Partner ners w with B h Busines ness: A creative, cost effective - - PowerPoint PPT Presentation

Partner ners w with B h Busines ness:

A creative, cost effective solution!

SHANNON WEBB ANNA HALVERSON BRIANA GUSTUFSON

The P e Partners wi with Busines ess (PWB) M Model el

Cost-Effective Long Term Support Strategy Capitalizes on Natural Supports in the Workplace Augments natural support with formal supports provided by a co-worker, when needed Reimburses the employer for the costs of providing the formal “above and beyond” support using long term care funds Includes on and off site ‘Follow-Along’ and “Back-Up” Can be combined with formal agency supports when needed for transportation, personal-care, or job coaching (when not provided by the employer)

Benefits ts of

• f PW

PWB

Unobtrusive – no job coaches stick out or get in the way Direct and immediate supervision of supported employees No random new people/job coaches Truly integrated, welcoming and accepting work place

Wher ere P e PWB W Works

Small, flexible businesses. But really any business willing to provide the support! Employers with low turnover rates Where people work in teams or side by side For workers with intermittent needs for support Areas lacking job coach capacity

Employer er R Respon

• nsibilities

Clearly identify the job responsibilities of the worker Directly hire the worker (at minimum wage or higher) Assign specific supervisors or co-workers to provide support and training as typically offered to employees If, after initial job coaching phase, extra support is needed, engage with SE agency to identify support needs and which supervisors or coworkers will be providing this enhanced support (i.e. Job Support Assessment) Give staff time to receive training from the SE agency on supporting the worker Monitor the performance of the worker and co-worker support Call the SE agency if questions or concerns arise

SE Agen ency R y Respon

• nsibilities

es

Educate businesses on PWB model Conduct Workplace and Task Analysis Use Systematic Instruction for job training Develop natural supports Before transfer to long term support, conduct Job Support Assessment with Employer Determine PWB reimbursement rate, work with funder to authorize services Complete PWB Employee Profile Educate co-workers/supervisors on providing supports Check-in regularly and jump back in when needed Handle fiscal matters for services, including monthly reimbursement to employer Ensure co-workers who provide support have passed background checks Issue appropriate tax documentation (1099) to businesses as required by IRS

Deter ermining P g PWB R Reimbursem emen ent

Based on individual needs of the worker Collaborative assessment of the job duties, level of independence, and job supports needed to determine how much “above and beyond”/formal support is needed from co-workers or supervisors Reimbursement amount based on the employer’s costs to provide the support (i.e. the wages and overhead costs of the co-workers providing the support). Example: Jacob needs one hour of intermittent support from a co-worker throughout a 6-hour work shift. Jacob works 4 days per week. The employer determines that the co-worker cost for each shift is $17. The employer is reimbursed $68 per week to support Jacob.

Tennes essee’ e’s R Reimbursem emen ent Model el

An add-on to the 15 minute unit rate for the employer is applied to cover the SE agency’s role administering PWB

Tennessee ee M Model el:

When en To T Tal alk A k About P PWB

During Job Development – It’s an option that’s on the table from the beginning. As the employee learns their job. When you are thinking of fading supports/When you are fading supports. During Transition from outside job coaches to natural supports. Be sure that PWB is never presented as a way to subsidize the supported employee’s wages

• Anna Halverson, PCS Dane County

Par artner ers wi with B Business Bill

Lead: Rep. John Macco Assembly District 88 (R-Ledgeview) 2-year investment to launch and scale PWB Small Grants to businesses Technical Assistance Coordination by DHS Employment Initiatives Section

Par artner ers wi with B Business Tool

• lki

kit

www.letsgettoworkwi.org For Employers Tab

Par artner ers wi with B Business Tool

• lki

kit

Fact Sheets for Employers Partners with Business Presentation Partners with Business Evaluation Process Partners with Business Support Analysis Partners with Business Profile Partners with Business Checklist for Teachers (which can be adapted for Vocational Service Agencies)

Par artner ers wi with B Business Exam amples es

Anna Halverson, PCS Dane Zach and Dylan

Example #1: Dylan

• Works for biotech company
• Coworker provides most of his

support

• Coworker is also neighbor and

close family friend

• Company chose not to be

reimbursed for time spent supporting Dylan

Example #2: Zach

• Works at his family’s business
• Utilizes natural supports from his

dad and his coworkers, who know him well

• Vocational agency meets with

Zach and his dad once a month to discuss progress, maintenance

• f skills, and new skills to work
• n
• Business is reimbursed for one

weekly training hour

PWB – The School Perspective

PWB Employee Profile: All important information in one place Responsibilities of student, school staff, and business are clearly stated and understood by everyone involved Attach job duties, task lists, and any other visual supports right to the document Makes for better consistency between job coaches and easier for subs to fill in

PWB – The School Perspective

Several PWB sites set up in the past few months:

• A Growing Place Preschool
• Kohl’s - East Madison
• Rejuvenation Spa - West Madison
• All Stop - DeForest

In all of these cases, the business is providing all day to day supports School staff is checking in 1-2x per month The businesses are not reimbursed for any costs because the amount of support they are providing is minimal

Meet Sophie

Sophie has her assistant childcare credentials and will be hired as a Lead Assistant Teacher at Yahara River Learning Center Sophie will work full time once the center

• pens in June, her mother is co-owner of the

business Sophie is uncomfortable with check-ins by a job coach, wants to be seen as a typical employee Sophie needs support beyond what the business provides to other employees so the school district will be reimbursing YRLC for the cost of that additional support

Sophie

The lead teacher assigned in the classroom with Sophie will be assigned the additional duty of working for 4 hours per week with Sophie on the following: Co-planning time to help Sophie develop age appropriate activities Talk about what the co-teacher things is going well/could use improvement Allow Sophie time to talk about/process things that she thinks are going well/could use improvement Teach Sophie strategies and skills to improve her job skills YRLC will be giving the lead teacher an additional 4 hours of planning time per week to provide these supports to Sophie and will cover those 4 hours with additional staffing hours

Qu Ques estion

• ns?

Shannon Webb shannon@incontrolwisconsin.org 608.318.0700