Developing Sales Tools for Customizing Employment: The ...tacesoutheast.org/webinars/2011/102711/ppt/ppt102711_handout.pdf · Developing Sales Tools for Customizing Employment: The

Developing Sales Tools for Customizing Employment:

The Portfolio and Visual Resume

Michael CallahanMarc Gold & Associates

Employment for AllOctober 27, 2011

TACE Center: Region IV, a project of the Burton Blatt Institute.Funded by RSA Grant # H264A080021. © Marc Gold & Associates

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Two distinct portfolios

• Communicates concept of CE

• Gives visual examples of CE and persons with disab.

• Outlines essential selling points

• Describes supports

• Introduces, visually, job seeker

• Shows competent performance

• Shows unique features of job seeker

• Presents Task List

Agency Portfolio Visual Resume


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The Agency Portfolio

The agency portfolio is basically a sales tool, similar to a “pitch book” used in generic sales, that can be used by job developers to communicate CE to employers, to pace presentations, to clarify essential selling points and to provide a visual confidence builder.

Souhteast TACE webinar handout 10/27/2011 1


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Determining your Negotiables

The first step of negotiation is to determine the negotiables that you will use when contacting employers.

Remember, Customized Employment principles ask us to individually determine those negotiables related to the job seeker. However, you will have negotiables related to your agency.


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Components of Negotiation

• Essential Selling Points

• Sweeteners

• Hole Cards

• Non-negotiables


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Essential Selling Points

These are inherent features offered to the employer by both the provider organization and the applicant. These features are offered to any and all employers who are called on for the applicant. Essential selling points are outlined during the initial presentation to the employer.



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Essential Selling Points: Examples

• Job seeker discovery

• Task/need matching

• Customized planning

• Employment site/culture/environ. match

• Job site supports, initially/as necessary

• Job analysis• Negotiation of a

customized job description

• On-going problem solving

• Naturally referenced supports


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Sweeteners

These are additional features offered by the provider and/or the applicant to enhance the attractiveness of the deal for the employer. Sweeteners go beyond the essential selling points, but do no create an undue burden on either the provider or applicant. They are most often offered during follow-up negotiations.


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Sweeteners: Examples

• Transportation coordination

• Problem solving technology, accommodations and accessibility

• WOTC eligibility*

• WOTC contact and providing paperwork

• Team of employment professionals for employer contact

• Budget funds to buy: Targeted support and

personal assistance Small tools Work clothes/uniforms Short term

transportation• Assistance in PR

activities• Employer orientation -

specifics



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Hole Cards

These are features of an employment negotiation that will likely create undue hardship, expense or complexity for the provider and/or the applicant in relation to a desired job. They are offered as a last-ditch effort to secure an otherwise ideal job for an applicant. They must be held in reserve and used only sparingly during final negotiations.


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Hole Cards and the Contingent Close

The delivery of a Hole Card provides the job developer a powerful tool – the “contingent close” – that can be offered as an condition of delivering any hole card to an employer.

Always attempt a contingent close before agreeing to offer or implement any hole card level negotiable.


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Hole Cards: Examples

• Researching: Transportation

assistance Other employer issues:

i.e. liability• Bonding & insuring

staff/students• Training: credential• OJT funds• Payment of less than

entry wage• Extended probation

• Long term training and support for employee

• WOTC paperwork assistance

• Internship startup

• Providing employer classes on disability issues

• Employer partner luncheon



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Non-negotiables

Non-negotiables are those aspects of a negotiation that you or the job seeker are not willing to bend on. It is critical that you plan for these in advance and find gentle ways to explain to the employer why you’re not able to negotiate on those items.


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Examples of Non-negotiables

• Sub-minimum wages

• Assuring production

• Providing a substitute worker for student

• Assuring on-going transportation

• Anything illegal

• Guaranteeing success of any sort

• Charity relationship


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Why is an Agency Portfolio useful?• It represents a shift from an agency marketing strategy

to an individualized, customized marketing strategy.

• Traditional expectations of employers make it difficult for applicants with significant disabilities to benefit from typical strategies.

• Helps makes sure that job developers give consistent info to employers.

• Teaches employers how to think about customization.



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Why is an Agency Portfolio useful? (cont.)

• Helps explain natural supports• Provides additional avenues for giving

information to employers beyond verbal explanation.

• Requires agencies to come to terms with the manner in which they support and represent individuals, use language and negotiate.

• Outlines Essential Selling Points


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Structure of the Agency Portfolio

• Images – important that they say what we intend to convey

• Narrative summaries of information• Information about the school/agency• Support strategies• Essential selling points


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The importance of images

• In your school/agency portfolio, make sure to use your best photos/images of individuals you’ve been successful with

• Take images of performance, not with individuals looking at camera

• Take lots of pictures – for every work experience, job, business, volunteer job

• Reference images with employer task language



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Agency Portfolio Materials

Materials• Binder – “Show File” or other binder• Presentation paper• Vinyl covers• Digital Photos• PowerPoint pages• Business Cards• “Leave behind” fact sheets and brochures


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“Show File” binder


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Outline for an agency portfolio

1. Introduction your agency/school Introduce your agency -- brochure, fact sheets

2. Explain Customized Employment “We match applicant skills with employer

needs”

Give examples through images



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Outline for an agency portfolio

3. Explain how we do what we do Use portfolio to explain employer – employee

supports and the seven phase sequence

4. Wrap up with a outline of services offered


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Additional considerations

• Taking photos

• Assuring variety

• Clarifying your message

• Layout, length and formatting

• Focusing on performance

• Remembering to “hold back” items for negotiation


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MG&A: Twenty five years of serving employers and persons with disabilities



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We match job seeker skills With employer needs.....

The people we represent have unique skills to contribute to your business.

Our job is to determine whether you have specific needs which match these skills.

If a match is identified, a job description is customized to suit both you and the applicant with a disability.


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Customized Employment

The US Department of Labor is encouraging employers and applicants to consider negotiating an employment relationship when current job descriptions and other expectations create a barrier.

This concept is known as customized employment.


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Business Focus for Customized Employment

Unmet Workplace Needs:This area focuses on tasks that need to get done but are not getting done in the way the employer would like. It also can include tasks that have not been performed but need to be.

Tasks better performed by others:This area focuses on aspects of jobs that might better be performed by others at a lower pay grade. This option can directly save money for employers.

Specific benefit to enhance business:This area focuses on workplace needs for additional productivity in specific tasks. It must be matched with job seeker’s specific competencies



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Stocking check-out islands, assisting advertising, un-boxing electronic equipment, etc.


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Mailroom assistance and inter-office delivery


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Inventory Control tasks



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Targeted maintenance and cleaning


32Tasks providing assistance to reception, professionals, manager and sales


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Sorting and filing of excess paperwork



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Spot cleaning to reduce “slip and falls”


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Tour and Needs Analysis

Before any agreement is made, we offer a free needs assessment.

We can either observe your various business procedures, or we can assist you to do so, to identify potential needs within your company.


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Customized Employment targets specific worksite issues:

• Episodic duties• Slower components of

tasks• Back-ups/Bottlenecks• Material/tool supply• Interruptions• Additional assistance to

meet high work demands

• Unattended materials/products

• Waste/scrap materials• Misplaced

materials/goods• Dusty, broken, dirty

goods/materials• Unsafe or unsightly

conditions• Inconvenient location of

materials



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Job Analysis: The foundation of success

We focus on:• The way you do things

• The means you use to train and support employees

• The people you assign for supervision..


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Job site supports to both employer and employee


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Benefits to employers and employeesTo Employers Assistance in identifying

workplace needs that might be met by applicants

Identification of support providers, as necessary, for customized employees

Recruitment and matching of the skills of applicants to employer needs

Assistance in customizing job roles for current employees who become disabled

To Employees: In-depth discovery of the

applicant’s strengths, needs and interests

Customized planning assistance to target potential employers and contributions

Representation assistance to negotiate customized relationships

Resource identification to pay for necessary supports



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The Visual Resume

The Visual Resume (formerly, Individual Portfolio offers an alternative when applicants do not have persuasive resumes and experiences.

This portfolio is a form of a “visual resume” that introduces job seekers who need customized employment to potential employers.


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Developing an Individualized Portfolio

The visual resume contains a number of ingredients:

• A portrait of the individual• Images of competent performance• Narrative pages indicating contributions• The applicant’s Task List developed during the

Employment Planning meeting


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Developing the Job Seeker’s Visual Resume

• Relationship to Discovery

• Gathering and selecting images

• Individual and family input

• Task list development



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Sadie Jones


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Sadie is looking for a job


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Delivering mail at NHS



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Volunteering on the yearbook staff


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Filing invoices at her dad’s business


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Volunteering at a Catering Service



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Sadie’s experiences

• Sorted and delivered mail at school

• Assisted in the church day care center

• Volunteered at food distribution center

• Participated on yearbook staff

• Assisted in her dad’s business


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Sadie offers the following office tasks:

1. Shredding2. Running errands3. Delivery4. Running copier5. Filing6. Sorting, collating7. Faxing8. Stapling9. Folding, stuffing, sealing, labeling10. Light data entry11. Backing up files to CD12. Matching checks with invoices


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Mississippi Department of Rehabilitation Services

Our agency provides comprehensive services to

Mississippians with disabilities. We assist

individuals with gaining employment, retaining employment and to live more independent lives.



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Customized Employment

According to the US Department of LaborCustomized employment means individualizing the

employment relationship between the employer and job seeker. It is based on the individualized determination of the strengths, needs, and interests of the job seeker and is designed to meet specific needs of the employer.


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Customized Employment Focuses on Task reflecting business unmet needs -CE provides a

strategy for employers to focus on the unmet needs that inevitably occur in a time of multi-tasking and high expectation demand.

Tasks better performed by others -CE can focus on the discrete tasks of job descriptions relating to highly skilled and credentialed positions in workplaces.

Tasks needing additional productivity -CE can utilize specific job seekers competencies based on discovering their “strengths, needs, and interests” and matches and negotiates with existing employer needs.


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Meeting a needWork that required

repotting seedlings for local plant distribution center. This was identified on a tour and the employer indicated “he was behind”



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Answering Busy Telephone Lines

Job negotiated to answer busy phone lines. In her job she uses a headset, portable phone and a cell phone. She works 5 days a week for 1 to 2 hours a day.


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Preparing for the next day

Targeted prep work of trimming flowers to place in arrangements to fill orders for the next day


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Entering data and Menu development: Meeting a business need

Negotiated work at local university. Employer identified needs and a customized job description was made ensuring a good job match.



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Sometimes meeting a need does not mean full time or wage employment

Creating a business that supports another business. Shredding documents for local businesses.


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We match job seeker skills with employer needs….• The people we represent have unique skills to

contribute to your business

• Our job is to determine whether you have specific needs to match these skills

• If a match is identified, a job description is customized to suit both you and the applicant.


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The way we look for job matches

Assist in identifying potential needs within your company by taking a tour and talking to you and your staff.



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Customized Employment targets specific worksite issues:

• Episodic duties

• Slower components of a task

• Back ups/ Bottlenecks

• Material supply

• Interruptions

• Additional assistance to meet high work demands

• Unattended products• Waste/scrap materials• Misplaced materials• Dusty, broken, dirty

goods• Unsafe or unsightly

conditions• Inconvenient location of

materials


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Negotiating to meet your needs

• Use a negotiated approach rather than a competitive approach to finding employment

• Create a job description that meets both your needs and the job seekers need

• It is a win win, or it does not work!


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Benefits to Employers and EmployeesTo Employers• Identifies workplace needs

that might be met by job seeker

• Identification of support providers, as necessary, for customized employees

• Recruitment and matching of skills of job seeker to employer needs

• Assistance in customizing job roles for current employees who become disabled

To Employees• In-depth discovery of the

applicants strengths, needs, and interests

• Customized planning assistance to target potential employers and contributions

• Representation assistance to negotiate customized relationships

• Resource identification to pay for necessary supports



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Comments & Questions


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Contact Information

Michael CallahanMarc Gold & Associates - Employment for All

4101 Gautier-Vancleave Rd. Ste. 102, Gautier, MS 39553 (228) 497-6999

Email: [email protected]


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THANK YOU!



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Upcoming Webinars: Job Development Exchange

Preparing for Negotiations with Employers(November 7)

Employer Networks: An Overview of Various Types of Employer Networks (December 8)

Employer Networks (December 16)


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Archived Webinars: Job Development ExchangeAn Overview of Employment Approaches and Strategies to

Serve all Persons

Introducing the Online Toolkit for Job Placement and Employment Professionals

Distinguishing Employment Relationships: Competitive and Customized Employment

Job Development in Rural Areas

Developing Sales Tools for Customizing Employment: The Portfolio and Visual resume


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TACE Talks Transition (TTT)

Monthly concise information on best practices to transition counselors available for their own pace learning; – sign-up and start your subscription via the Transition Email-Listhttp://tacesoutheast.org/network/transition/email_list.php



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Education CreditsCRCC Credit - (2.0)Approved by Commission on Rehabilitation Counselor

Certification (CRCC) • By Monday November 7, 2011, participants must

score 80% or better on a online Post Test and submit an online CRCC Request Form via the MyTACE Portal.

My TACE Portal: TACEsoutheast.org/myportal

**For CRCC credit, you must reside in the 8 U.S. Southeast states served by the TACE Region IV [AL, FL, GA, KY, MS, NC, SC, TN]. If beyond TACE Region IV, you may apply for CEU credit.


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TACE Center: Region IV, a project of the Burton Blatt Institute.Funded by RSA Grant # H264A080021. © 2011

717171

Southeast TACE (Region IV)

Toll-free: (866) 518-7750 [voice/tty]

Fax: (404) 541-9002

Web: TACEsoutheast.org

My TACE Portal: TACEsoutheast.org/myportal

Email: [email protected]


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DisclaimerThis presentation was developed by the

TACE Center: Region IV ©2010 with funds from the U.S. Department of Education, Rehabilitation Services Administration (RSA) under the priority of Technical Assistance and Continuing Education Projects (TACE) – Grant #H264A080021. However, the contents of this presentation do not necessarily represent the policy of the RSA and you should not assume endorsement by the Federal Government [34 CFR 75.620 (b)].



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Copyright Information

This work is the property of the Marc Gold & AssociatesPermission is granted for this material to be shared for non-commercial, educational purposes, provided that this copyright statement appears on the reproduced materials and notice is given that the copying is by permission of the authors. To disseminate otherwise or to republish requires written permission from the authors.


Documents

Developing Sales Tools for Customizing Employment: The ...tacesoutheast.org/webinars/2011/102711/ppt/ppt102711_handout.pdf · Developing Sales Tools for Customizing Employment: The