Transcript Distinguishing Employment Relationships: Competitive and

Distinguishing Employment
Relationships: Competitive and
Customized Employment
Examining the compatibility and distinctions
between two approaches that provide access
to employment
Michael Callahan
Marc Gold & Associates
Employment for All
August 11, 2011
Competitive Employment
The term Competitive Employment has been
used euphemistically in the disability field to
indicate regular employment, in the
community, at or above the minimum wage,
and alongside co-workers who do not
experience disability.
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Competitive Employment
(cont.)
Individuals must compete against both the
demands of employers for open jobs and the
skills of other applicants.
However, the “competitive” aspect of
competitive employment can create an
absolute barrier to employment for some
individuals with significant disabilities.
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Supported Employment
Essentially, SE provides post employment
support to employees and employers who are
felt to need additional support to achieve
employment success.
In typical Rehab practice, supported
employment is referred to competitive in that
open demands of employers are being met.
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Supported Employment
(cont.)
• Often focuses on open jobs
• Provides job coaches to assist both
•
•
employees and employers
Most funded supports occur post employment
Pre-employment supports and services are
not stipulated in statute
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Customized Employment
Essentially, CE provides a set of services prior
to employment that are designed to tailor the
employment relationship in ways that meet
both job seeker and employer needs/benefits.
CE attempts to avoid the barriers created by
job descriptions by unbundling demands
through voluntary negotiations with
employers.
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Unbundling demand
Employers have typically met needs by bundling
demands into job descriptions.
Job seekers with significant disabilities often don’t
have the “whole package” to offer.
Customized Employment allows employers to
“unbundle” demand and to take advantage of
discrete competencies.
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Employer Needs Analysis
Unmet Workplace Needs:
This area focuses on tasks that need to get done but are not
getting done in the way the employer would like. It also can
include tasks that have not been performed but need to be.
Tasks better performed by others:
This area focuses on aspects of jobs that might better be
performed by others at a lower pay grade. This option can
directly save money for employers.
Specific benefit to enhance business:
This area focuses on workplace needs for additional
productivity in specific tasks. It must be matched with job
seeker’s specific competencies.
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Funded by RSA Grant # H264A080021. © Marc Gold & Associates
Competitive: A Term of
Confusion
Since the 1986 amendments to the Rehab Act,
employment has been referred to as
competitive. Competitive Employment in the
disability field has referred to employment in
the community, that belongs to the individual,
for pay at or above minimum wages,
alongside typical co-workers and often within
open jobs available to any job seeker.
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Funded by RSA Grant # H264A080021. © Marc Gold & Associates
Competitive: A Term of
Confusion (cont.)
However, from an employer’s perspective,
competitive employment is demand
employment that implies that the employer
has decided to post a job opening and that
job seekers compete against each other as
well as against the demands of the job
description. This definition of competitive has
created an absolute barrier for some job
seekers.
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Funded by RSA Grant # H264A080021. © Marc Gold & Associates
Competitive: An absolute barrier for
some job seekers
Customized employment provides an avenue
for job seekers with significant disabilities and
complex lives to meet the VR definition of
competitive without requiring the individual to
perform competitively in regards to the
demands of employers and the skills of other
job seekers.
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Funded by RSA Grant # H264A080021. © Marc Gold & Associates
The Employment Matrix
Competitive/Demand
Employment
Customized
Employment
Natural Supports
and Reasonable
Accommodation
only
There are job seekers
who will not need either
SE or CE to become
employed and to stay
employed
There are job seekers
who will need CE to
become employed but
will not need SE to stay
employed
Supported
Employment and
Natural Supports
There are job seekers
who will not need CE to
become employed but
who will need SE to stay
employed
There are job seekers
who will need both CE
to become employed
and SE to stay
employed
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Funded by RSA Grant # H264A080021. © Marc Gold & Associates
The Employment Matrix
(cont.)
Natural Supports
and Reasonable
Accommodation
only
Supported
Employment and
Natural Supports
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Competitive/Demand
Employment
Customized
Employment
Typically Title I of VR
services are delivered in
this quadrant
USDOL/ODEP and the
Workforce System are
interested in this
quadrant
Typically Title VI of VR
Act services are
delivered in this quadrant
This quadrant is
necessary for those
individuals not
typically successful
using other strategies
TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © Marc Gold & Associates
When to consider CE?
• When an individual does poorly on an
•
•
•
evaluation
When an individual has had numerous
unsuccessful jobs
When an individual consistently does not get
hired by employers
When an individual has a very complex life
situation
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When to consider CE? (cont.)
• When an individual has had an open case for
•
•
•
over a year
When an individual has significant, multiple
disabilities
When an individual has very specific
passions/interests
When an individual is very different from your
experience
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Consider
employment services
for Kim, a young
woman on the cusp
of adulthood?
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The demands of competitive supported
employment job almost cost her a chance
to work
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By using customized, supported employment,
Kim worked for nearly 20 years
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Michael found a way around a negative
evaluation
Michael was
unemployable from a
demand perspective
But he had long term
employment using
customized strategies
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Andrew was able to get a start on a
meaningful career
A demand job might have
led to a job in a cinema
for Andrew
Customized employment
led to a high paying
sophisticated job
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Funded by RSA Grant # H264A080021. © Marc Gold & Associates
Value Added to all parties: The
Customized Process
•
•
•
•
•
Discovery
Capturing discovery through profiles
Customized employment planning
Portfolio/visual resume development
Job development representation
Here, CE dovetails with Supported Employment
• Workplace analysis, accommodations, job site support
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Benefits of CE to job seekers
• Allows a way around the barrier of demand
• Avoids comparative evaluation by using discovery
• Allows individual/family to drive the job search rather
than local demand
• Utilizes personal interests to provide the primary
direction to employment
• Maximizes “best skills” in job expectations
• Minimizes the competitive aspect of employment
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TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © Marc Gold & Associates
Benefits of CE for VR
• Targets individuals who are “hardest to place” and who
linger on case loads
• Provides a clear process for paying for pre-employment
services
• Allows counselors to truly embrace “employment for all”
perspectives
• Opens new doors for employer relations
• Creates a bridge to DD community
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TACE Center: Region IV, a project of the Burton Blatt Institute.
Funded by RSA Grant # H264A080021. © Marc Gold & Associates
Benefits of Customized
Employment for Employers
• The discovery process reduces recruitment
•
•
costs by getting to know job seeker’s
“strengths, needs and interests
The customized plan helps assure job
seekers are connected with potential
employers of their interest
Employers can target specific areas of
workplace need and know the tasks will get
done
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Funded by RSA Grant # H264A080021. © Marc Gold & Associates
Benefits of Customized
Employment for Employers (2)
• The customized relationship is completely
•
•
voluntary on the employer’s part
Job seekers are encouraged to allow
“positive disclosure” of the work impact of
their complexity and challenges
Pay can be negotiated from minimum/entry to
that typically paid for similar jobs
Marc Gold & Associates©
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Benefits of Customized
Employment for Employers (3)
• Applicable to all users of the workforce
•
•
system and can be offered to an array of
potential and current employees
Includes on-going supports and other
services, as needed
Allows employers to meet goals of increasing
diversity and hiring individuals with
complexities in a way that benefits their
business
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For additional information:
• One Stops –
•
•
•
(http://onestops.info)
ODEP –
(http://www.dol.gov/odep/)
Marc Gold and Associates –
(http://marcgold.com/)
Southeast TACE –
(http://tacesoutheast.org)
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Comments & Questions
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Contact Information
Michael Callahan
Marc Gold & Associates - Employment for All
4101 Gautier-Vancleave Rd. Ste. 102,
Gautier, MS 39553
(228) 497-6999
Email: [email protected]
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THANK YOU!
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TACE Center: Region IV, a project of the Burton Blatt Institute.
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Job Development Exchange
Webinar Series
An Overview of Employment Approaches and Strategies to Serve
all Persons (Archive available)
Introducing the Online Toolkit for Job Placement and Employment
Professionals (Archive available)
Distinguishing Employment Relationships: Competitive and
Customized Employment (August 11)
Job Development in Rural Areas (September 9)
Developing Sales Tools for Customizing Employment: The
Portfolio and Visual resume (October – TBA)
Preparing for Negotiations with Employers (November – TBA)
Employer Networks: An Overview of Various Types of
Employer Networks (December 8)
Employer Networks (December 16)
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ail_list.php
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Education Credits
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Certification (CRCC)
• By Monday August 22, 2011, participants must score
80% or better on a online Post Test and submit an
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CEU credit.
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Disclaimer
This presentation was developed by the
TACE Center: Region IV ©2010 with funds from the
U.S. Department of Education, Rehabilitation
Services Administration (RSA) under the priority of
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represent the policy of the RSA and you should not
assume endorsement by the Federal Government
[34 CFR 75.620 (b)].
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