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Building and Nurturing Employer
Relationships that Lead to Careers
for People with Disabilities Community Summit – Wenatchee, WA
June 15, 2017
Building Relationships with
Employers That Lead to Careers
2
Project SEARCH Overview
• Began at Cincinnati Children’s Hospital Medical Center in 1996
• 500+ programs in 46 US states, Canada, the United Kingdom, Ireland, the Netherlands, and Bahrain
• Goal of 100% Employment - Addresses the critical unemployment rates – 85% of people with developmental disabilities do not have a paid job in their community. (National Core Indicators)
• 60+ employees at Children’s Hospital
• 10,000+ gained employment at 16+ hours/week 3
Industry Sectors• Healthcare
• Banks/Finance
• Insurance
• Colleges & Universities
• Government
• Hospitality
• Manufacturing
• Museums
• Distribution Centers
• Zoos and Parks
• Retail 4
Employer Partnerships
• Kaiser Permanente (California & Oregon)
• United Healthcare (Corporate Office & Texas)
• Hilton Properties (10 states & London)
• Seton Healthcare (Texas)
• PeaceHealth (Oregon)
• Fifth Third Bank (Ohio and Michigan)
• Dignity Health (California)
• Kalahari Resorts & Conventions (PA and WI)
• Spaulding Rehabilitation Hospitals (Mass.)For a complete listing:
http://projectsearch.us/GetINVOLVED/FindaProgram.aspx5
Program Description
• Collaboration with employers, education, families, and multiple community partners.
• Nine month training program
• 8-12 interns with a variety of intellectual and developmental disabilities
• Instructor and skills trainers
• Immersed in host business culture
• Rotations through three internships with continual feedback
• Customized job-search assistance
• Outcome of employment in the community6
How do People Find
Job Openings?
• Networking 64%
• Answer Want Ad 11%
• Employment Agencies 12%
• Internet 4%
• Other 9%
Source: SelfGrowth.com7
Networking & Community
InvolvementInclude Everyone in your organization:• Executive Director
• Board Members
• Staff
• Families
• Suppliers
• Banker
• Attorney
• Accountant
Have a coordinated effort and be VERY clear about
your message and request!
8
Advantages of Networking
• People prefer to do business with someone they
know
• Can get deeper information about the culture of the
company…
• Who really makes the hiring decisions and what jobs
are really open—The Hidden Job Market
• If several resumes have been received for a job it
helps your candidate stand out
• If you know someone, it will be easier to request
accommodations
• TRUST—This is why companies usually ask current
employees for leads on new employees9
Where do you network?
Personal Connections
• Family
• Friends
• Teachers
• Neighbors
• Past Employers
• Former co-workers
• Current co-workers
• Former and current classmates
• Six Degrees of Separation - 1929 by Hungarian author Frigyes Karinthy
10
Where do you network?
Community Connections
• Chamber of Commerce
• Clubs or Affiliations
• City Government
• Community events
• Religious Affiliations
• Local –where you shop or use services
11
Research & Analyze Potential Employers
Prior to the First Appointment
• Company websites
• Job Fairs
• Economic development
center in the community
• One-Stop Career
Centers
• Business journals
• Book of lists
12
Sales Statistics - How many
touches does it take?• 48% of Sales people never follow up
• 25% make a second contact and stop
• 12% of Sales people only make three contacts and
stop
• Only 10% make more than three contacts
**********************************************
• 2% of sales are made on the first contact
• 3% of sales are made on the second contact
• 5% of sales are made on the third contact
• 10% of sales are made on the fourth contact
• 80% of sales are made on the fifth contact!!!!!
Source: National Sales Executive Association
13
Good Communication is Key
• Clearly define job descriptions and company
expectations that have been reviewed and approved
by the Manager
• Have a consistent point person for each
company/department so the Manager/Mentor knows
who to contact
• Avoid using disability services jargon and acronyms
• Ask lots of questions and listen carefully to the
answers
• Pay close attention to body language
• Be on time for meetings and honor the
Manager/Mentor’s time constraints
14
Nurture Relationships
• Nominate the business for status awards that can be used in their reports and literature
• Provide opportunities for business staff to promote your organization and their company
• Invite other employers, elected officials, and the press to tour worksites
• Write HANDWRITTEN notes
15
Promote Your Business Partners• Promote businesses on
appropriate social media
• Share special interest stories in newsletters or with local media
• Patronize employers and promote their business
• Write press releases when big things happen
• Recognize employers on your agency website
Examples can be found at: http://projectsearch.us/OurSUCCESSES/ProjectSEARCHintheNews.aspx
16
Sample Facebook Posting
17
18
Exceptional
Customer Service is
the Key to Success!
For More Information:
Paula Johnson, Program Specialist
Project SEARCH
Cincinnati Children’s Hospital Medical Center
(360) 606-2961
www.projectsearch.us
19
Employment Through the
Eyes of an Employer
(AKA Nurturing Employer Relationships)
James Emmett
Deb Russell
Fruits of Employment
This session…
Covers how to be more effective in working with business
to help them employ people with disabilities
• You will learn:
• What employers need (why they may want to employ a
person with a disability)
• How to develop outcomes that meet the needs of you,
people with disabilities and businesses
• Case studies showing how to be an effective partner with
business
21
New Focus on Both Sides
Agencies/Advocates
1. Employment First
2. ROI
3. 503
Employers
1. ROI
2. 503
3. Employment First22
Employment First
Movement to
Increase
Community
Employment
23
Successful Disability Inclusion
Projects
• Walgreens
• Lowe’s
• Toys ‘R Us
• AMC Theatres
• TIAA-CREF
• Safeway
• Best Buy
• Staples
• Pepsi
• Procter &
Gamble
• Cintas
• Amazon
• UPS
• SAP24
• Large, untapped labor pool
• Lower turnover
• Reduced recruiting costs
• Fewer absences
• Good performance
• Good safety record
• No impact on medical & insurance costs
• Positive diversity impact
• An ethical, socially responsible thing to do
Hiring people with disabilities
makes good business sense!
25
Agencies/Advocates Contribute
to Success
• Do not devalue the services that can be offered to the
business (do not use “charity” approach)
• Respect business’ specific Corporate Culture
• Take time to learn about the operational aspects of the
company
• Build the company’s trust – don’t expect to have a
trusting relationship after the first meeting
• Do a lot of listening
26
Agencies/Advocates
Contribute to Success (cont.)• Utilize good counseling/consulting skills - reflecting,
encouraging, observing
• Do not overpromise – lean towards under promising
and over delivering
• Step up your game with business– always following
up and following through
• Be creative and use your diverse skill set as disability
specialists to customize ideas
• Provide specific examples of how disability outreach
impacts other companies/competitors
27
• Visible Champion (s)
• Buy-In at Multiple Company Levels
• Focus on Business Case
• Partnerships with Local/Regional/National Disability
Organizations
• Holding same expectations/performance standards
• Clear messaging of project (loud & proud)
• Support from Disability Experts
• Flexibility in recruiting/hiring/training systems
• Evaluate regularly/keep eye on ROI
• Prepare for positive cultural change
Business Contributes to
Success
28
Advantages to Business
• Direct access to the large and growing labor
and customer pool of persons with disabilities
• Ongoing Support services that meet
individualized business needs
• Access to a set of valuable, customized
business consulting services
• Development of internal strategies that foster
diversity and business growth
• Support from disability experts
29
Advantages to People with
Disabilities
• Expanded information about company culture,
recruiting, retention and promotion practices
• Increased short-term and long-term
employment opportunities
• Heightened potential for development of
successful career paths
• Working in companies where increased internal
support and advocacy exist30
• Assessing individual interests & strengths
• Creating individualized career portfolios
• Building active partnerships with local companies
• Pre-training necessary soft & hard skills
• Developing natural supports in the workplace
• Monitoring progress utilizing career maps
• Expanding partnerships with local companies to build disability & inclusion initiatives
Employment First & DI Blend
31
•Recruiting
• Incentive Planning
•Natural Supports
•Marketing/PR
•Pre-Training
Build a Disability & Inclusion
Project
32
Case Study-Loma Del Rio
Vineyard• Large vineyard crew of 14-22 individuals.
• Agency had contract to provide 32 hours of job coaching
to client who received a job offer from Loma Del Rio
through the Fruits of Employment Hiring Model.
• First day, client arrives with job coach. Employer was
uninformed that agency expected to provide job coaching
on-site.
• Employer supervisor informed agency that job coaching
was unnecessary but would communicate with agency if
it became necessary.
• After 2 months of employment, employee was tardy
several times in one month. Employer supervisor called
agency. Agency met with employee during break next
day and worked out system to assist in timely arrival.
33
Case Study-Badger Farm
• Medium apple crew of 6-10 individuals.
• Employee had been employed for 3 years with no need
for supports.
• Employer introduces new pruning technique to crew
members and one person struggles to perfect the
technique.
• Employer calls Fruits of Employment (FoE) Embedded
Consultant who reached out to local agency.
• Agency determines employee is eligible for limited job
coaching services to help retain employment.
• Job coaching provided for 2 weeks, employee learns
new technique and is able to meet employer expectation. 34
Contact Us
James Emmett
Lead Strategist
574-808-9779
Deb Russell
Corporate Disability Inclusion Consultant
224-261-455935
APPENDIX 36
• In order to ensure compliance, must develop and submit
plans for outreach and recruitment
• Full scope of penalties and fines for non-compliance is
unclear but loss of federal contract is possible
• Any private company with over $10k in federal contracts
with 50 or more employees
• Sub-contractors that work with large federal contractors
are subject to the exact same regulations
• As of March, 2014 new regulations require federal
contractors and subcontractors to ramp up recruiting,
hiring and advancement of people with disabilities
• Goal for contractors - 7% utilization goal across all job
groups
What is
s503?
Is it
applicable?
What are the
implications?
Basic Info on Section 503
37
• Diversity Training • Human Resource Mentoring• Recruiting/Screening/Training Support• Disability Management • ADA Consultation and Training• Visual management• Job Accommodation/Modification• Rehabilitation/Assistive Technology• State and Federal Financial Incentives• On the Job Training and Job Tryouts• Job Coaching• Marketing Collaboration
Disability Inclusion Services
38
Essential Functions Analysis
Job Analysis:• Record Review
• Interviews
• Observation
List Tasks
Rank Importance
Essential/Non-essential
39
Outreach Process
• Proactive – “Job Development in a
Can”
• One-Stop Shop
• Broker Other Relationships
• Support/Evaluate Partnerships
• Don’t Get “Locked Out”
40
• Look again at the fastest growing labor and customer
niche market in this country = the disability community
• Look again at the last untapped labor pool in the
country to prepare your company to successfully find
workers as the economy bounces back
• Look again at the cost savings and incentive creation
through strategic recruiting in the disability community
• Look again at enhancing your diversity & supplier
diversity programs by adding people with disabilities to
the mix
• Look again at a labor pool that contains 1 in 5
Americans
Pitch
41
Key Services to Offer
• Coaching/mentoring
• Clear directions/feedback
• Insuring employees know how to ask for "help"
• Modeling
• Visual supports
• Recognizing that employer is expert on job and
workplace
42
Offerings for Disability Inclusion
43
• Diversity Training
• Human Resource Mentoring
• Recruiting/Screening/Training/Support
• Job Accommodation/Natural Supports
• State and Federal Financial Incentives
• On the Job Training and Job Tryouts
• Job Coaching
• Marketing Collaboration
