1/17/17 Feb. 7, 2017 A Precision Tool for Training that Addresses - - PDF document

1/17/17 1

A Precision Tool for Training that Addresses Disabilities and Employment in the United States.

• Feb. 7, 2017

| 2

DirectCourse

• Tom Carpenter

Product Manager Elsevier/DirectCourse College of Employment Services Product Manager for College of Employment Services eLearning curriculum.

| 3

Today’s Agenda

• Introduction to Elsevier/DirectCourse
• Brief Overview of Need for Training
• College of Employment Services (CES)

Content Overview

• Overview of the Elsevier Performance

Manager

• Demonstration of CES online curriculum

1/17/17 2

| 4

WHAT IS AN ELSEVIER ???

• DaVinci Code????

| 5

WHAT IS AN ELSEVIER ???

| 6

ELSEVIER ???

• 400+ year old company

1/17/17 3

| 7

ELSEVIER ???

• 400+ year old company
• Leading global publisher

| 8

ELSEVIER ???

• 400+ year old company
• Leading global publisher
• Educate doctors/nurses

| 9

ELSEVIER ???

• 400+ year old company
• Leading global publisher
• Educate doctors/nurses
• 1st eLearning system with

content certified by ASTD standards group

1/17/17 4

| 10

What we do…

• We Improve Outcomes!!!
• The Strategy – Leverage our unique, evidence-based

content across our solutions to continue to move from a reference base – “YOU SHOULD READ THIS”

• to a higher value knowledge and competency base -

“YOU NEED TO DO THIS”.

| 11

What We do…

• Operating in the science and medical, legal, academic, HCBS and

business-to-business sectors, Elsevier provides high quality and flexible information solutions to users, with an increasing emphasis placed on the Internet as a means of delivery.

| 12

What We do…

• Operating in the science and medical, legal, academic, HCBS and

business-to-business sectors,

• Elsevier provides high quality and flexible information solutions to

users,

• an increasing emphasis placed on the Internet as a means of

delivery.

• It generally takes 18 years before research finds its way into

practice!! Elsevier endeavors to shorten that gap.

• We value convenience and relevance of research information and

have become ENABLERS OF KNOWLEDGE.

1/17/17 5

| 13

What We do…

OUR GOAL

To continue to be the most trusted source of knowledge and break through boundaries.

| 14

What is DirectCourse?

• DirectCourse is a suite of online Workforce Development

curricula created to support our mission:

• To Enrich,

| 15

What is DirectCourse?

• DirectCourse is a suite of online curricula created to

support our mission:

• To Enrich,

Educate,

1/17/17 6

| 16

What is DirectCourse?

• DirectCourse is a suite of online curricula created to

support our mission:

• To Enrich,

Educate, Inspire.

| 17

What about DirectCourse?

• A 2000 Project of National Significance by U.S. Health

and Human Services as the College of Direct Support:

• Had to make promises

| 18

What about DirectCourse?

• A 2000 Project of National Significance by U.S. Health

and Human Services as the College of Direct Support:

• Had to make promises
• 2011 expanded curricula
• Used in 43 states
• 18 statewide contracts
• Used in 2 foreign countries

1/17/17 7

| 19

What about DirectCourse?

• A 2000 Project of National Significance by U.S. Health

and Human Services as the College of Direct Support:

• Had to make promises
• 2011 expanded curricula
• Used in 41 states
• 14 statewide contracts
• Used in 2 foreign countries
• Approaching 8 million hours of training delivered
• 295,300 workforce professionals online

| 20

What is DirectCourse?

• Question?

If the mission is to Enrich, Educate, and Inspire – how do we achieve that? We had to locate the best content- National Institute on Disability, Independent Living, Rehabilitation & Research (NIDILRR) – formerly NIDRR.

| 21

With the mission to Enrich, Educate, and Inspire –

Together with our content authors, national advisory boards, national editorial boards, and partners, we are a team comprised of parents and families of people with disabilities, former direct support professionals, and researchers;

• ur content is created

for the community, by the community. How is DirectCourse different?

1/17/17 8

| 22

How is DirectCourse different?

Our STRATEGY - Lead the way in advancing (HCBS) and (LTSS) by creating, delivering and maintaining the highest quality eLearning content possible. t

| 23

DirectCourse Curricula

• University of Minnesota, Research and Training Center
• Collaboration pioneered online training for intellectual &

developmental disabilities workforce.

• CDS is the gold standard for workforce training to

support persons with intellectual/developmental disabilities in HCBS environments.

• Defined Direct Support Professional job

| 24

DirectCourse Curricula?

• University of California San Francisco, Community Living

Policy Center

• Online training for workforce supporting older adults and

people with physical disabilities

• UCSF research predates the Olmstead Act

1/17/17 9

| 25

DirectCourse Curricula?

• Temple University, Collaborative for Community Inclusion
• Online training for workforce supporting persons with

mental and psychiatric disabilities and mental health

| 26

DirectCourse Curricula?

• University of Massachusetts, Boston, Institute for

Community Inclusion (ICI)

• Internationally recognized for their research and policy

for employing persons with disabilities

• Online training built around national competencies

(APSE)

| 27

Mission Mission of CES To educate professionals who assist people with disabilities and other challenges to obtain rewarding jobs; while enriching their career prospects and inspiring them to improve the effectiveness of the services they provide.

1/17/17 10

| 28

Mission CES is about employment and the value it brings to individuals. As expectations of and national standards for employment personnel increase, a new set of required skills is emerging. Life is better for individuals with disabilities when the people who provide these critical supports in community settings are given proper tools.

| 29

CES Qualities Consistency with professional standards of APSE certification Elsevier DirectCourse has a national partnership with APSE for DirectCourse training

| 30

National Focus on Training and CES

• Increase expectation and professionalism of employment

staff- APSE competencies

• Employment First commitment
• Department of Justice expectations re: integrated setting
• Increased expectations of youth transitioning or

integrated educational settings

1/17/17 11

| 31

CES Qualities

• Validated Content
• National Board of Editors (topical/training experts)
• National Board of Advisors
• Adherence to Adult Learning Principles
• Integrated probes & tests for understanding
• Self-paced with easy in/out and bookmarking
• Prompts, supports and resources for advanced

training

• Video based delivery with integrated case studies

| 32

CES Qualities

• Focus on “Real Work”
• Accessible 24-7-365; anywhere with computer access-

and very soon anywhere with a smart phone.

• Permanent and transportable record of training
• Real-work examples and illustrations throughout
• Multimedia Solutions
• Consistency in delivery format
• Individualized for the learner
• Flexibility in time and place (on demand)
• More interesting and engaging

| 33

Employment First

• Employment First (first option)
• It requires a state provider system run by highly

committed, rigorously trained staff. Within the Federal Government, there’s a great deal of interest around disability and employment, with resources available to states to examine community employment options.

• A number of efforts focused on staff development and

systemic change are addressing the new employment priorities, both nationally and on the individual state level.

1/17/17 12

| 34

Partners in Employment (PIE) technical assistance center

• PIE states and technical assistance center at ICI
• Report called Investing in Our Future: Youth,

Employment and Post-Secondary Opportunities, ICI researchers noted that 57% of I/DD councils nationwide planned to dedicate internal staff time toward addressing youth employment.

• A focus of the PIE project: to scrutinize transition issues

– or what happens when young people with disabilities move on from high school to the real world.

• The goal is that they are engaged in competitive work for

a prevailing wage in their communities.

| 35

The CES curriculum

• Integrated web based curriculum
• Self-directed courses connect professionals to national

competencies

• Provides a clear path while celebrating the roles

professionals play in society

• One idea in mind - everyone deserves to live a rich

rewarding life

• Every lesson designed to give employment professionals

the knowledge, skills, and values to help them thrive

• Curriculum offered as a package, so you and staff will

have full access to every lesson throughout the year.

| 36

The CES curriculum

The College of Employment Services links directly with all

• ther disability workforce curricula in DirectCourse.

The College of Employment Services currently contains 53 hours of training content.

1/17/17 13

| 37

The CES curriculum

Strategies for Job Development – Part 1 Strategies for Job Development – Part 2 Principles of Career Exploration Foundations of Employment Services Business Perspectives Performance Coaching Part 1 Performance Coaching Part 2 Using Work Incentives to Increase Self-Sufficiency Funding Ticket to Work Networking Job Creation Employment Services for People with Mental Health Disabilities Employment Services for People with Disabilities & Criminal Histories

| 38

The CES curriculum

BEING RELEASED IN 2017 TRANSITION FROM SCHOOL TO WORK AUTISM SPECTRUM AND EMPLOYMENT

| 39

This course will show you how to develop a plan to help people find jobs. Topics include giving advice on disclosure and matching individuals’ desires and abilities with career opportunities. The course also includes guidance on the latest job-search and marketing techniques, including creating marketing materials, taking advantage of social media, and networking (both in person and online). Lesson 1 Disclosure, Resumes, and Interviewing Lesson 2 Matching Job-Seeker Skills to Jobs Lesson 3 Marketing Materials for Job Developers Lesson 4 Using Social Media to Market Job Seekers

Strategies for Job Development, Part One

1/17/17 14

| 40

Job seekers are your customers — but so are the employers who can hire

• them. This course will explain the importance of understanding and responding

to employers’ needs, and matching them to job seekers’ skills and interests. You’ll learn how to show employers that working with your agency is a win-win

• proposition. Topics include solving business problems, developing mutual

confidence and trust with employers, supporting job seekers with online job applications, and negotiating hiring arrangements.

• Lesson 1 Employer as the Customer
• Lesson 2 Identifying Employer Needs
• Lesson 3 Online Applications and Personality Tests
• Lesson 4 Negotiating the Hire, Including Accommodations

Strategies for Job Development, Part Two

| 41

In this course, you’ll learn the most effective ways to use individual assessments and other planning strategies. These techniques can help job seekers focus on their skills and interests and get clearer about what various careers involve. You’ll find out about key strategies to help people overcome barriers to employment. This course also covers the relationship between disability benefits and employment, and how beneficiaries can make the most

• f work incentives.
• Lesson 1 Everyone Can Work
• Lesson 2 Person-Centered Career Development
• Lesson 3 Assisting with Barriers to Career Development
• Lesson 4 Tools and Assessment Strategies for Career Development
• Lesson 5 Using Conventional Approaches for Career Planning
• Lesson 6 Earnings, Benefits, and Career Choice

Principles of Career Exploration

| 42

This course explains how you can support all individuals in pursuing meaningful, rewarding work, including people with disabilities and other

• barriers. You’ll learn about the history or employment services as a

profession, the key duties of your job, and the core competencies you’ll need to do your job well. In addition, this course will provide you with a solid ethical foundation on which to build your career.

• Lesson 1 Evolution of Employment Services
• Lesson 2 Values and Expectations of Work
• Lesson 3 The Employment-Services Professional
• Lesson 4 Partners in Employment Services

Foundations of Employment Services

1/17/17 15

| 43

You’re focused on supplying workplaces with qualified job seekers, but what about the employer perspective? This course goes in-depth into the “dual- customer” approach to career development. You’ll learn about the functional use of labor-market information for the modern economy, using research to learn about employers’ experiences and workforce development strategies, strategies for working with small and large employers, engaging in community and business networking, and collaborating creatively with employers and job seekers to make strong job matches.

• Lesson 1 Serving the Employer: Fostering Responsive, Timely and

Business-Driven customer Service

• Lesson 2 Understanding and Using Labor Market Information to Meet

Workforce Needs

• Lesson 3 Shifting Perceptions: The View of Business Customers on Hiring

and Retaining Workers with Disabilities

• Lesson 4 Building Strong Relationships
• LINK TO VIEW

Business Perspectives

| 44

This course will address how you can work with job seekers to help ensure a successful employment experience, and their employers to support new hires with disabilities and other challenges on the job. Topics include developing soft skills, creating support plans, facilitating natural supports, acquiring and maintaining skills, emergency preparedness, and fading supports from the job site as the worker gains independence.

• Lesson 1 The Role of the Job Coach Outside the Workplace
• Lesson 2 The Role of the Employer
• Lesson 3 The First Days of Work and the Employment Support Plan
• Lesson 4 Legal Rights at Work and Self-Advocacy
• Lesson 5 Preparing for Emergencies in the Workplace

Performance Coaching Part One

| 45

Part 2 of this two-part course focuses on your role as a job coach in the

• workplace. Topics include developing and revising employment plans,

facilitating natural supports, identifying and supporting learning styles, and fading your presence from the job site as the worker gains independence.

• Lesson 1 The Role of the Job Coach in the Workplace
• Lesson 2 Developing a Plan to Sustain Employment and Starting the Job
• Lesson 3 Supporting Employees’ Learning Styles
• Lesson 4 Developing a Task Analysis
• Lesson 5 Natural Supports, Self-Maintenance, and Fading

Performance Coaching Part Two

1/17/17 16

| 46

Anxiety about earnings and benefits is one of the primary barriers to

• employment. The truth is, many Social Security beneficiaries can effectively

use work incentives to become self-sufficient. While these incentives are complex, you don’t need to be an expert to help. This course will provide you with important terminology, fundamental rules and concepts, and crucial strategies for helping beneficiaries maximize work incentive use and economic self-sufficiency.

• Lesson 1 Why Work? An Overview of Work Incentives
• Lesson 2 Proactive Planning: Staying on Track with Work Incentives
• Lesson 3 Key Incentives for People Receiving Social Security Disability

Insurance

• Lesson 4 Key Incentives for People Receiving Supplemental Security

Income

• Lesson 5 There’s More to Benefits: Health Care and Other Subsides
• Lesson 6 The PASS: Helping People with Disability Benefits Create Careers

Using Work Incentives To Increase Self- Sufficiency

| 47

Getting funding for employment services can be challenging, but there are many sources available. In this course, you’ll learn about primary funding sources, such as vocational rehabilitation and developmental disabilities

• agencies. You’ll become familiar with alternative funding sources, and with

strategies for blending and braiding funding. We’ll also cover Medicaid waivers, resource ownership, and Social Security work incentives.

• Lesson 1 Where Funding Comes From
• Lesson 2 Social Security and Additional Funding Sources

Funding

| 48

• You’ve probably been hearing about the Social Security Ticket to Work

program for years. But what is it, and how can it help the job seekers you support? Get an overview of this useful work incentive in this special feature.

Ticket To Work

1/17/17 17

| 49

In a challenging economy, employment specialists and job seekers need to become expert networkers. But what’s the best way to network? And what if networking feels uncomfortable? In this course, we offer tips about growing your network and those of the job seekers you work with. You’ll learn about weak and strong social ties, social capital, and social media. And we’ll go in depth into two powerful networking techniques: elevator pitches and informational interviewing.

• Lesson 1 The Hidden Job Market
• Lesson 2 Elevator Pitches and Informational Interviewing

Networking

| 50

• Lesson 1 Using Job-Seeker Skills to Target Employers
• Lesson 2 Identifying Employers’ Unmet Needs
• Lesson 3 Self-Employment

Job Creation

| 51

In these four lessons, we'll look at some research-supported ways to help this population succeed in the workforce.

• Lesson 1 Core Valuables and Principals
• Lesson 2 Networking, Disclosure, and Job Development
• Lesson 3 Providing Support and Promoting Retention
• Lesson 4 Co-occurring Issues and Employment

Employment Services for People with Mental Health Disabilities

1/17/17 18

| 52

In this course we will go over specific strategies that can help you support job seekers with disabilities and criminal histories. During the course, you'll hear us use the abbreviation PDCH. This stands for "people with disabilities and criminal histories."

• Lesson 1 Working with People with Disabilities and Criminal Histories
• Lesson 2 Disclosing to Employers and Accessing Supports

Employment Services for People with Disabilities and Criminal Histories

| 53

View a CES Lesson

• Business Perspectives Course

Lesson 3 - Shifting Perceptions: The View

• f Business Customers on Hiring and

Retaining Workers with Disabilities

| 54

• Assessments with remediation
• Pre/Post Tracking
• Surveys
• Announcements
• Discussions
• Classroom Training Management
• CEU Availability
• Skills Checklists
• Integration of in-house content (content linking)

1/17/17 19

| 55

Elsevier Performance Manager

| 56

Elsevier Performance Manager

| 57

Elsevier Performance Manager

1/17/17 20

| 58

Elsevier Performance Manager

| 59

Elsevier Performance Manager

| 60

Elsevier Performance Manager

1/17/17 21

| 61

Elsevier Performance Manager

| 62

Elsevier Performance Manager

| 63

Elsevier Performance Manager

1/17/17 22

| 64

May I answer questions?

| 65

THANK YOU

Visit Us Online www.directcourseonline.com/Employmentservices Like us on Facebook www.facebook.com/DirectCourseCES Follow Us On Twitter http://twitter.com/#!/DirectCourseCES