This activity is approved for 3.25 contact hours.
This activity is approved for 3.25 contact hours.
Section 1: Introduction A. Course Contributors B. About This Course C. Learning Objectives Section 2: Overview A. Olivia the Artist B. Reminder C. A New Approach D. Hope for Olivia E. Going Where the Career Makes Sense for Olivia F. Customized Job Development for Olivia G. Elements of Customized Job Development H. Summary Section 3: Why Employers Hire People A. Different From Traditional Job Development Approaches B. Relationship of Personal Contribution and Employers’ Needs C. Why Employers Hire People D. Resource Ownership as a Personal Contribution E. Examples of Resource Ownership F. Exploitable Skills and YOU G. Attitudes H. Attitudes and Employment Opportunities I. The Dream Job Problem J. Helping Mario K. Summary Section 4: Casual Job Development A. What is Casual Job Development? B. Casual Job Development C. Casual Job Development: Tools for Putting the Clues Together D. Using Vocational Themes E. Let's Explore Vocational Themes F. Summary Section 5: Arranging and Conducting Informational Interviews A. Informational Interviews B. Purpose of Informational Interviews C. Benefits of the Informational Interview D. The Informational Interview... What Next? E. Ronny’s Journey to a Job F. Setting Up the Information Interview G. Preparing for the Informational Interview H. How Ronny’s Interview Went with Harvey I. What Mary and Ronny Learned From Their Tour J. What Mary Did Next... K. Ronny’s New Job L. A Job Well Done M. Summary Section 6: Networking and Career Strategies A. Work Experience and Informal Internships B. Social Capital C. Networking and Social Capital D. Networking and the Rehabilitation World E. Building Social Capital and Networks F. Relationship Mapping to Build Social Capital and Networks G. Go Where the Career Makes Sense H. Using Informational Interviews to Go Where the Career Makes Sense I. Going Where Daniel’s Career Made Sense J. The Importance of Skills K. Individual Task Competencies L. Skills and Job Development M. Clarissa’s Skills N. Summary Section 7: Being an Effective Job Developer A. The Job Developer as a Professional B. Importance of Language and Message C. Framing the Message: A Features / Benefits Chart D. Framing the Message: An Example of a Features Benefit Chart E. What Do You Do For a Living? F. Leave-Behinds G. Fact Sheets H. Summary Section 8: Digital Portfolios and Handling Employer’s Concerns A. Digital Portfolios B. Digital Portfolio: How to Use It C. Handling Employers Concerns: Left-Hand/Right-Hand Analysis D. Handling Employers’ Concerns: Feel, Felt, Found E. Top Dozen Personal Job Development Skills F. Marvin G. Summary Section 9: Put Into Practice A. Using What You Learned B. Creating Your Own Work Portfolio Section 10: Summary A. Summary B. References C. Contact the Authors D. Congratulations
Cary Griffin is a Senior Partner at Griffin-Hammis Associates, a full service consultancy which specializes in building communities of economic cooperation, creating high performance organizations, and focuses on disability and employment. Cary maintains a strong relationship with the Rural Institute at The University of Montana, where he served as Director of Adult Community Services & Supports. He is the former Executive Director of the Center for Technical Assistance & Training (CTAT) in Denver. Cary provides training to administrative and direct service level professionals in the rehabilitation field; consultation to businesses and rehabilitation agencies regarding the employment of individuals with significant disabilities; conducts field-initiated research & demonstration; provides family & consumer case consultation; develops resources; and organizational development. Recently, Cary has been instrumental in designing self-employment protocols and training for individuals, agencies, and states. Disclosure: Cary Griffin, MA has declared that no conflict of interest, Relevant Financial Relationship or Relevant Non-Financial Relationship exists.Instructor: David Hammis
David Hammis is Senior Partner at Griffin-Hammis Associates, a full service consultancy which specializes in building communities of economic cooperation, creating high performance organizations, and focuses on disability and employment. David maintains an ongoing relationship with the Rural Institute at The University of Montana, where he served as Project Director for four employment and Social Security outreach training and technical assistance projects, and now serves as an Organizational Consultant for the Rural Institutes Rural Entrepreneurship and Self-Employment Expansion Design Project. Dave works with organizations nationally and internationally on benefits analysis, supported employment, supported entrepreneurial employment, and employment engineering. Disclosure: David Hammis has declared that no conflict of interest, Relevant Financial Relationship or Relevant Non-Financial Relationship exists.Instructor: Beth Keeton, MS
Ms. Keeton has worked closely with the state of Florida’s Division of Vocational Rehabilitation (VR) to coordinate the development and implementation of a Self-Employment Certification curriculum. Florida VR has been the first in the nation to make such an extensive commitment to supporting self-employment as a possible outcome for all customers. Beth has served as the point-person for this effort and has been actively involved in all aspects of implementation including: developing the training curriculum; training VR vendors; and providing ongoing technical assistance to VR staff (both state and local), vendors, and customers. Additionally, Beth works with GHA on several other national projects, all of which are geared towards increasing the quantity and quality of employment outcomes through Customized Employment. For the last decade, Beth has provided extensive training and technical assistance throughout the country on positive behavior support, self-employment, customized employment, and benefits analysis. During her time on the various self-employment projects, she has developed expertise in all aspects of business plan development and has discovered a particular affinity for financial planning and Social Security benefits analysis. Disclosure: Beth Keeton, MS has declared that no conflict of interest, Relevant Financial Relationship or Relevant Non-Financial Relationship exists.