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PROCESS |
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| Stinson & Associates
Leadership Team |
Step 1: Intake, Assessment,
Selection, and Orientation
Step 2: Coaching &
Counselors
Step 3: Directing Your Own Future
Step
Step 4: Work Evaluation
Step
5: Work Adjustment Activities
Step 6: Job
Readiness and Placement
Step 7: Post-Employment
Training
Step 8: Job Retention
Step 1: Intake, Assessment,
Selection, and Orientation
The Applicant Intake Form is used as a tool
to uncover approximately 87-strands of information on the
participant. This information includes but is not limited to: their
name, address and current phone number, referral source , work
history ( if applicable), past salary, position, and any supportive
services need/required, assessment scores, pre-test and post-test
scores, and jobs selected/chosen from the vocational assessment
instruments.
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Orientation sessions are open-ended and are
designed to explain the organization's purpose, policy and
procedures regarding services.
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The Wonderlic Basic Skills Test and
Individual Service Strategy Profile is used to assess to summarize
the client's data regarding their Career Awareness, and Work Skills,
and Abilities which leads towards training or alternative service
recommendations.
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Use of assessment and tactful questioning to
uncover Personal Characteristics that may reveal barriers impeding
employability.
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Use of a standardized set of considerations for each
participant being reviewed.
Step 2: Coaching &
Counseling
Job Coaches/Counselors are advised and
encouraged to begin initiating employer contacts based upon either
the results of the client's assessments as they relate to their
vocational interests or the client's personal vocational choice.
Step 3: Directing Your Own Future
Step
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Directing Your Own Future is built upon a
sequence of content development followed by behavioral skill
practice.
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Participants are evaluated using Behavioral Skills
Assessment Tools.
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At the mid-point of the training, participants are
provided feedback as to their strengths and areas of deficiencies as
to where they might improve.
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Participants completing the program are
issued certificates.
Step 4: Work Evaluation
Work evaluation consists of short-term,
hands-on work activities, review of assessment data with the
completion of a work evaluation report, and the development of a
Career Action Plan. Stinson & Associates provides Work Evaluation
by establishing the work activities component and coordinating with
partner organizations, and documenting these activities. Hands-on
activities are modeled after the "community based" design and will
primarily occur at work-sites identified through-out the community.
Step
5: Work Adjustment Activities
Work adjustment combines subsidized work
experience with classroom activities. The hands-on activity will be
modeled after a community based design and occurs in an instructive
design environment where participants work in real jobs and are paid
an hourly wage that is consistent with entry level employees in that
position that community. Hands-on activities for at least 30-hours
per week will occur at sites selected to meet the participants
specific needs.
When competency is demonstrated, the
Employment Specialist will coordinate a joint staffing with the
participant participant and the support team to verify or alter the
next step to be taken in the Career Action Plan.
Step 6: Job
Readiness and Placement
If deemed necessary by the support team,
individualized intensive job readiness coaches through the Stinson Job Coach and the Stinson Employment Specialist may be
utilized to address specific participant issues or fears. Job
coaching activities conducted by job coaching staff and consist of
job interviewing skills, job preparation, job readiness, job
orientation, and job performance.
The J. Stinson Employment Specialist will
work with the participant participant, Job Coach (if needed), and
other members of the participant support team to identify suitable
employment opportunities in accordance with the individualized
Career Action Plan. The Employment Specialist and Job Coach, if
needed, shall lead the team (the team includes staff from other
partner agencies) to help place the participant participant into
subsidized employment. If the Job Coaching is required, the Job
Coach will be the liaison between the employer and new employee and
maintain contact at the job site until the placement is stabilized
as determined by the participant, the employer, and the Employment
Specialist. The Job Coach will address the job-specific issues that
are related to the participant participant's job duties. A GDOL
Career Advisor joins the team to help the participant develop
short-and long-term job aspirations.
Step 7: Post-Employment
Training
As a supplement to work activities or direct
job placement, the career action Plan, developed by the participant
and support teams, may include, GED/ESL/literacy or specific skills
training to facilitate skills develop occupational training.
Step 8: Job Retention
Stinson & Associates provides employment
support for persons in the retention phase up to nine months. The
follow-up and follow-alone is designed to ensure stabilization
occurs. A transition plan is developed to gradually move the
participant to self-sufficiency.
Step 9: Social Security
Advocacy Assessment
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