Work Preparation – Typical
Curriculum Topics
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Career Decisions
Labor Market Info
Resume/Job Search
Applications
Interviewing
Punctual and
Attendance
Attitude/Behavior
Appearance
Interpesonal Relations
 Task Completion
 Budgeting and Finance
 Work Preparation
(SCANS)
 Resources and
supporting agencies
Reflecting Student
Employment
Competencies
Curriculum- Poway USD
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Work Experience Curriculum
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Labor Laws
Expectations of employer/employee
Situations and ethics
Workplace privacy/safety
Legal rights
Taxes, income taxes
Work evaluations
(Corona-Norco WEE)
Employer Incentives
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On the Job Training – OJT
Work Opportunity Tax Incentive
(WOTC)
On the Job Training (OJT)
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Used to support
employment by offsetting training costs
Non-binding agreement
Incentive to hire
Goal: Employment
OJT must be
approved/finalized by
DOR counselor
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Employee must be
receiving minimum
wage
Weekly work hours can
be flexible
OJT amount and time is
determined by the
counselor
Determined per
individual job/consumer
On the Job Training Fact Sheet
What is On The Job Training?
It’s a way to hire and train someone
on the job and receive a training
reimbursement.
The length of training varies – but
usually lasts between 3 – 6 months in
duration.
A Counselor and Job Developer are
available to support the employer and
trainee during this training period.
An agreement is developed between
all parties that outline the job and
training needs.
The Department of
Rehabilitation works
collaboratively with many local
organizations to assist people
with disabilities to become
employed.
We have collaborative
partnerships with the:
oHigh School Transition
Partnership Programs
oCommunity Based
Organizations
oMental Health Cooperatives
oCollege Disabled Students
Programs- Workability
Programs
oWorkforce Development,
One Stop Programs
oAdult Education and ROP
Programs
Work Opportunity Tax Credit
(WOTC)
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Sponsored through the Employment
Development Dept.
Promotes the hiring of targeted groups
Provides a federal tax credit of up to $9,000
to employers who hire a member of one of 9
target groups
Persons on SSI, DOR clients, and Ticket
holders (Ticket to Work)
Info. From EDD/One Stop or (916) 654-7799
From Theory to Practice
Mission Hospital
Project SEARCH
Gerry Strickland, Dir. Transition
Programs, CUSD
Desiree Shaffer, IUSD
Sheri Hightower, Program Coord. CUSD
January 19-20, 2011
Project SEARCH: How, Why,
and What It Does
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Created by Erin Riehle at Cincinnati
Children’s Hospital
To address the under-utilized labor
force of young adults with disabilities
Involve business (hospitals) in this
effort of training and employment
Project SEARCH provides a
comprehensive, business-focused, job
training and employment structure for
persons with disabilities.
Mission Hospital
Project SEARCH
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One of the first Projects in California
Has provided employment for 11 of the first
two trainee cohorts (100%) and has provided
employment skills to over 100 students
Has been in development over 5 years
Collaborative between Mission Hospital,
Capistrano Unified School District Transition
Partnership Project/ Workability I, and
Laguna Hills Office of the Dept. of Rehab.
Creating a Collaborative
Interagency Community
Partnership
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Collaboration and Partnerships:
 Expands networks and outreach
 Creates a larger impact
 Brings together more resources
 Creates a framework to serve more
clients, mutual community members
 Can be more creative and fun
Making Contact Between
Agencies
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Obtain background information about
agency, what it does, its culture.
Identify what contacts you may already
have: employees, chambers, boards
Establish what are the agencies shared
values, goals, interests, community
What are you both looking for?
Capistrano Unified
School District (CUSD)
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Pre-employment and Job Training –
TPP, Workability I
Employment
Community Connections
Mentors
Support Services
Mission Hospital – A small city
A community
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One of 14 hospitals of the St. Joseph
Health System
552-bed acute care full-service facility
Designated trauma center
Two campuses (Mission Viejo & Laguna
Beach)
2,600 employees
786 physicians
800 volunteers
Mission Hospital: Mission and
goals
Ministry of the Sisters of
St. Joseph of Orange
Originated in France, 1650
Mission Hospital: Who We Are
Mission:
To extend the healing ministry
of Jesus in the tradition
of the Sisters of St. Joseph of Orange
by continually improve the health
and quality of life of people
in the communities we serve
Value: From the Business Perspective
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Need for qualified employees
Reduce turnover in personnel
Opportunity to train to performance
standards
Interns provide ability to increase capacity
to work – without the cost of additional
salaries
Ability to give back to the community,
moral responsibility to care for one
How to Make the Partnership Work
(from the business perspective)
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Need an internal Champion
Project Search team needs to operate
independently, but collaboratively
Ability to find like-minded individuals
within the organization willing to go
“out of the box”
Communicate often with mentors –
listen to their needs, challenges
Make it easy.
Other highlights
(from the business perspective)
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Once mentors are identified, recognize their contribution
Allow time for mentor/intern introductions 1-2 months
prior to start date
Educate mentors on working with people with disabilities
Share the good work: in press releases, department
meetings, website
 Benefit is twofold:
 Shows how the organization is contributing to the
community
 Increases interest with potential new mentors
Make it official: orientation, luncheon with CEO,
graduation ceremony,
Goals and Objectives:
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What is in it for both agencies?
Identify what each agency is looking for
Identify what is the project goal(s)
What are the expectations
What are to be the outcomes? Accountability
Who are the other partners and agencies and
their goals, commitments, expectations:
clients, parents, Dept. Rehab., adult service
providers
Identifying Key Players and
Additional Contributors
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Who are the teams from each agency?
Key players outside the planning team?
Who are the clients to be served?
Who will be directly involved in training,
implementing, receiving and doing the
work?
Affiliated agencies, associations,
state/national resources, Chambers?
Parents, family members, state
Buy-In By Key Participants
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Create a clear, simple, and brief rationale,
message, and description: bullet points
Establish clear reasons why the project is
important to everyone involved
Buy-in can be top down, bottom up in
support
Key: Administration, Human Resources,
participating departments
(S)
Identifying the
students/clients
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Social skills and department bonding
are important factors
Participant independence/training must
match level of available supervision
Skills and abilities allow growth into the
job
Attendance and personal commitment
Candidates need to have participated in
a training program that starts a year or
two before actual company experience
Social Skills and Communication
Skills Necessary for Success
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Accommodations, modifications of the
worksite with fellow employees
Summer preparation
Employment skills
On-the-job skills
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(J)
Social Skills and
Communication
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Key to success and integration in the
work setting
Modification of Speech Therapy into
employment skills and etiquette
Individual moves to group instruction
becomes even more effective
Focus on real life
Establishing Worksites and
Integrating Internship Positions
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Department heads presentation at
regular meeting
Identify interested, committed
departments
Meet each department head individually
in their department
Identify specific job sites and clearly
define jobs/duties
Determine necessary accommodations:
lists, maps
Preparing Student Participants
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Become students and clients of the ATP and TPP
Familiarity with the hospital
Badging
Orientation for students/parents
Daily in-service training at lunch
CUSD supervision available on site
Quarterly Dept. meetings
Luncheon with the CEO, Peter Bastone
Graduation
Creating Natural Supports
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Introduce participants in the summer
Mentors are recommended by Dept.
Heads
Casual interviews, share interests
Blue notebook
Employment interview ( more formal)
Orientation – Meet and greet at the
hospital
Nurturing Parental Support
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Program introduced at school / ATP
Packet of information/forms sent home
Contract signed by parents/students
Parent information meeting – Q and A
Tour of the hospital
Meet and greet
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(G)
Worksites, Position Flexibility, Multitasking, Inter-department Experience
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Expanding:
the sphere of competencies
 Level of independence
 Flexibility and understanding of all
participants including hospital staff
 Move toward expanded environment and
more experiences
List of worksites:
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Getting Hired
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Collaboration and teamwork skills
Learned social skills
Transferable skills
Self-confidence and self-esteem
Accessing benefits planning and
community/agency resources
Growing in Independence
Community Skills and Financial
Planning
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Mobility training
Apartment living
Social life in the community
Budget, benefits planning
Ryan Rice – A Personal View
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25 years old – graduated 3 years ago
from Project SEARCH and CUSD Adult
Transition Program (ATP)
Lives, travels, and works independently
after having participated in ATP, Project
SEARCH, Bridges to Youth SelfSufficiency, TPP, and Workability I
For all of us –
It’s about quality of life