Employment First
Missouri

Sample Service Delivery Process

Overview

This is a sample structure for delivery of services to assist individuals with disabilities to obtain competitive, integrated, employment in the community (CIE). It is intended to be a basic structure for a person-driven approach, which programs can use as the basis for designing a service flow specific to their organization's structure, culture, funding agency requirements, etc.

This service flow is aligned with best practices, including APSE Universal Competencies, and incorporates the Employment Resources developed for Missouri by the State Employment Leadership Network, and Employment First Missouri with support from Employment First Missouri's Community of Practice. These 10 tools are referenced by the term "Employment Resource Tool", followed by the Employment Resource Tool # and title.

Links to various tools and resources are incorporated throughout this document. If you have questions regarding obtaining tools and references within this document, please outreach to the staff at Employment First Missouri.

  • Nick Holz – [email protected] – Albany, Kansas City, Springfield, Joplin regions
  • Jessi Keenoy – [email protected] – Hannibal, Kirksville, Rolla, Central Missouri regions
  • Leslie Quarles – [email protected] – St. Louis Regional, Sikeston, Poplar Bluff regions
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Purpose: Review existing documentation on individual.

  • Review file, current schedule, etc.
  • Consult with the referral source for background information.

Sources / forms:

  • ISP
  • IEP
  • Person-centered plan
  • Provider intake form
  • Information packet
  • Referral form

Purpose: Prevocational Services provide one-to-one learning and group experiences to further develop an individual's general, non-job-task-specific skills needed to succeed in competitive, integrated employment. They are intended only for those individuals who require this type of service on the pathway to employment. Prevocational services are not a pre-requisite or requirement for receiving supported employment services.

  • Working with the individual, develop goals for prevocational service, aligned with the services allowed under the service definition.
  • As prevocational services are provided, use Employment Resource Tool #1 – Prevocational Services Progress Assessment, to regularly assess the individual's progress in skill development and support needs.

Documentation / Forms:

Purpose: Begin identification of job seeker's preferences and interests.

  • Begin working through areas listed on Employment Resource Tool #2 - Career Planning Checklist. Note: this is not designed to be done all at once but referred to and reviewed while moving through services.
  • Complete Employment Resource Tool #3 - Career Planning: Job Exploration Interview/Profile. Information is gathered from individual, with supplemental information from other sources (other professionals, family members, friends, etc.) Note any differences between what is reported from different sources, with the individual's noted preferences given priority.

Person-Centered Career Planning Meeting
To support the above steps, a person-centered career planning meeting can be considered for gathering information, particularly for individuals whose employment options are unclear and/or individuals who require more creative solutions in terms of employment.

Steps:

  • Meeting arranged
  • Invitations
  • Meeting conducted
  • Meeting documented
  • Follow-up

Resources:

  • Charting the LifeCourse Person Centered Planning Tools - UMKC – IHD
  • Increasing Person-Centered Thinking: Improving the Quality of Person-Centered Planning - University of Minnesota Institute on Community Integration

Documentation / Forms:

Decision point: Do we know enough to move forward on job search?

  • Understanding of job interests and preferences
  • Knowledge of individual's job-related skills
  • Understanding of individual's employment-support needs
  • Knowledge of individual's personal network

If yes, move forward with Personal Profile Development. If no, conduct Career Planning, Exploration and Assessment.

Purpose: Conduct activities to assist individuals in identifying their employment interests and preferences, and employment options.

Community and Business Research
Prior to conducting career planning, exploration, and assessment activities in the community, time can be spent conducting research on the local labor market to identify possible opportunities and potential opportunities. Note: time spent conducting research and job searches online should be limited, as activities in the community and networking are the best options for identifying employment options and opportunities.

Community Activities
The following are options for community activities for career planning, exploration, and assessment, based on the preferences and needs of the individual. Activities should be conducted until sufficient information has been generated to move forward on job development. Employment Resource Tool #4: Career Planning: Discovery Experience Summary can be used to document these activities.

  • Community Exploration: Spending time in the community, and going into various businesses and other community settings, to observe to both expand and help determine a job seeker's interests and preferences.
  • Job Tours: Touring various businesses to develop and better understand employment options and interests.
  • Job Shadowing: Spending time actually observing an individual performing a job. This can be for a short period of time, for their entire workday, or a series of days, depending on the nature of the job, and level of interest of the job seeker.
  • Informational Interviewing: Meeting with an employer, not for a job interview, but simply to gather information about the business.
  • Community-Based Work Experiences: Use community-based experiences performing tasks at businesses and other settings in the community to assist an individual in exploring employment options, to identify whether options being considered make sense, and for expansion of employment options under consideration. Be sure any experience complies with requirements for volunteering and unpaid work.
  • Missouri Job Centers: Missouri Job Centers can be a helpful resource in identifying potential options for career and job exploration. They also have a variety of resources that may be helpful to a job seeker.

Documentation / Forms:

Purpose: Summarize information generated from information gathering and exploration activities, to identify specific positions and businesses for job development.

Review Employment Resource Tool #5: Career Planning: Personal Employment Profile. Working with the job seeker, based on information generated from the previous steps, begin filling out the profile form. Once the various categories on the form have been completed (A to R), identify employment themes, and potential business for job development.

Documentation / Forms:

Purpose: Conduct job development and placement activities, based on the Personal Employment Profile (Employment Resource Tool #5), in a way that maximizes the individual's participation in the job search process, and the involvement of their personal network, and ensures ongoing focus on job development until individual has found a job.

  • Develop job seeker portfolio including resumes (including video / visual), letters of introduction, and references. Consider multiple, alternative types of resumes that best match the job seeker's qualities and vocational theme.
  • Develop initial job search plan, and complete Employment Resource Tool #6 – Job Development: Action Plan. (Base in part on Action Plan from person-centered career planning meeting, if meeting was conducted.)
  • Conduct job search activities (staff, job seeker, and network), based on the Action Plan assignments.
  • Document each employer contact, outcome, and next steps. (Consider developing an organization-wide database for employer partners including key staff contacts, location(s), types of positions, etc.)
  • In meeting with businesses and employers, use Employment Resource Tool #7 – Job Development: Business and Job Analysis to identify potential employment opportunities and potential areas for customization, job carving, and job creation.
  • Present individual's job search plan at team meetings and provide updates at subsequent meetings; within meeting share/brainstorm job leads, and coordinate job development activity.
  • Review and revise the Action Plan on a monthly basis, until job placement has occurred.

Documentation / Forms:

Purpose: Once an individual has found a job, ensure all necessary actions have been taken to support employment success.

  • Complete Employment Resource Tool #8 - Job Development: Placement Form, which documents employer contact information, directions to employer, travel arrangements, hours, wages, and other relevant placement information.
  • Complete Employment Resource Tool #9 – Supported Employment: Placement Checklist, which documents various areas to be addressed once an individual has obtained a position, including transportation, benefits, day custody, non-work schedules, work dress/uniform requirements, and other employment support needs. Use Employment Resource Tool #2 - Career Planning Checklist as a base reference, as well as additional documentation gathered during the career planning, exploration, and job development process.
  • Conduct team meeting with residential support staff and/or family if necessary to discuss job, how supports will be provided, and to address any issues/concerns.

Documentation / Forms:

Purpose: Organize and provide necessary supports as individual begins job.

  • Discuss and determine mix of employer-based natural supports, to be supplemented as necessary with supports from agency.
  • Determine job coaching schedule. As necessary, orient other staff providing job coaching at job site.
  • Finalize transportation, and begin travel instruction for job.
  • Provide initial job coaching, utilizing full range of job coaching techniques to enable individual to achieve employment success, with emphasis on use of natural supports and full integration into work culture.
  • During initial employment supports phase, review individual's status and progress at team meetings, and develop action plan for any issues identified.
  • Consider utilization of IRWE and PASS (Social Security Work Incentives) as necessary and appropriate for employment-related supports.
  • Complete initial Employment Resource Tool #10 – Supported Employment: Monthly Retention Plan, no later than 30 days after individual has begun job, to document support strategies and progress.
  • Update Employment Resource Tool #8 – Job Development: Placement Form, as necessary, with additional job-related information (e.g., schedule, emergency plan, etc.).
  • Update Employment Resource Tool #9 – Supported Employment: Placement Checklist, as necessary.

Documentation / Forms:

Purpose: Provide ongoing supports as needed in order for individual to succeed and advance in position.

  • If there will be a transition from VR to DMH funding, manage the process in a way that is seamless for the individual.
  • Fade intensive on-site job coaching, to a level that minimizes job coach support, but ensures sufficient support is in place for ongoing employment retention and success.
  • Maintain schedule of on-going check-ins with employer and individual to monitor status and pro-actively address any issues that have arisen.
  • Ensure individual is reporting earnings to Social Security and any other public benefit (e.g. SNAP, HUD) or private benefit programs (private rent assistance, food pantry, etc.) as required. Always recommend the individual request a receipt or documentation.
  • Provide and assist employer with short term on-the-job training consultation or retraining based on changing job requirements and any performance issues identified. Note changes in duties depending upon day of week, peak/slow times, or season.
  • Through counseling of individual, monitor satisfaction with employment and determine level of interest and opportunities available for advancing with current employer, and/or changing employers for career advancement.
  • Maintain ongoing contact with employer regarding performance evaluations, career advancement opportunities, and to address and resolve any issues that may arise regarding the individual's employment.
  • Determine frequency and length of time for employer follow-up (how often, whether ongoing or end date, etc.)
  • On a monthly basis, complete Employment Resource Tool #10 – Supported Employment: Monthly Retention Plan, to document support strategies and ongoing progress.
  • Update Employment Resource Tool #8 – Job Development: Placement Form, as necessary, with additional job related information (e.g., salary, supervisor, job duties, etc.)
  • Update Employment Resource Tool #9 – Supported Employment: Placement Checklist, as necessary.

Documentation / Forms:

  • Employment Resource Tool #10 – Supported Employment: Monthly Retention Plan
  • Employment Resource Tool #8 – Job Development: Placement Form (update)
  • Employment Resource Tool #9 – Supported Employment: Placement Checklist (update)
  • ICI Workplace Culture Assessment Tool
  • Case notes