The Silicon Valley BLN Launch Presentation.

1. 1

2. Welcome
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3. 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

4. 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
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5. Silicon Valley BLN
• Steering Committee
– Manpower
– C5 Consulting
– Abbott
– Aetna
– Kaiser Permanente
– KPMG
– Lowes
– VISA
– Department of Rehabilitation
– OFCCP
– TransAccess
– U.C. Berkeley
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6. 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
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7. The USBLN
The USBLN® serves as the collective voice
of over 61 Business Leadership Network
affiliates across the United States
representing over 5,000 businesses
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8. Kathy Martinez
Assistant Secretary, Office of
Disability Employment Policy
8

9. Panel 1
Attracting People with Disabilities
into our Organizations
9

10. 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
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11. 11

12. Mission Statement
The mission of the Department of
Rehabilitation is to work in partnership
with individuals with disabilities and other
stakeholders to provide services and
advocacy resulting in employment,
independent living and equality for
individuals with disabilities.
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13. 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
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14. Disability as a Workforce Solution
 54 million people with disabilities
 One out of six people have a
disability
 Large pool of untapped talent
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15. 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
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16. 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
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17. 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
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18. How to Contact Us
For additional information about
the Department of Rehabilitation
please visit our website at
www.dor.ca.gov
Judy Salinas at: (408) 277-9032
Email: jasalina@dor.ca.gov
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19. 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
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20. 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
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21. Below is a representation of the clients broken down by their colleges (as of June 2012)
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22. Work Experience Breakdown
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23. 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
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24. TransAccess’ mission is to provide persons with
disabilities access to adaptive technology and career
transition services so that they can achieve their desired
education and employment, and improve their quality of
life.
Maria Nicolacoudis
Ph: 408-278-2001
Email: marianic@transaccess.org
www.transaccess.org
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25. Who We Serve
Persons, 15 and over, with any type of disability who can
achieve competitive employment
For Example
– Students (youth and adults) with disabilities
– Veterans
– Aging Population
– Employees with disabilities
Skill 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
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26. 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.
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27. 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.
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28. 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.
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29. 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.
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30. 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.”
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31. 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.
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32. 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.
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33. 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.
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34. 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.
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35. 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.
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36. 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.
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37. 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.
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38. 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/
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39. Sharon Solero
Office of Federal Contract
Compliance Programs (OFCCP)
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40. BREAK
40

41. Panel 2
Company Best Practices in Attracting
Talent with Disabilities
41

42. Panelists
• Priscilla Azcueta, Manpower “Project Ability”
• Yvette Crespo, Kaiser Permanente “Project
Search”
42

43. Project Ability
An Innovative Workforce Solution
Tuesday, August 21, 2012

44. Project Ability - Vision
Project Ability is a partnership that relies on collaboration with State
Departments of Rehabilitation and Community Based Organizations to
provide a workforce solution and talent to our clients that happens to
have a disability

45. 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 via
Rehabilitation 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

46. 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

47. 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

48. 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

49. 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

50. Success Stories
• Changing mindsets
• Opening doors
• Breaking barriers
• Building confidence

51. 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

52. Job Types
• Administrative assistants
• Data entry / validation clerks
• Purchasing manager
• Customer service support
• Bookkeepers
• Food service
• Technician
• Wafer fab operators
• Greeters
• Technical support
• Engineering

53. 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)
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54. Project Ability: Success Story
Santa Clara , California – Micro Center
Business 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 position
Manpower 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
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55. Project Ability: Success Story
San Jose, California – San Jose City College Bookstore
Business 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
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56. Kaiser Permanente National Diversity
Yvette Crespo, Program Director
National Workforce Diversity
56

57. 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

58. 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

59. 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

60. 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

61. Annie, Sterilization tech – Dental Clinic
Cincinnati Children’s Hospital
•
61

62. Position saves CCHMC
1.03 million a year
Oxymetry Probes
• Given to each patient.
• Cost $18 new, $6 recycled
© CCHMC 1/3/06
62 62

63. 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 & participation
Management Engagement  Connect Community Partners to business & leadership
 Successful Placement of interns in KP and the community
 Sustain the program throughout the enterprise
Measures of Success  Hire a Diverse Workforce
 Solve current business challenges for emerging & high turnover positons
63

64. Questions / Discussion
Contact Information:
Yvette Crespo
Program Manager, Project SEARCH
Director, National Diversity
(510) 271-2308
Yvette.Crespo@kp.org
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65. Tools/Resources
• SVBLN
– www.siliconvalleybln.org
– Future Possible Topics
• Disability Etiquette
• True Inclusion – Diversity/Disability Strategy
• Talent Strategies - Wounded Warriors
– Join us!!
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