingJob club, self directed learning, counseling

BOrder Taking and Job PlacementLocate job and market skilled candidate to employer (some job development) {priority needs}

CJob DevelopmentGet employer to identify minimum hiring needs and market motivated candidate

DCognitive DevelopmentHelp candidate change motivation and attitude towards working

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Needs Analysis Strategies

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Open ProbesEmployer #1

Who

What

Where

Employer #2

When

Why

How

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Closed Probes

1Employee competencies:

a.

b.

2Job requirements:

a.

b.

3 Priority needs:a.

b.

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Exercise -Shifting Probe Types

Convert the Following Open Probes to Closed Probes

Open ClosedHow do you get new entry-level employees for the company?

What are the production skills needed for this job?

What is the reporting structure on the shop floor?

How much time do people spend working in this area?

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Exercise - Shifting Probe Types

Convert the Following Closed Probes to Open Probes

Closed Open

Will a new employee work both in the office and at the front desk?

Will our follow up services benefit your supervisor as well?

Have you used services like ours before?

Is shift work required on all the jobs?

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Exercise - Probing List

1

2

3

4

5

6

7

8

9

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My Probes

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Business and Employment Data

Employment Department• http://www.oregon.gov/EMPLOY/ES/SEEKER/index.shtml Oregon Labor Market Information System• http://www.qualityinfo.org/olmisj/OlmisZine Quality Information, Informed Choices - Blog Regional Information Data Tools - Employment and Labor Force Data Tools - Business

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Interaction with Employer

This has been a snap shot of the OVRS three-day training called Employment Outcome Professional II Training (EOP II) This 3-day training contains OVRS methods to secure successful

employment outcomes. This session ties the EOP strategies to the OVRS job placement assistance model and shows how to apply this model to job development best practices. We will have more sessions this fall and throughout next year. For more information and to register contact.

DHS Learning Center: https://dhslearn.hr.state.or.us/kc/login/login.asp?kc_ident=kc0001&strUrl=http://dhslearn.hr.state.or.us/Default.asp

Your Resource: Cheryl Furrer, OVRS Job Development and Program Coordinator 503-945-6233 cheryl.l.furrer@state.or.us

Thank You 19