the phases of dpn implementation maturity part 1 – webinar series navigator orientation august 26,...

The Phases of DPN Implementation Maturity

Part 1 – Webinar SeriesNavigator Orientation

August 26, 2008

August 26, 2008 Part 1 - Webinar Series: Navigator Orientation and Training

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Presenters

Miranda Kennedy– NDI Consulting Inc

Danielle (DJ) Diamond– NDI Consulting Inc


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The Phases of DPN Implementation Maturity

Where did it come from? What does it do? How can it be used by a Disability Program

Navigator? Question and Answer Session


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National Report

Four state study Evaluation team February through July 2005 Interviewed 117 people

– Navigators, Supervisors, Internal One-Stop Career Center Staff, External Staff from Community Agencies, Customers with Disabilities


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Four Pivotal Factors Emerged

Disability Expertise Related to Employment Accessibility Problem Solving Sphere of Influence


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Disability Expertise

Does it exist? To what degree does it exist? Where is the locus of expertise on disability

and employment issues? How is expertise acquired, refreshed and

distributed?


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Does the job seeker with a disability have to be referred to the “disability silo” to get service?

Is disability expertise shared among the workforce center and community partners?

Is disability expertise packaged and can it be easily disseminated and shared?


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Is disability expertise concentrated with the DPN or across the workforce center staff?

Is there a mechanism for updating and sharing among workforce network?– Ongoing Training Opportunities– Continually Updated Desktop and Web

Resources– Newsletters / Listservs


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Mature:– Fully distributed network model in which updated

information on disability and employment is quickly and easily shared in a targeted way with all affected parties


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Examples

One Stop has little expertise and only the Disability Program Navigator has the expertise within the One-Stop vs. disability expertise is instilled across the One-Stop by providing training and developing fingertip resources (web sites, local community resources, desk aids) & institutionalizing the use of these trainings and resources within the One-Stop


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Accessibility

Three kinds of accessibility– Physical Accessibility – Programmatic Accessibility – Attitudinal Accessibility


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Accessibility

How accessible is the One-Stop Career Center in terms of:– Physical entry and navigation?– Physical access to equipment and resources?– Physical access to adaptive and assistive

technology?


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Accessibility

Physical Access – relates to the existence and upkeep of such items as electronic doors, ramps, table height, accessible parking spaces and bathrooms, and signage within the building to help job seekers with disabilities participate in the operation.


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Accessibility

To what degree do programmatic and attitudinal barriers hamper full access?


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Accessibility

Programmatic Access – relates to use of assistive technology, adaptive equipment, alternative forms and accommodations to allow job seekers with disabilities accessing the One-stop to fully access every level of service *(i.e. core, intensive and training)


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Accessibility

Attitudinal Access – addresses the extent to which staff is trained, competent and comfortable in providing services and opportunities to all eligible job seekers including job seekers with disabilities. This would include addressing One-Stop staff enrolling job seekers with disabilities into WIA programs, etc…


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Accessibility

Does the person with a disability navigate a more narrowly isolated corridor that highlights his disability?– Designated accessible workstation– Attend One-Stop workshops set up specifically for

job seekers with disabilities– Referred to job fairs for people with disabilities


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Accessibility

Mature:– One-Stop Career Center that offers a fully

accessible building, systems, processes, programs, information, technology, services and opportunities. Allows individuals to pursue job seeking and job preparation activities without being funneled into “disability queues”.


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Examples

One-Stop has physical, programmatic and attitudinal barriers vs. customers with disabilities are confident that their needs will be served by all One-Stop staff they encounter, not just the Navigator.


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Problem Solving

Do the levels of problem solving support– individuals?– subgroups of job seekers with disabilities?– larger population of job seekers with disabilities?


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Problem Solving

Initially the Navigator works with the difficult cases

On the plus side– This provides good customer service to

individual job seekers with disabilities– Can model for One-Stop staff how to serve job

seekers with disabilities


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Problem Solving

On the negative side:– If this predominates, the pace of systems change

within the One-Stop slows– Presence of segregated disability silos persists– Duplication of efforts (i.e. case management like

activities) that are offered by other service providers


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Level of Problem Solving

Mature:– The One-Stop Career Center addresses problem-

solving at a systems change level, assuring full service within the workforce investment system and its partners and full access to high quality employment opportunities to both individual job seekers with disabilities and the broader population of people with disabilities.


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Examples

DPN focuses on developing solutions for individuals with disabilities vs. DPN activities focus on groups and on developing tools rather than case-level consultation (e.g., Integrated Resource Teams with braided funding and services, routine customer satisfaction surveys, continuous improvement)


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Sphere of Influence

One-Stop Career Center is actively:– Connecting with Other Agencies– Serving Businesses– Performing Outreach and Marketing to Groups

with Disabilities


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Sphere of Influence

Many barriers exist to full and meaningful employment outside of the One-Stop Career Center– accessible transportation– housing– health care– employer attitudes


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Sphere of Influence

Mature– The One-Stop Career Center(s) identifies

obstacles to employment and partners with other agencies, the disability community and the broader community to address them.

– The One-Stop Career Center(s) is viewed by businesses as a resource on hiring and retaining qualified job seekers/employees with disabilities.


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Examples

One Stop staff is unfamiliar with disability related services and resources vs. multi-agency and multi-disciplinary collaborations, regular outreach to community advisory groups, actively meeting with community partners and businesses to address the dynamic employment needs of individuals with disabilities


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Next Steps for Maturity Model

U.S. DOLETA is working with Colorado WIN Partners– Developing an assessment tool for DPN Projects

to objectively determine where they are at on this model.

– Tool could be administered by many people (i.e. DPNs, directors, staff, employers, partners)


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Next Steps for Maturity Model

U.S. DOLETA is working with Colorado WIN Partners– Coming up with clearer terminology– Incorporating business outreach activities with

business service teams– Incorporating WIRED Initiative– Incorporating Integrated Resource Team Model


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Suggestions for how Navigators might use this information

Consider connecting with your DPN Project Lead to discuss what they may be doing at the state level with this information:

– Has it been provided to State level partners?– Has it been provided to Local level partners?– Has it been incorporated into state and/or local action

plans? Continuous improvement plans? Etc…– How can you Coordinate with your DPN Project Lead?

Consider how you might augment what has already been done. Avoid duplication of efforts!


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Suggestions for how Navigators might use this information continued…

Consider sharing the Phases of DPN Implementation Maturity as a framework for explaining and creating local level buy-in for the DPN Initiative and its goals with the following:

– You direct supervisor – One-Stop Career Center Management– Local Workforce Investment Board Members– Interagency Committees– One-Stop Center Staff– Partners


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Collaboratively assess the current maturity level of your local Workforce Investment Area

Collaboratively identify and determine strategies for progressing to higher phases of maturity.– Who, in addition to the Navigator, needs to be

involved in progressing through the phases in each of these categories?


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Consider developing a strategic action plan that prioritizes how you are going to address each of the categories and in what order.– The categories are very interconnected so if you

are effectively addressing one area that will positively impact other areas.


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Consider working with your interagency committee, your Local Workforce Investment Board, and/or your One-Stop Management team to get the action plan incorporated into the following:– Five year center-wide action plan– Continuous Improvement Plans– Any and all of the other plans that may exist!


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DPN Question and Answer Session

Open lines for discussion


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One Final Note

The Measure of Success is not whether you have a difficult problem to deal with, but whether it’s the same problem you had last year! – John Foster Dulles


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For further information:

Miranda Kennedy– 720-890-3990– [email protected]

Danielle (DJ) Diamond– 740-398-5247– [email protected]

the phases of dpn implementation maturity part 1 – webinar series navigator orientation august 26,...

Documents

disability expertise

disability program navigator

disability silo

little expertise

locus of expertise

disabilities slide

ongoing training opportunities

sphere of influence