The care and feeding of the workforce: Supporting quality employment - - PowerPoint PPT Presentation

The care and feeding of the workforce:

Supporting quality employment consultants in

• ptimizing employment outcomes

Reinventing Quality 2018 July 30, 2018 Baltimore, MD Kelly Nye-Lengerman John Butterworth Alberto Migliore

Today’s Agenda

 Why are we here (What’s the issue)?  What are we doing about it?  What have we learned from research?  Where we are going?  Live from the field-- SEEC

Number in Employment and Day Services

100,000 200,000 300,000 400,000 500,000 600,000 700,000

1990 1993 1996 1999 2004 2008 2012 2016

Non-work Facility-based work Integrated employment 632,000 312,448

Source: ICI National Survey of State IDD Agencies: www.StateData.info

Holistic Perspective

“…Regardless of the job seeker’s level of motivation, skill, experience, attitude, and support system, his or her ability to get a job will often depend on the effectiveness of employment

• specialists. Simply stated, if they

are good, job seekers get jobs. If they are not, the barriers to employment for job seekers can become insurmountable…”

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Employment consultant

Luecking, R. G., Fabian, E. S., & Tilson, G. P. (2004). Working relationships: Creating career opportunities for job seekers with disabilities through employer partnerships. Baltimore: Paul H. Brookes., p. 29

Employment consultants are key

What is an Employment Consultant ?

Professionals who assist job seekers with disabilities explore, find, and maintain employment.

Employment navigator Business consultant

 Extensive literature on effective support

practices BUT

 Limited knowledge about fidelity of

implementation (Not counting MH)

What’s the problem?

Key goals:

 What do employment consultants do?  What is the relationship of practice to

• utcome?

 How can we provide implementation

support ?

• Data-based feedback
• Reflective practice
• Microlearning, mobile learning, personalized

learning

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Vision

Clear practice guidelines Flexible model that accounts for variations in individual preference and needs A scalable approach to improving implementation of employment supports

How are we researching ECs?

 Employment consultants (EC) survey (2009)  Training & Mentorship intervention (2010-2011)  Pilot activity log (2013)  Community Rehabilitation Programs survey (2014)  Employment consultant interviews (2015)  Daily survey (2016)  Daily survey intervention study (2017-2018)

Identify critical questions Develop design Collect & gather data Develop findings Application to practice

Clear practice guidelines

Quotes from the field

“…I’ve got to establish some ground rules from the beginning: number one ground rule is ‘I’m not here to find you a job. You and I together as a team are going to find a job’…”

“…So always listen to the individual first and make sure that their voice is heard because it's very easy for that voice to get lost amongst agencies, the family, the state, the employer, if they're employed, other various community members and team members… Their voice needs to be weighed more than any other.”

What do employment consultants do?

• What primary support activities are

implemented?

• Who is the primary interaction with?
• Where do these interactions take place?

Once each work day, at a random time, June 2016 to May 2017

Participants

 61 employment consultants in 37 employment

programs, in 17 states.

 63% retention rate.  90% daily response rate.

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Other project activities

 Baseline and quarterly surveys.  Tips, tools, resources on smartphones.  Monthly community of practice and

performance feedback

WHAT primary support activity?

(N=61 ECs, Jun 2016 to May, 2017)

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Supports leading to hire, 30% Supports after hire (e.g. job coaching), 26% Administrative activities, 29% NOT employment- related, 15% 6% 13% 11% Getting to know job seekers Finding jobs Other supports before hire

(2.4 hours per day)

Ask the audience

17 Supports leading to hire, 30% Supports after hire (e.g. job coaching), 26% Administrative activities, 29% NOT employment- related, 15% 6% 13% 11% Getting to know job… Finding jobs Other supports before… (2.4 hours/day)

 Is 30% of time spent in supports leading

to hire too much, not enough, or just right?

 What are some other strategies to

increase time in supports leading to hire?

WHERE

Office, 41% Community settings, 24% Businesses, 18% In a vehicle, 5% Other, 11%

WHO

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69% 12% 3% 6% 10% 5% 17% 8% 15% Person I support Business personnel Family, friends None Other

Who else? Who?

Finding jobs

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Browsing ads , 38% Researching, 13% Networking, 26% Cold calling , 12% Other , 9% Job negotiation, 2%

Ask the audience

 Is 38% of time spent browsing ads too

much, not enough, or just right?

 What are some other strategies to find

jobs?

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Browsing ads , 38%

Researching, 13% Networking, 26% Cold calling , 12% Other , 9% Job negotiation, 2%

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Bersin & Associates

Microlearning, mobile learning

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Performance support

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I enjoy the feedback from other employment specialists, I enjoy the videos and online training …

Participants said …

Where are we going from here?

• Make the daily survey app publicly available; Use

the closing screen to provide data-based personalized resources (Tips, tools, videos)

• Investigate how funding, data collection,

employment consultant practices, and the literature about effective supports all align.

• Investigate how employment consultants make

decisions about the supports that they provide to job seekers.

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Key take away points :

1.Importance of reflecting on implementation. Time spent…:

• n supports that lead to hire
• in businesses
• interacting with employers
• connecting with family members

2.Including data in decision making. 3.Micro, mobile, personalized learning as a support of traditional training.

Implications for States

 Promote capacity-building through:

• Provider transformation.
• Employment programs’ effectiveness.
• Employment consultants’ excellence.
• Streamline administrative tasks.
• Use funding to shape services.
• Promote innovation.

Questions?

Data for this presentation are from a project carried out in partnership with Kelly Nye-Lengerman and Amy Gunty at the University of Minnesota. Thank you also to our colleagues at the Universty of Massachusetts Boston for their contribution: Oliver Lyons, Jill Eastman, Paul Foos, Jennifer Bose, Melanie Jordan, Mark Hutchinson, Allison Cohen-Hall, Lara Enein-Donovan, and Uchenna Nwangwu.

www.ThinkWork.org/strand2

Kelly: knye@umn.edu John: john.butterworth@umb.edu Alberto: alberto.migliore@umb.edu