Job Placement is a program designed to help persons served obtain and maintain employment that commensurate with his/her vocational goals and social skills, interests, aptitudes, as well as physical and mental capabilities. Services are also provided to employers to facilitate successful employment of individuals served, as needed.
Entrance Criteria
Persons enrolled in the Job Placement program must meet the following criteria:
- Meet the general entrance criteria
- Have a vocational goal
- Be available to participate in services on a regular basis
- Meet the job readiness criteria
Job Readiness Criteria
An individual is considered job ready when the following criteria have been met, where applicable:
- The person served has demonstrated a desire to work by keeping appointments and completing prior vocational services
- The person’s grooming hygiene are acceptable for a work environment
- The person served is willing to be an active participant in the placement process
- The person’s productive output meets the minimum industrial requirement with our without reasonable accommodations (where available)
- The person’s social skills are appropriate for the work environment
- The person served has a vocational goal that is consistent with his/her vocational preferences and abilities
- The person served has documentation necessary for the Immigration and Reform Act
- The person served is available to actively participate in the placement process (i.e. has arrangements for transportation, child care, etc.)
Pre-Admission Case Conference (when applicable)
Prior to program entry, the Case Manager provides the Employment Specialist with pertinent information concerning the person served. The Employment Specialist is responsible for reviewing all documentation in depth prior to the development of the Individual Program Plan.
Plan for Employment and Supports
A case conference is held with the Case Manager, the Employment Specialist, the person served, the referral source and other appropriate persons to develop the Plan for Employment and Supports. It should be noted that some referral sources provide a Self-Sufficiency Plan with referral and due to State requirements, staff are required to adhere to this plan and a Plan for Employment and Supports may not be developed. The plan includes the following elements:
- Vocational goal
- Salary expectations
- Impact of salary on income/benefits
- Preferred work schedule
- Fringe benefits needed
- Fringe benefits desired
- Transportation arrangements
- Geographic location
- Assistive devices/accommodations
- Functional limitations
- Support services needed
- Other agencies and resources involved
- Job seeking objectives/methods
- Placement objectives/methods
The plan is reviewed during a case conference every thirty (30) days prior to placement. The client receives a copy of the report prepared for the referral source. Plans are amended when appropriate with input from person served, the referral source and other appropriate individuals. Once the individual is placed in employment, the program plan is amended to reflect the specific steps for follow-up based on client need.
Program Components
The Job Placement program consists of four (4) major elements.
- Job Seeking Skills – The first step of the process is to assess the client’s knowledge of job seeking techniques and provide appropriate training. Topics covered during this phase may include, but not limited to the following:
- Job search strategies
- Locating job leads
- Application process
- Appropriate attire
- Networking
- Resume development
- References
- Effective telephone techniques
- Effective interviewing techniques
- Employer expectations
- Utilizing reference materials
- Job logs
- Creation of transportation plans
- Creation of child care plans
- Conflict resolution
- Anger management
The Employment Specialist provides individual training on the above topics through audio-visual materials, role-playing, written materials, handouts and mock interviews.
- Job Placement – Phase two begins with the development of the client’s resume and reference sheet. The Employment Specialist obtains information concerning education, training, previous employment (location, dates, job duties) and volunteer/civic activities from the client and other sources. The information is written in resume form and printed on resume quality paper.
The Employment Specialist assists with the creation of a cover letter when appropriate, that is later modified according to the requirements of a particular position.
Persons served register on CS3, available at the local WorkOne office or on-line at www.dwd.in.us.gov for employment opportunities, as well as other services needed.
Within the first two weeks, the Employment Specialist will assist the individual register for the Work Opportunity Tax Credit, as needed.
The Employment Specialist and the person served locate job leads utilizing various sources including the classified ads, Goodwill’s internal listings, internal listings provided by external companies, internet, networking, job development activities, etc. If open positions cannot be located, the Employment Specialist may identify a number of potential employers by using the telephone book, the internet, Chamber of Commerce listings, the Society for Human Resource Guide, trade and professional journals and college placement boards. Once identified, the Employment Specialist and/or the person served makes a personal contact to inquire about future employment opportunities.
In some cases the Employment Specialist may conduct a job analysis at the work site prior to or during the interview process to ensure a suitable match between the vocational skill level and the physical, mental and social activities of the person served and the requirements of the position. The job seeking process is continued until employment is obtained that is consistent with the Individual Placement Plan. The Employment Specialist may also assist with post employment issues such as drug screening, TB tests, etc.
- Follow-Up – The third component is the follow-up process that begins on the first day of employment. When a client secures permanent employment, an Plan for Employment and Supports Revision is developed. The Employment Specialist assists with the orientation process if appropriate and begins job training. The level of involvement during the training/probationary period is dependent upon the needs of the person served, the nature of the work environment and the requirements stated by the referral source.
The Employment Specialist will maintain regular contact with the person served and the employer to provide job coaching, conflict resolution assistance, advocacy and assistance with non-vocational issues that may impact job retention. The length of follow-up is dependent upon the needs of the client, the requirements of the referral source and the needs of the employer.
- General Job Development – The Employment Specialist and/or designated Business Service Representatives are responsible for general job development activities. This includes dissemination of information concerning services available through Goodwill Industries to employers and facility tours. General job development activities are documented for use within the facility to assist other Vocational Services staff in their efforts to assist clients find appropriate employment.
Job Placement Case Conference
Case Conference staffings are held as needed during the job placement process. Individuals attending the conference include the Case Manager, the Employment Specialist, the Job Coach (if appropriate), client, referral source, as well as other persons deemed appropriate or requested by client. The Employment Specialist presents a written report summarizing services provided and the outcomes. The Plan for Employment and Supports is reviewed and amended as appropriate. At the end of the pre-determined follow-along period, a recommendation is made to either discontinue services if employment is stabilized or to continue follow-up services for an additional period of time. Case conference minutes are completed by the Case Manager and are placed in the client’s file. The client and the referral source receive copies of the minutes and the report.
Documentation
The following is a list of documents that may be used in Placement Services:
- Pre-Admission Notes
- Plan for Employment and Supports
- Resume/Reference Sheet
- Participation Contract
- Job Seeking Skills Exercises
- Reports
- Placement Notice
- Exit Interview
- Plan for Employment and Supports Revision
- Transportation Plan
- Child Care Plan
Interim Employment (South Bend location only)
Persons served in Job Placement Services may be invited to participate in Interim Employment while looking for permanent employment. This gives the person served the opportunity to work at Goodwill Industries as a Trainee and earn a paycheck while maintaining or enhancing job performance. In order to participate, the person must be oriented to Goodwill Industries and adhere to the same rules and regulations governing other programs as described in the Client/Safety Manual. Violation of these policies and procedures may jeopardize job readiness status. Work schedules are flexible to meet client needs and allow ample time for job seeking activities. This component is supervised by the Vocational Trainer.
Persons participating in Interim Employment receive the current federal minimum wage and are paid on the same schedule as all other persons served and employees. Since this is a temporary employment situation, individuals do NOT receive fringe benefits.
Business Advisory Council (not active at all locations)
The Business Advisory Council is a volunteer group, comprised of representatives from area business. The Council provides input on issues related to Job Placement Services at Goodwill Industries and assists with placement activities through client sponsorship. Council members select individuals who are seeking employment that is similar to the type of industry that they represent. The Council Member provides interview practice and job leads. The Business Advisory Council may also include former clients who were placed through Goodwill Industries. The Council meets on a predetermined basis.
Client Exit Interview
After services have been completed, the Employment Specialist and the person served discuss the Job Placement exit interview form. The person served is encouraged to be honest and direct concerning his/her level of satisfaction with the services provided. The Employment Specialist and the person served (optional) sign the exit interview form. When the Employment Specialist is unable to meet with the client post-services, an exit interview will be sent to the home of the person served with a letter explaining the form. A stamped, self-addressed envelope will also be provided to encourage the client to return the interview. A copy of the form is given to the Vice President of Vocational Services and the original form is placed in the client’s file. This form is incorporated into the Quality Assessment Review and the Outcome Management Report.
Employer Evaluation Forms
The Vocational Services Specialist mails employer satisfaction surveys to ten (10) percent of the employers who hired individuals with disabilities. The rational for the limited focus is that individuals coming through other programs often times are more independent in their job search and may not have had the extensive assistance in the obtainment of a job. The evaluation form is accompanied by a letter explaining the purpose of the form and a stamped, self-addressed envelope addressed to the Vice President of Vocational Services. Results of the evaluation are including the Outcome Management Report.
Program Re-Entry
If the person served is terminated from their employment prior to case closure, he/she is eligible for re-entry into the program providing he/she is still considered job ready. Prior to re-entry a case conference is to be held to determine the reason for termination and to assess the client’s job readiness status. Participants in the case conference include the client, the Case Manager, the Employment Specialist, the referral source and other persons deemed appropriate. If the decision is to terminate services, the individual may re-enter if an agreement can be reached that the problem that led to termination has been remediated, such that the person can now benefit from services. If the client is terminated after case closure, he/she is referred back to the referral source. To re-enter services, the person must meet the general entrance criteria. If the client meets the entrance criteria and is considered job ready, but the referral source does not wish to contract services, Goodwill will provide services at no cost to the client.
Interdepartmental Relations
The Employment Specialist receives input from the Vocational Trainer on the attendance work performance of persons served who participate in Interim employment. The Employment Specialist reports on services provided for each person in the program during the weekly department meetings. The Vocational Services staff members provide input on employment leads and training techniques.
Exit Criteria
- Meets general exit criteria
- Successful completion of job placement plan
- Self-termination
