Silicon Valley BLN Launch Presentation
Upcoming SlideShare
Loading in...5
×
 

Silicon Valley BLN Launch Presentation

on

  • 767 views

The Silicon Valley BLN Launch Presentation.

The Silicon Valley BLN Launch Presentation.

Statistics

Views

Total Views
767
Views on SlideShare
717
Embed Views
50

Actions

Likes
0
Downloads
3
Comments
0

1 Embed 50

http://siliconvalleybln.org 50

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment
  • Creating an inclusive workforce that addresses barriers in attitudes and environment…Recent census data shows there are 54 million people with disabilities in the U.S. Because of the ADA and other accessibility laws, more and more people with disabilities are becoming integrated into our society. A recent survey of employers shows that the greatest barriers to hiring people with disabilities stems from employers discomfort, attitudes and unfamiliarity of people with disabilities. Employers often lack knowledge and information about people with disabilities. The fear of the unknown can cause misconceptions and attitudinal barriers that can prevent equal access for people with disabilities in our society.That is why it is important for us to spend some time discussing how to effectively interact with people with disabilities in our workplace …
  • The San Jose district alone has approximately 5,000 consumers being assisted at any given time. We place over 1,000 consumers annually and close @500 successfully annually. The positions in which consumers are looking for work are varied, professional, skilled, labor, administrative, high tech.
  • Employees w/disabilities can ease concern about labor supply.PWD have equal or higher job performance ratings, higher retention rates, and lower absenteeism.Employees w/disabilities can relate better to customers w/disabilities, who represent $1 trillion in annual aggregate consumer spending.Diverse work groups create better solutions.People w/disabilities are better educated than ever, and are proven to exceed challenges.PWD motivates other workers and increase productivity.Companies that hire & accommodate PWD in their workplaces can receive tax benefits.Employing PWD is good for the individuals, business, and society. This is a “win-win” strategy.PWD are motivated by the desire to give something back, and opportunities for personal growth, job flexibility, and social inclusion.It’s ability, not disability, that counts. (N.O.D.)
  • Only 1% of the entire workforce of people with disabilities will require an accommodation costing more than $5000 and of employers who pay out some cost for their employees, over 75% of employers said the accommodation was very to extremely effective in their business.
  • Where do we want to go:Piloted by Manpower in San Jose and brought to Boston and Houston in 2010Commitment to bring to new markets throughout the United StatesLeverage current client relationships and present our vision to our clients and prospectsCreate new revenue opportunities through strategic alliances with current and potential clientsPartner with governments, corporations and community-based organizations to bring funding and other financial supportProject Ability is unique in that a “primary” CBO or appointed vocational rehabilitation entity becomes the “funnel point” for referring potential candidates to Manpower for employment. A process has been defined to facilitate the “funneling” of appropriate individual, which includes project eligibility pre-screening by the CBO/VR champion as well as Manpower’s comprehensive testing and evaluation tools. A form has been created as a “passport” to refer eligible individuals to Manpower.Branch Manager and Staffing Specialist role are very critical to the success of Project Ability. Branch managers help drive the success by keeping Project Ability top-of-mind when out in the community, prospecting and meeting with clients. Project Ability becomes a topic of conversation and will open the doors for new opportunities for your branch.Staffing Specialist are key as they become the advocate of the new candidates and really get to know them. When Staffing Specialists create “Most Place-able” candidate lists and keep candidates in mind when matching assignments or making key skill sales calls, you will have even greater successes.
  • Examples of typical results include: ➢    A large financial services company is eligible for $17,400 in annual tax incentives, and saves up to an additional $15,000 on recruiting and training costs per hire if the employee is recruited through a state vocational rehabilitation program (based on a $60,000 salary) ➢    A small real estate agency is eligible for $7,400 in annual tax credits, including the Work Opportunity Tax Credit, plus a tax deduction of $15,000 for money spent to improve access to their building ➢    A manufacturing company that hires a veteran with a disability through a Veterans Affairs program qualifies for a $4,800 tax credit, plus reimbursement of up to 50% of the new hire's first six months of wagesOther key benefits: ➢    More than half (56%) of workplace accommodations cost $0, while the rest typically cost only $500, yet result in improved retention and productivity ➢    Employing workers with disabilities stimulates growth in new products and services and opens up access to new markets, giving businesses a competitive edge ➢    New entrants to the workforce are increasingly seeking out work at companies that possess a strong social conscience, which includes creating jobs for the disabled
  • PS was developed in 1996 @ CCH. Erin Rhiele is an RN who was head of the ED and realized that she was having a turnover in her entry level positions. Through trials and tribulations she was able to create a model and partnership with local agencies.The program has grown internationally in a variety of business from England, Portugal ….In the US 54 million people have a disability. They represent 19% of the civilian non-institutionalized population. And of those 54 million people, 13% who are 25 and older have a bachelor’s degree or higher.
  • Is an on-site training program for individuals with developmental and physical disabilitiesBusiness-led, Single point of entry, is managed in partnership with a designated state coordinator. On-site Support team and complete collaboration between partnersLeverages expertise and resources of all partners – Braids & blends funding at the local, state and federal levelCoordinates outreach and recruitment for interns Focuses on nontraditional tasks/jobs
  • This manual uses the term, customized employment, to refer to a process for individualizing the employment relationship between a job seeker or an employee and an employer in ways that meet the needs of both. It is based on building a match between the unique strengths, needs, and interests of the job candidate with a disability, and the identified business needs of the employer or the self-employment business chosen by the candidate. Implicit in this definition of customized employment is a focus on individual job opportunities, developed one person at a time. The terms integrated employment or integrated jobs may also be used to more broadly describe an individual job that is part of the general labor market where individuals are paid at least minimum wage, on the payroll of a community business or self employed, and are fully integrated with coworkers and customers who do not have disabilities.
  • During the interns day they will

Silicon Valley BLN Launch Presentation Silicon Valley BLN Launch Presentation Presentation Transcript

  • 1
  • Welcome 2
  • Agenda• 8:45 a.m. Opening/Welcome• 9:00 a.m. Keynote by Assistant Secretary Kathy Martinez - ODEP• 9:40 a.m. Panel “Attracting People with Disabilities into our Organizations” – State Resources • Deborah Sweeney, DOR – College SME • Melodie Cameron, SJSU • Lisa Franklin, Gavilan College – Community Based Organization • Maria Nicolacoudis, TransAccess – OFCCP Implications • Sharon Solero, OFCCP• 10:30 a.m. 10 minute break• 10:40 a.m. Panel “Best Practices in Attracting Talent with Disabilities” – Priscilla Azcueta, Manpower “Project Ability” – Yvette Crespo, Kaiser Permanente “Project Search”• 11:30 a.m. Next Steps – Resources/Tools• 11:45 a.m. Adjourn 3
  • Silicon Valley BLN• Mission – The SVBLN is an employer-led networking resource that uses a business to business model to share best practices that change attitudes to proactively include people with disabilities in the workplace, marketplace and supply chain 4
  • Silicon Valley BLN• Steering Committee – Manpower – C5 Consulting – Abbott – Aetna – Kaiser Permanente – KPMG – Lowes – VISA – Department of Rehabilitation – OFCCP – TransAccess – U.C. Berkeley 5
  • USBLN• Mission The US Business Leadership Network (USBLN®) embraces the full inclusion of people with disabilities in the labor force and marketplace; assists in career preparation for and employment of people with disabilities, improves customer experiences for people with disabilities, and promotes the certification and growth of disability-owned business.• Vision The USBLN® builds workplaces, marketplaces and supply chains where people with disabilities can realize their full potential and be respected for their talents, economic self-sufficiency and entrepreneurship 6
  • The USBLNThe USBLN® serves as the collective voiceof over 61 Business Leadership Networkaffiliates across the United Statesrepresenting over 5,000 businesses 7
  • Kathy MartinezAssistant Secretary, Office ofDisability Employment Policy 8
  • Panel 1Attracting People with Disabilities into our Organizations 9
  • Panelists• State Resources – Deborah Sweeney, DOR• College SME – Melodie Cameron, SJSU – Lisa Franklin, Gavilan College• Community Based Organization – Maria Nicolacoudis, TransAccess• OFCCP Implications – Sharon Solero, OFCCP 10
  • 11
  • Mission Statement The mission of the Department of Rehabilitation is to work in partnershipwith individuals with disabilities and other stakeholders to provide services and advocacy resulting in employment, independent living and equality for individuals with disabilities. 12
  • WHO WE ARE DOR provides vocational rehabilitation services to people with disabilities so they can become employed Offices located statewide Lead agency for ADA implementation Cooperative community partnerships with public and private organizations 13
  • Disability as a Workforce Solution 54 million people with disabilities One out of six people have a disability Large pool of untapped talent 14
  • Value to Employers• Pre-screened candidates• Work Opportunity Tax Credit – Through CA Employment Development Department• On-the Job Training (OJT) Program – DOR reimburses businesses for OJT training• Post employment services for consumers & employers• ADA Technical Assistance and training• Windmills and Disability Awareness Training• Consultation and Advice 15
  • DOR Jobseeker Attributes• Qualified and Work-ready• Skilled• Reliable – Studies indicate that employee turnover rates among persons with disabilities are the lowest among all working groups 16
  • Resources• US Business Leadership Network http://www.usbln.org• Department of Rehabilitation Workforce Solutions www.dor.ca.gov/workplace• VCU WorkSupport website information www.worksupport.com• JAN – Job Accommodation Network www.jan.wvu.edu• National Council on Disability www.ncd.gov• Talent Knows No Limits http://www.talentknowsnolimits.info 17
  • How to Contact UsFor additional information aboutthe Department of Rehabilitation please visit our website at www.dor.ca.govJudy Salinas at: (408) 277-9032 Email: jasalina@dor.ca.gov 18
  • WorkAbility IV Program Overview• Pre-employment program that help students with significant disabilities obtain competitive employment• Workability IV promotes access and offers enhanced career services that empower students with significant disabilities to: • Establish and meet their career development needs • Develop employment readiness through job skills search training • Secure and retain career related employment 19
  • Services Provided to Students• Career Exploration – Exploring majors and careers, informational interviewing, networking utilizing social media, connect students to avenues of involvement with campus clubs and activities, professional associations and organizations• Job Preparation – Resume and cover letter development, provide internship and volunteer opportunities and resources, help with online application process, conduct mock interviews, and discuss disability accommodations 20
  • Below is a representation of the clients broken down by their colleges (as of June 2012) 21
  • Work Experience Breakdown 22
  • Program Benefits to Employers• Preparation of Workability IV students – Articulation of strengths/ experience to employers – Strong match between skill set and employer needs• Employment specialists building relationships with Silicon Valley employers to meet unique employment needs• Help companies obtain Tax Credits and Incentives for hiring diverse candidates 23
  • TransAccess’ mission is to provide persons withdisabilities access to adaptive technology and careertransition services so that they can achieve their desirededucation and employment, and improve their quality oflife.Maria NicolacoudisPh: 408-278-2001Email: marianic@transaccess.orgwww.transaccess.org 24
  • Who We ServePersons, 15 and over, with any type of disability who canachieve competitive employmentFor Example– Students (youth and adults) with disabilities– Veterans– Aging Population– Employees with disabilitiesSkill Levels– High school diploma or certificate, entry level - low to no skills– College or University coursework, certificate or degree– Advanced skill level, work experience and training– All types of occupations and skills 25
  • Services to Employers• TransAccess works closely with employers to provide information and assistance in developing and implementing their diversity plan for persons with disabilities in their unique environment.• All applicants are prescreened and qualified before they are referred to an employer.• TransAccess assists the employer with understanding any needed accommodations, disability awareness and integration of the employee into the team. 26
  • TransAccess’ Programs Provide Solutions• School-to-Future – Helping students of all ages transition from education or training to a meaningful career• Access-to-Jobs – Competitive Job placement services for persons with disabilities of all ages, skill levels and abilities• Access Technology Center – Workstation assistive technology and ergonomic assessment and training services for persons with disabilities as well as the community. 27
  • What is an Accommodation?• An accommodation is simply a modification or alteration of the workplace, making it possible for a qualified person with a disability to do the same job as anyone else in a slightly different way. For some, it may be a simple adaption, for a few, it may require sophisticated equipment or technology.• Job accommodations can vary tremendously. Accommodations can include specialized equipment, specific hardware/software, facility modifications, adjustment to work schedules and/or job duties, as well as other creative solutions to perform one’s job tasks effectively. 28
  • Reasonable Accommodation• Employers are required to provide a reasonable accommodation when a QUALIFIED job applicant or employee with a disability requires one to be able to perform the essential functions of the job.• A Reasonable accommodation is any change in the work environment or in the manner in which a task is typically performed that allows an individual with a disability to perform the essential functions of the job.• Reasonable accommodations are important to the employee as it levels the playing field and allows equal access to employment for persons with disabilities, while not requiring an employer to endure undue hardship.• Undue hardship is defined by the ADA as: "Excessively costly, extensive, substantial, or disruptive, or that would fundamentally alter the nature or operation of the business." Further, an employer is not expected to reduce the expectations or performance standards for persons with disabilities. 29
  • Accommodations are Good Business Most accommodations cost little or nothing to the company to keep a valued employee. Studies show, that it is far more economical to provide an accommodation compared to the costs of hiring and training a new employee and to maintain valued and contributing members of the company. According to the Job Accommodation Network, an organization run by the U.S. Department of Labor’s Office of Disability Employment Policy:• Most employers (82 percent) say they want to provide accommodations so they can retain or promote a valued and qualified employee.• More than half of accommodations (56 percent) were made at no cost to the employer. Thirty-eight percent of accommodations resulted in an average one-time cost of $500. Just 4 percent of respondents said an employee’s accommodation resulted in an annual cost, while 2 percent said accommodations required one-time and annual costs.• More than three-quarters of respondents said the accommodations were “very effective” or “extremely effective.” 30
  • Return on Investment• At a time when the baby boomer generation is beginning to retire, companies must tap the existing human potential available in the market place, which includes persons with disabilities.• Businesses that accommodate employees with disabilities also understand the value of the consumer with a disability. As a group, consumers with disabilities have as much as $175 Billion in discretionary spending power. 31
  • Cost Analysis• Nearly 80% of all working people with disabilities in the workplace require no accommodations at all.• Of those that require accommodations, nearly 60% of all accommodations needed in the workplace cost nothing and of those that do have a cost, 90% are less than $1000.• Studies show that the benefits employers receive from making workplace accommodations far outweigh any cost including: – Retention – increased worker productivity – eliminating the cost of training a new employee. – improved interaction with co-workers – increased company morale – Increased workplace safety. 32
  • The Accommodation Process• A workplace accommodation may be required by an employee with a disability at any time during employment. At that time the employer and employee should discuss the reasons of the request.• Even if two employees have the same disability, each person is different from one another and may request a different accommodation. Because of this, each accommodation may be particular to the person requiring it. Accommodations are determined on a case-by-case basis.• A reasonable accommodation can range from making the physical work environment accessible to restructuring a job, providing assistive technology/equipment, providing personal assistants, transferring an employee to a different job or location, providing flexible scheduling, or working from home. 33
  • Who Can Help• To assure the most appropriate accommodation, third party representation may be considered such as an assistive technology specialist, rehabilitation counselor or occupational therapist.• After an appropriate accommodation is selected, it is best to periodically monitor and evaluate the employee in completing his/her necessary job tasks to make sure the adaption is effective. 34
  • Financial and Technical Assistance• Businesses may not charge persons with disabilities extra to recover any costs in complying with the ADA. However, any costs for accommodations may be offset through special IRS tax incentives or deductions available for businesses to improve accessibility. – Congress has made two kinds of tax incentives available to businesses to help offset any costs in complying with the ADA and the cost of doing business. These tax incentives can be taken whenever necessary. – The Disabled Access Credit (section 44 of the IRS tax code) is available to small businesses under 30 or fewer employees or total revenues of $1M or less. A credit of up to $5000 a year is available to offset the cost for removing barriers, hiring interpreters or readers, or taking other steps to improve accessibility for customers and/or employees with disabilities. 35
  • Assistance Continued– Businesses of any size can take a deduction of up to $15,000 per year for the cost of removing barriers in facilities or vehicles (section 190 of the IRS tax code). Neither of the tax incentives can be applied toward the costs of building a new facility.– The ADA Technical Assistance Program provides free information and technical assistance directly to businesses, nonprofit organizations, state & local governments, persons with disabilities, and the general public. The services, information, and free publications offered provide the latest in how to comply with ADA requirements. 36
  • Examples• Example, a person with a mobility issue may require a ramp, physical assistance, an adjustable height workstation or extra time to attend a meeting at a different location that is a long distance from his/her immediate work station.• Example, a person who is deaf or hearing impaired, may need an interpreter or audio/wireless system appropriate during a meeting or off-site event.• Example, a worker with a brain injury has a job processing checks. Because the employee is periodically confused due to memory loss and weakness on one side of the body his/her employer suggested a job coach/trainer from a rehabilitation agency to train in job sequencing and adjustments to compensate for body weakness.• Example, an employee with a Learning Disability is required to report on pertinent matters to his/her respective department staff. To assure no items are missed or forgotten, the employee is allowed to tape record all meetings, trainings and instructions.• Example, an employee who takes medication for depression and anxiety is allowed to come to work early or stay later and offered a quiet work space for less distractions and undisturbed time while working. 37
  • Resources TransAccess, 408-278-2000, www.transaccess.org ADA resources, www.ada.gov JAN (Job Accommodation Network), www.askjan.org• California State Department of Rehabilitation, www.dor.ca.gov• Access Board, www.access-board.gov• RESNA, www.resna.org• ODEP, www.dol.gov/odep/contact/• Alliance for Technology Access, www.dol.gov/odep/contact/ 38
  • Sharon Solero Office of Federal ContractCompliance Programs (OFCCP) 39
  • BREAK 40
  • Panel 2Company Best Practices in Attracting Talent with Disabilities 41
  • Panelists• Priscilla Azcueta, Manpower “Project Ability”• Yvette Crespo, Kaiser Permanente “Project Search” 42
  • Project AbilityAn Innovative Workforce Solution Tuesday, August 21, 2012
  • Project Ability - VisionProject Ability is a partnership that relies on collaboration with StateDepartments of Rehabilitation and Community Based Organizations toprovide a workforce solution and talent to our clients that happens tohave a disability
  • 45 Project Ability Leadership Team The local Project Ability Leadership Team is comprised of Manpower’s team, TransAccess and DOR representatives. The team meets monthly to share progress, discuss lesson learned, and define new opportunities to accelerate or reinforce progress. Executive Sponsor National Project Divisional VPGM Ability Lead Vocational Employers viaRehabilitation Regional Director CBO Leader(s) USBLN Affiliates Leader(s) Vocational Branch Mgr and Manpower Rehabilitation Staffing Specialist CBO Counselors Clients and Counselors Champions Prospects 45
  • Value to Employers• Access to untapped talent pool that is estimated at approximately 20% of most states populations• Tapping into Manpower expertise in attracting and placing over 5 million people globally in a variety of positions through a proven intake process that identifies the best candidate match• Proactively attract, hire and develop a population that the federal government is creating more programs and/or accountability for employment (especially through the OFCCP and EEOC)• Be viewed in the community as a responsible employer that is inclusive in its employment practices
  • Value to Consumers• Access to short/long term and full- time positions for their clients• Exposure to assignments that could turn into a permanent hire• Access to jobs that are most plentiful in the current economy• Tapping into Manpower expertise in attracting and placing over 5 million people globally in a variety of positions through a proven intake process that identifies the best candidate match
  • Value to Vocational Rehabilitation and Community-Based Organizations• Project Ability creates employment opportunities for people with disabilities• Ability for all organizations to network and share best practices• Contract hiring is a standard hiring practice• All participating Manpower offices are trained in etiquette and are prepared to work with a diverse population with sensitivity and awareness• Project Ability is designed to be responsive and efficient• Program was created specifically with goal to employ people with disabilities and to get immediate results
  • Value to Manpower• Leverage our existing People with Disabilities and focused relationships and projects to tap into this unique talent pool• Strengthens our Brand and differentiates us by visibly aligning ourselves with a global population that is plentiful• Provides opportunity for positive community visibility and Public Relations as a result of focused efforts at employing skilled individuals with barriers to employment
  • Success Stories• Changing mindsets• Opening doors• Breaking barriers• Building confidence
  • 2012 local employers with Project Ability candidates• Aramark • LSG Skychefs• Bank of America • Marriott International• Baxter Healthcare • McAfee• Embassy Suites • Peeble Beach Company• Evergreen Valley College • Redapt Inc.• Gymboree • San Jose City College• Hitachi Global Storage • Sodexho Technology • Team San Jose
  • Job Types• Administrative assistants• Data entry / validation clerks• Purchasing manager• Customer service support• Bookkeepers• Food service• Technician• Wafer fab operators• Greeters• Technical support• Engineering
  • Accolades and Accomplishments• 2010 – Employer of the Year at USBLN• 2011 – Diversity Matters Employer Honoree• 2011 – Project Ability Proclaimed by the City of San Jose• 2011 – Recognized at plenary and keynote speeches at USBLN national conference• 2012 – Employer of the Year by California Rehabilitation Association• 2012 – Manpower and CSAVR (Council of State Administrators of Vocational Rehabilitation) meet to strategize ways to deploy Project Ability and Manpower government solutions for people with disabilities• 2012 – Manpower participates in first ODEP Twitter Chat• 2012 – Manpower with DOR, OFCCP and other employers to launch an USBLN affiliate in Silicon Valley called the SVBLN (Silicon Valley Business Leadership Network) 53
  • Project Ability: Success Story Santa Clara , California – Micro CenterBusiness need Associate success• Micro Center needed a customer service • Kent came to Project Ability as a high school representative student• Skills required ability to meet the public, data • Doing an excellent job entry, and ability to sell membership/service • 1-day assignment turned into long-term, part- cards to customers time position with flexible schedule• Short-term temporary assignment • Being considered for a permanent positionManpower and CBO partnership Value delivered• CBO partner, TransAccess pre-screened • Met the needs of the business client candidate and encouraged to sign up with • Built Kent’s confidence and gave him income Manpower • Position now scoped as a permanent hire• Recruited student from local high school who was interested in an entry-level position • Community-based organization met metrics necessary for job placement• Manpower champion staffing specialist matched to the assignment 54
  • Project Ability: Success Story San Jose, California – San Jose City College BookstoreBusiness need Associate success• Every semester, the bookstore needs customer • Client reported that in the Fall of 2010, she had service reps, cashiers, line and door monitors the best crew ever• Skills require ability to provide customer service, • 50% of the candidates came from Project Ability information, and product knowledge • When it was disclosed to client they came from• Short-term temporary assignment Project Ability, she wanted more!Manpower and CBO partnership Value delivered• CBO partner, TransAccess pre-screens and • Client was sold on Project Ability that she was sends candidates interested in customer a guest speaker at CBO fundraiser to endorsed service Project Ability• Manpower has developed a pipeline of • Project Ability client was the key speaker and qualified candidates disclosed the value of getting a job and confidence boost • Project Ability has been the talent pool for this project 4 semester cycles 55
  • Kaiser Permanente National DiversityYvette Crespo, Program DirectorNational Workforce Diversity 56
  • Project SEARCH• Project SEARCH is an international program that is based on a partnership that includes a local business, a school, California Rehabilitation Services Commission (CRSC) and a local support center.• The program provides on-the-job training to young adults with intellectual and physical disabilities.• Its innovative career development model, which immerses unpaid interns into real work settings, benefits not only the participants, but also the corporate sponsor and the communities they serve. 57
  • A Collaborative Approach• Project SEARCH is a business-led partnership Kaiser “A team-based Permanente approach” Harbor LA Regional Unified Center School Best District Buddies 58
  • Ingredients for Success• No cost to the Business• Targets the business needs of the employer & the Union• Total integration in a real work setting• Work rotations are structured to teach essential, marketable skills• Seamless, long term support if hired by the host business• Positive Cultural Change, supports innovation and Kaiser’s mission• 65%-73% (average) placement rates of program graduates 59
  • An Intern’s Typical Day• 8:00 Employability Skills• 9:00 Work rotation• 11:30 Lunch• 12:15 Work rotation• 2:00 Debriefing• 2:30 Depart © CCHMC 1/3/06 60
  • Annie, Sterilization tech – Dental Clinic Cincinnati Children’s Hospital • 61
  • Position saves CCHMC 1.03 million a year Oxymetry Probes • Given to each patient. • Cost $18 new, $6 recycled © CCHMC 1/3/0662 62
  • Project SEARCH Roadmap  Centralized engagement model benefits KP, Interns & the Community Structure & Funding  Minimual Funding - Requires In-kind support: classroom space & onsite liasion  Comprehenshive partnership with Local, State & Federal Agencies Strategic Partnerships  Connect organization to untapped pipelines  Connect Interns to Business Needs / Business Advisory Groups  Best Place to Work – Culture of Department  Identify Specific Areas of Need – Green Projects Engagement Model  Walk, Talk and Resonate to Leaders the Benefits of the Progam  Managerial Readiness, Tools and Planning  Meaningful interaction & participationManagement Engagement  Connect Community Partners to business & leadership  Successful Placement of interns in KP and the community  Sustain the program throughout the enterpriseMeasures of Success  Hire a Diverse Workforce  Solve current business challenges for emerging & high turnover positons63
  • Questions / DiscussionContact Information:Yvette CrespoProgram Manager, Project SEARCHDirector, National Diversity(510) 271-2308Yvette.Crespo@kp.org 64
  • Tools/Resources• SVBLN – www.siliconvalleybln.org – Future Possible Topics • Disability Etiquette • True Inclusion – Diversity/Disability Strategy • Talent Strategies - Wounded Warriors – Join us!! 65