Work Preparation – Typical Curriculum Topics

Career Decisions Labor Market Info Resume/Job Search Applications Interviewing Punctual and Attendance Attitude/Behavior Appearance

Interpesonal Relations Task Completion Budgeting and Finance Work Preparation (SCANS) Resources and supporting agenciesReflecting Student Employment Competencies

Curriculum- Poway USD

Work Experience Curriculum Labor Laws Expectations of employer/employee Situations and ethics Workplace privacy/safety Legal rights Taxes, income taxes Work evaluations (Corona-Norco

WEE)

Employer Incentives

On the Job Training – OJT

Work Opportunity Tax Incentive (WOTC)

On the Job Training (OJT) Used to support employment by off-setting

training costs Non-binding agreement Incentive to hire Goal: Employment OJT must be approved/finalized by DOR

counselor

Employee must be receiving minimum wage Weekly work hours can be flexible OJT amount and time is determined by the

counselor Determined per individual job/consumer

What is On The Job Training?It’s a way to hire and train someone on the job and receive a training reimbursement. The length of training varies – but usually lasts between 3 – 6 months in duration.A Counselor and Job Developer are available to support the employer and trainee during this training period.An agreement is developed between all parties that outline the job and training needs.

On the Job Training Fact Sheet

The Department of Rehabilitation works collaboratively with many local organizations to assist people with disabilities to become employed. We have collaborative partnerships with the: o High School Transition

Partnership Programso Community Based

Organizationso Mental Health

Cooperativeso College Disabled

Students Programs- Workability Programs

o Workforce Development, One Stop Programs

o Adult Education and ROP Programs

Work Opportunity Tax Credit (WOTC) Sponsored through the Employment

Development Dept. Promotes the hiring of targeted groups Provides a federal tax credit of up to

$9,000 to employers who hire a member of one of 9 target groups

Persons on SSI, DOR clients, and Ticket holders (Ticket to Work)

Info. From EDD/One Stop or (916) 654-7799

From Theory to Practice Mission Hospital Project SEARCH

Gerry Strickland, Dir. Transition Programs, CUSD

Desiree Shaffer, IUSD Sheri Hightower, Program Coord.

CUSDJanuary 19-20, 2011

Project SEARCH: How, Why, and What It Does Created by Erin Riehle at

Cincinnati Children’s Hospital To address the under-utilized labor

force of young adults with disabilities

Involve business (hospitals) in this effort of training and employment

Project SEARCH provides a comprehensive, business-focused, job training and employment structure for persons with disabilities.

Mission Hospital Project SEARCH One of the first Projects in California Has provided employment for 11 of the

first two trainee cohorts (100%) and has provided employment skills to over 100 students

Has been in development over 5 years Collaborative between Mission Hospital,

Capistrano Unified School District Transition Partnership Project/ Workability I, and Laguna Hills Office of the Dept. of Rehab.

Creating a Collaborative Interagency Community Partnership

Collaboration and Partnerships: Expands networks and outreach Creates a larger impact Brings together more resources Creates a framework to serve more

clients, mutual community members

Can be more creative and fun

Making Contact Between Agencies

Obtain background information about agency, what it does, its culture.

Identify what contacts you may already have: employees, chambers, boards

Establish what are the agencies shared values, goals, interests, community

What are you both looking for?

Capistrano Unified School District (CUSD)

Pre-employment and Job Training – TPP, Workability I

Employment Community Connections Mentors Support Services

Mission Hospital – A small cityA community One of 14 hospitals of the St.

Joseph Health System 552-bed acute care full-service

facility Designated trauma center Two campuses (Mission Viejo &

Laguna Beach) 2,600 employees 786 physicians 800 volunteers

Mission Hospital: Mission and goals

Ministry of the Sisters of St. Joseph of

OrangeOriginated in France,

1650

Mission Hospital: Who We Are

Mission: To extend the healing ministry

of Jesus in the tradition of the Sisters of St. Joseph of Orange by continually improve the health

and quality of life of people in the communities we serve

Value: From the Business Perspective

Need for qualified employees Reduce turnover in personnel Opportunity to train to performance

standards Interns provide ability to increase

capacity to work – without the cost of additional salaries

Ability to give back to the community, moral responsibility to care for one another

Contributing to creating a productive community

How to Make the Partnership Work (from the business perspective)

Need an internal Champion Project Search team needs to

operate independently, but collaboratively

Ability to find like-minded individuals within the organization willing to go “out of the box”

Communicate often with mentors – listen to their needs, challenges

Make it easy.

Other highlights (from the business perspective)

Once mentors are identified, recognize their contribution

Allow time for mentor/intern introductions 1-2 months prior to start date

Educate mentors on working with people with disabilities

Share the good work: in press releases, department meetings, website Benefit is twofold:

Shows how the organization is contributing to the community

Increases interest with potential new mentors

Make it official: orientation, luncheon with CEO, graduation ceremony,

Goals and Objectives: What is in it for both agencies? Identify what each agency is looking for Identify what is the project goal(s) What are the expectations What are to be the outcomes?

Accountability Who are the other partners and

agencies and their goals, commitments, expectations: clients, parents, Dept. Rehab., adult service providers

Identifying Key Players and Additional Contributors

Who are the teams from each agency?

Key players outside the planning team?

Who are the clients to be served? Who will be directly involved in

training, implementing, receiving and doing the work?

Affiliated agencies, associations, state/national resources, Chambers?

Parents, family members, state

Buy-In By Key Participants

Create a clear, simple, and brief rationale, message, and description: bullet points

Establish clear reasons why the project is important to everyone involved

Buy-in can be top down, bottom up in support

Key: Administration, Human Resources, participating departments (S)

Identifying the students/clients Social skills and department

bonding are important factors Participant independence/training

must match level of available supervision

Skills and abilities allow growth into the job

Attendance and personal commitment

Candidates need to have participated in a training program that starts a year or two before actual company experience

Social Skills and Communication Skills Necessary for Success

Accommodations, modifications of the worksite with fellow employees

Summer preparation Employment skills On-the-job skills

(J)

Social Skills and Communication

Key to success and integration in the work setting

Modification of Speech Therapy into employment skills and etiquette

Individual moves to group instruction becomes even more effective

Focus on real life

Establishing Worksites and Integrating Internship Positions

Department heads presentation at regular meeting

Identify interested, committed departments

Meet each department head individually in their department

Identify specific job sites and clearly define jobs/duties

Determine necessary accommodations: lists, maps

Preparing Student Participants Become students and clients of the ATP and

TPP Familiarity with the hospital Badging Orientation for students/parents Daily in-service training at lunch CUSD supervision available on site Quarterly Dept. meetings Luncheon with the CEO, Peter Bastone Graduation

Creating Natural Supports

Introduce participants in the summer

Mentors are recommended by Dept. Heads

Casual interviews, share interests Blue notebook Employment interview ( more

formal) Orientation – Meet and greet at the

hospital

Nurturing Parental Support

Program introduced at school / ATP Packet of information/forms sent

home Contract signed by

parents/students Parent information meeting – Q

and A Tour of the hospital Meet and greet

(G)

Worksites, Position Flexibility, Multi-tasking, Inter-department Experience

Expanding: the sphere of competencies Level of independence Flexibility and understanding of all

participants including hospital staff Move toward expanded environment

and more experiencesList of worksites:

Getting Hired

Collaboration and teamwork skills Learned social skills Transferable skills Self-confidence and self-esteem Accessing benefits planning and

community/agency resources

Growing in IndependenceCommunity Skills and Financial Planning

Mobility training Apartment living Social life in the community Budget, benefits planning

Ryan Rice – A Personal View

25 years old – graduated 3 years ago from Project SEARCH and CUSD Adult Transition Program (ATP)

Lives, travels, and works independently

after having participated in ATP, Project SEARCH, Bridges to Youth Self-Sufficiency, TPP, and Workability I

For all of us –

It’s about quality of life