The Future of Employment – EIN Presswire
Person-Centered and Personalized Disability Employment Program Leads the Way
WOONSOCKET, RHODE ISLAND, USA, July 28, 2022 /EINPresswire.com/ — Seven Hills Rhode Islandbased in Woonsocket, has established and enhanced a unique placement system for members of the intellectual or developmental disability community here at Rhode Island. With funding from a Department of Behavioral Health, Developmental Disabilities and Hospitals (BHDDH) Person Supported Employment Performance Program (PCSEPP) 3.0 grant, they championed the concept of centered employment on the person that includes deploying a multi-faceted plan designed to accurately determine and match the needs of the employer with the very clearly identified skills, talents, interests and even preferences of the potential employee.
This is not a well-crafted resume with search-optimized keywords. It is also not a response to a company’s job posting. Instead, the person-centered program carefully explores both the unique abilities and desires of the job seeker as well as the requirements of the company at a level of detail that eludes a typical assignment.
According to program director Melissa Charpentier, “Customized employment is not just for people with intellectual disabilities. In fact, I think it’s going to be the wave of the future. As the labor market tightens more and more, it becomes more difficult to attract the best candidates. This is such a benefit for businesses. We go into the business to see how to meet their needs, offer fresh eyes to help determine their needs and offer new perspectives, and become a real asset to the business. Obviously, this is very different from reviewing and responding to traditionally posted “Want Ads”.
She notes that a “typical” job description can often cover many areas of the business, but may not relate to the candidate or even the actual needs of the business once explored in depth.
Ms. Charpentier notes: “Tailored employment is a little different from traditional and supported employment services. Turns out that’s an understatement.
The personalized employment program is based on working with one person at a time, exploring in detail their transferable skills, and even career interests, such as discovering interests in photography, sports, or becoming an advocate. This holistic approach is an important part of helping employees find satisfying jobs while cultivating full lives and helping employers hire the perfect fit.
Ms. Charpentier’s explanation distinguishes program objectives and tasks from others. “This program is not about developing multiple jobs at once; it is definitely not a retail training program. We consider everyone’s needs and the team meets them where they are.
It is particularly interesting to note that, according to this team, personalized employment is not reserved for disabled job seekers. Job hunting is different. The interview process promotes exploration of the needs of both parties. Task execution is a bit different, perhaps in planning, but similar in exploring goals and needs.
Eliminating one-size-fits-all in favor of a mutually beneficial working relationship is a win-win for the future of employer-employee relationships. To better create a real lasting asset for the recruiting company.
This tailored employment grant had specific requirements for people who could participate in this cycle, such as those who had never been employed before. This process and the results – employment for a fuller and better life for people with intellectual disabilities – make Charpentier’s comment prophetic. If this becomes the wave of the future, it is likely to be embraced by all employers and employees.
The Detailed Employment Process
“Discovering personal genius” is part of the team’s job, not just a mantra uttered by idealists. Discovery is a unique process offered by Griffin Hammis Associates, supplemented by training for staff and job seekers participating in discussions, all of which took a few months. Typically, there is a sixteen-week Association of Community Rehabilitation Educators (ACRE) training program to become familiar with the various processes, and a tailored forty-hour certification program, which all members of the team have acquired.
There are six weeks of working with the job seeker, with weekly feedback, while the team facilitates the discovery process. The second part is the mentoring platform, 16 weeks. where each member of staff worked with a particular job seeker, and each was mentored by a national expert, Doug Crandall. Throughout the process, they discussed real-life situations, such as challenges and likely opportunities in each potential work scenario. For the team, the group exercise, brainstorming and feedback resulted in the collective genius that helped the group.
Part of the discovery process includes informative interviews with companies that break down into three business themes for each participant. Initially, the experience focuses on learning about an industry and the companies within the industry. Once a participant has completed the discovery process and what is known as “ideal employment conditions”, twenty companies are listed as potentially good candidates.
Internships often follow, preferably paid directly by the company, or are funded on a short-term basis by the scholarship. Sometimes, however, a participant is hired immediately for the job. During this time, the job developer nurtures relationships with key contacts from five of the companies, trying to make inroads on the participant’s behalf and hone in on unmet business needs. .
In addition, the process includes establishing links with the community, examining the work culture, to determine if the job seeker potentially fits. These considerations include assessing whether the work is fast-paced, repetitive, or a good fit with someone’s personality and ideal schedule. . Other factors considered could be if there are common social and cultural interests, such as being a sports fan or a book lover – where the candidate feels comfortable. One of the main goals of the program is to facilitate compatibility in the matching process, as this helps ensure the candidate’s success.
Beyond a job, most participants have many new tools to support them in their future endeavours: a visual resume, assistive technology, a support network of people, other hobbies, interests and perhaps the groups and communities they joined. These are important tangible and intangible benefits.
Debra T Morais
Communication works inc.
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