Ch. 12
The reward approach
$100 for information on job opening that results in employment of a member of a job seeking pool. $130:$490 cost benefit ratio.
Capabilities program benefits and issues
Pros: Individualization, job support, very flexible, low turnover and absenteeism, better safety record, efficiency, and longevity. Cons: Long training period and sensitivity to individual differences.
Familiarity with the local world of work
A necessity for job seeking-skills trainer- making opportunities, finding openings, and meeting community needs.
Job development: 1.Counselor and 2.Client
1.Counselor knowledge of the local labor market- Occupational information resources, visits to business and industry. Client placement considerations- Counselor knowledge of client's abilities and skills to fit employment setting (or generalized setting if specific setting is not yet identified)
Minneapolis Rehabilitation Center
2 day job seeking skills program. Not supervised practice
Lip reading proficiency
30%-60%
Louis Harris survey
71% say it's important to include info on employment rights in a comprehensive job seeking-skills training program
Job Club (4)
Buddy system, family support role models, role play practice, practice completing job applications. 95% formed jobs compared to control group at 28%. Psychiatric disabilities at 66% and 77% of individuals with severe mental illness dropped out.
Personal contact with employers
Contact employers as many ways as possible is important. Contact through phone calls, visits, and letters result in more job leads.
Kieth's employment seeking preparation and activity (ESPA) (5)
Determine job stability, assess occupational assets and liability, prepare resume, perform job interview, secure job leads. 42% effective compared to control group at 10%-14%
The role of job analysis in selective placement (5)
Divide jobs into specific tasks and subtasks: Analyze physical demands, mental demands, job related stress factors, characteristics of job environment, and existing and potential hazards.
All aboard job fair
Encouraging employment of people with disabilities. 73 people with disabilities acquired employment.
2 factors of employers' concerns about insurance costs
Hazardous nature and previous accident rates and amount of medical costs and resulting compensation costs charged to insurance carrier
Client types needing direct intervention services
Individuals with schizophrenia, young adults with MR, and severe disabilities. Aggressive counseling needed.
Job readiness clinic (7)
Instructions on where to find jobs, exercise filling out applications, presentation on working by disabled, info from a personnel director on hiring practices and employer needs, role played employer interviews, encouragement; 3rd session, practice in 5th session role playing employer interviews with each other. Good employment at 73%. Supervised practice
The supported-work model: Place-train-follow-up (PFT) approach
Job placement, job site training, ongoing assessment, job retention. Much effort in placement.
Individuals with disabilities: absenteeism, productivity, and ability to perform the job
Less likely to be absent from work, disabled and non-disabled are equal in productivity, and 97% have average or better safety on the job.
Why are job seeking skills training for client important?
Many clients are unable to explain how their education, job history, or acquired skills relates to employment.
Job development strategies (7)
Marketing techniques, job development surveys, personal contact with employers, job council approach, on the job training and subsidized placement, the reward approach, and job fairs.
Job placement strategies
Needed to improve job finding skills of clients. Serves as a function of client needs- motivation, skills, future, income.
On the job training and subsidized employment
State provides a percentage of salary and employer pays the remainder. Trial work period without tax and insurance until permanent placement.
Occupational deviance
Stealing from employer, vandalism, calling in sick when not. 60% of teens and young adults engage in occupational deviance compared to less than 2% of workers with disabilities.
The supported-work model: Train-place-train-follow-up (TPTF) approach
Survey potential employers, train people for jobs identified, place clients in jobs, long term follow up training. Much effort in finding employment opportunities.
Recommended knowledge components of job seeking (8)
Where people work, where to find job leads, what employers look for in employees, your employment rights, how to organize the search, how to complete applications, how to perform in interview, how to conduct the search.
Job seeking skills curriculum (8)
Why people work and what you want from a job. What you like and don't like about work. What kind of worker you are; personal characteristics, skills abilities, and interests. Your vocational prospects. Your employment rights. How to find a job. How to get a job; letters and applications. How to keep and advance on the job.
