Date post: | 31-Dec-2015 |
Category: |
Documents |
Upload: | darleen-green |
View: | 218 times |
Download: | 3 times |
OVRSJob Development Overview
Youth Transition ProgramSummer Academy
July 2010
Cheryl Furrer, M.Ed. OVRS Job Development
Program Coordinator
1
What Do Job Developers DO?
• Interaction with EmployerLet take a look at what Job Developers
actually do before considering alternative actions you might take. Think about some key activities you do in order to secure a job for a youth.
2
4 Step Road ModelStrategic Marketing Activities: A 4 Step Road Map
3
Strategic Marketing
Prospecting What is it?• This initial section of the road map deals with how you can
find prospective employers who will talk to you about their hiring needs.
Needs AnalysisWhat is it?• This section of the road map looks at how you can best
communicate with employers to fully understand their needs, so that you can market directly to those needs.
4
Strategic Marketing
SellingWhat is it? You must present your solution to the employer in a way that
answers his/her hiring needs. In this section of the road map you will see how best to influence the perceptions of the employer so that he/she clearly sees the value of your recommendations.
Follow-upWhat is it? These activities involve delivering on, and supporting, what
you promised. Being skilled in follow-up allowsyou to build more employment opportunities.
5
Profiling Our Client’s Employment Barriers
1. Employability (two parts):a. Ability, the skills to do the taskb. Motivation, the willingness to go to work and
do the tasks involved.2. Access: the number of employers that seriously
entertain the job seeker’s application for work.3. Credibility: the level at which employers trust the
job seeker will be able to do the job as they need it done.
6
Employment Barriers Profile Summary
“ A Profile”“ A Profile”Describes people who have
the ability and motivation
necessary to do the job.
They can access employers
and are credible enough to
get a job on their own.
Describes people who have
the ability and motivation
necessary to do the job.
They can access employers
and are credible enough to
get a job on their own.
“B Profile” “B Profile”Describes people who have the ability and motivation necessary to do the job, but have employment barriers (such as physical disabilities). These barriers stop the employer from seeing them as viable candidates. Therefore, although these people have ability and motivation , they lack access and potential credibility and become excluded from the labor market.
Describes people who have the ability and motivation necessary to do the job, but have employment barriers (such as physical disabilities). These barriers stop the employer from seeing them as viable candidates. Therefore, although these people have ability and motivation , they lack access and potential credibility and become excluded from the labor market.
7
Employment Barriers Profile Summary
“ C Profile”“ C Profile”Describes people who have limited abilities, as well as an employment barrier but who have the motivation to go to work. An employer, because of these limitations in ability, and the employment barrier would not consider these people as appropriate candidates. Therefore these people have no access or credibility and so they, too, are excluded from the labour market.
Describes people who have limited abilities, as well as an employment barrier but who have the motivation to go to work. An employer, because of these limitations in ability, and the employment barrier would not consider these people as appropriate candidates. Therefore these people have no access or credibility and so they, too, are excluded from the labour market.
“ D Profile”“ D Profile”Describes people who do not have the motivation to work, even though they may or may not have the ability necessary to do the job. This person may have or may not have access and credibility dependent on their skill level and other employment barriers. While the ‘D’ profile usually refers to people who are de-motivated about working, it also is used to describe people who repeatedly lose their jobs.
Describes people who do not have the motivation to work, even though they may or may not have the ability necessary to do the job. This person may have or may not have access and credibility dependent on their skill level and other employment barriers. While the ‘D’ profile usually refers to people who are de-motivated about working, it also is used to describe people who repeatedly lose their jobs.
8
Who Are You Working With?
EddieEddieMale20 years oldGrade 11 educationLives with his parents
occasionally does odd jobs Chronically unemployedWorked very sporadicallySeparated—girlfriend left him
because of his drinking and not working
Not doing anything to overcome the drinking
Male20 years oldGrade 11 educationLives with his parents
occasionally does odd jobs Chronically unemployedWorked very sporadicallySeparated—girlfriend left him
because of his drinking and not working
Not doing anything to overcome the drinking
MarkMarkMale20 years oldHigh school graduateLost job from lay-off twelve
months agoWas plumber’s assistant but
doesn’t have any trade papersLives with girlfriend and one
child at apartment owned by his mother
Wants to work but keeps getting turned down for people with more qualifications
Male20 years oldHigh school graduateLost job from lay-off twelve
months agoWas plumber’s assistant but
doesn’t have any trade papersLives with girlfriend and one
child at apartment owned by his mother
Wants to work but keeps getting turned down for people with more qualifications
9
Who Are You Working With?
CindyCindyFemale17 years oldGrade 8 education Worked only in subsidized
workshopsBlind and physically slower
since accident at 15Has disability pension but not
enough to live onNo specific work skills outside of
assembly and packagingUnmarriedLives with parentsWants to work
Female17 years oldGrade 8 education Worked only in subsidized
workshopsBlind and physically slower
since accident at 15Has disability pension but not
enough to live onNo specific work skills outside of
assembly and packagingUnmarriedLives with parentsWants to work
AbbyAbbyFemale21 years oldHas worked as carpenter’s
helper for many years High school graduateWelfare recipient for last 15
months as work in her old jobs has run out
Has two children at home ages 5 and 3
Wants to work but cannot find anyone who will take her on in construction
Female21 years oldHas worked as carpenter’s
helper for many years High school graduateWelfare recipient for last 15
months as work in her old jobs has run out
Has two children at home ages 5 and 3
Wants to work but cannot find anyone who will take her on in construction
10
Job Development Strategy SummaryProfile Job Development Strategy
ATeach Self MarketingJob club, self directed learning, counseling
BOrder Taking and Job PlacementLocate job and market skilled candidate to employer (some job development) {priority needs}
CJob DevelopmentGet employer to identify minimum hiring needs and market motivated candidate
DCognitive DevelopmentHelp candidate change motivation and attitude towards working
11
Needs Analysis Strategies
12
Open ProbesEmployer #1
Who
What
Where
Employer #2
When
Why
How
13
Closed Probes
1Employee competencies:
a.
b.
2Job requirements:
a.
b.
3 Priority needs:a.
b.
14
Exercise -Shifting Probe Types
Convert the Following Open Probes to Closed Probes
Open ClosedHow do you get new entry-level employees for the company?
What are the production skills needed for this job?
What is the reporting structure on the shop floor?
How much time do people spend working in this area?
15
Exercise - Shifting Probe Types
Convert the Following Closed Probes to Open Probes
Closed Open
Will a new employee work both in the office and at the front desk?
Will our follow up services benefit your supervisor as well?
Have you used services like ours before?
Is shift work required on all the jobs?
16
Exercise - Probing List
1
2
3
4
5
6
7
8
9
10
My Probes
17
Business and Employment Data
Employment Department• http://www.oregon.gov/EMPLOY/ES/SEEKER/index.shtml Oregon Labor Market Information System• http://www.qualityinfo.org/olmisj/OlmisZine Quality Information, Informed Choices - Blog Regional Information Data Tools - Employment and Labor Force Data Tools - Business
18
Interaction with Employer
This has been a snap shot of the OVRS three-day training called Employment Outcome Professional II Training (EOP II) This 3-day training contains OVRS methods to secure successful
employment outcomes. This session ties the EOP strategies to the OVRS job placement assistance model and shows how to apply this model to job development best practices. We will have more sessions this fall and throughout next year. For more information and to register contact.
DHS Learning Center: https://dhslearn.hr.state.or.us/kc/login/login.asp?kc_ident=kc0001&strUrl=http://dhslearn.hr.state.or.us/Default.asp
Your Resource: Cheryl Furrer, OVRS Job Development and Program Coordinator 503-945-6233 [email protected]
Thank You 19