The agenda outlined a conference on attracting and hiring people with disabilities. The first panel discussed resources for hiring people with disabilities from state agencies, colleges, community organizations, and OFCCP. The second panel featured presentations from Manpower and Kaiser Permanente on their successful "Project Ability" and "Project Search" programs for hiring people with disabilities. The conference aimed to share best practices for including people with disabilities in the workplace.
Polytechnic West is Western Australia's largest training provider, offering over 300 qualifications across various campuses. It aims to inspire individuals and businesses to create their future today. National and state agendas are influencing the training environment, focusing on skills development. Polytechnic West engages with industry and the community to ensure training meets workforce needs. It has a culture of good communication and shared decision making to provide a dynamic learning environment.
This document provides a community profile of Eritreans in Australia. It summarizes that Eritrea is a small country in the Horn of Africa that gained independence in 1993 after a long struggle, but still faces border disputes and economic difficulties. Many Eritreans have fled to refugee camps due to conflict and drought. Around 800 Eritrean refugees have settled in Australia since 2000, most in Victoria, with over 70% having poor or no English skills. The main languages spoken are Tigrinya and Arabic, and the main religions are Islam and Christianity.
El documento describe los principios y métodos del conductismo aplicados a la educación. Explica que el conductismo busca cambiar el comportamiento de los estudiantes a través del condicionamiento y el refuerzo positivo para lograr resultados educativos deseables. También describe algunas técnicas conductistas como el uso de refuerzos inmediatos y la modificación del entorno para facilitar el aprendizaje.
This document discusses Internet Protocol (IP) addresses and how they are used to identify devices on the Internet or local networks. It mentions that IP addresses are assigned by Internet service providers and coordinated by the InterNIC organization. Local networks can use private IP address ranges that are not visible on the public Internet. The document also contains several hyperlinks to the Thai Wikipedia page on IP addresses.
This document contains 16 questions about operating systems topics like multiprocessing, scheduling algorithms, memory management, paging, and file systems. The questions cover symmetric and asymmetric multiprocessing, problems with serial processing, I/O methods, storage hierarchy caching, process control blocks, microkernel benefits, scheduling algorithms like FCFS, priority and round robin, memory allocation schemes like best fit and worst fit, page replacement algorithms like FIFO and optimal, file system directory structures. Diagrams and calculations of metrics like waiting times are required in some questions.
World wheat production is expected to increase by 6.4% in the 2011/12 year to a record 694 million tons. World wheat consumption is also forecasted to rise by 4.6% to 684 million tons. However, world ending stocks are still expected to increase to 210 million tons, up 5.5% from the previous year. China and India are the largest consumers of wheat, using 115 million and 90 million tons per year respectively. In South Africa, local wheat production is forecasted to rise to 1.95 million tons for the 2011/12 year, reducing import needs to around 1.5 million tons.
Polytechnic West is Western Australia's largest training provider, offering over 300 qualifications across various campuses. It aims to inspire individuals and businesses to create their future today. National and state agendas are influencing the training environment, focusing on skills development. Polytechnic West engages with industry and the community to ensure training meets workforce needs. It has a culture of good communication and shared decision making to provide a dynamic learning environment.
This document provides a community profile of Eritreans in Australia. It summarizes that Eritrea is a small country in the Horn of Africa that gained independence in 1993 after a long struggle, but still faces border disputes and economic difficulties. Many Eritreans have fled to refugee camps due to conflict and drought. Around 800 Eritrean refugees have settled in Australia since 2000, most in Victoria, with over 70% having poor or no English skills. The main languages spoken are Tigrinya and Arabic, and the main religions are Islam and Christianity.
El documento describe los principios y métodos del conductismo aplicados a la educación. Explica que el conductismo busca cambiar el comportamiento de los estudiantes a través del condicionamiento y el refuerzo positivo para lograr resultados educativos deseables. También describe algunas técnicas conductistas como el uso de refuerzos inmediatos y la modificación del entorno para facilitar el aprendizaje.
This document discusses Internet Protocol (IP) addresses and how they are used to identify devices on the Internet or local networks. It mentions that IP addresses are assigned by Internet service providers and coordinated by the InterNIC organization. Local networks can use private IP address ranges that are not visible on the public Internet. The document also contains several hyperlinks to the Thai Wikipedia page on IP addresses.
This document contains 16 questions about operating systems topics like multiprocessing, scheduling algorithms, memory management, paging, and file systems. The questions cover symmetric and asymmetric multiprocessing, problems with serial processing, I/O methods, storage hierarchy caching, process control blocks, microkernel benefits, scheduling algorithms like FCFS, priority and round robin, memory allocation schemes like best fit and worst fit, page replacement algorithms like FIFO and optimal, file system directory structures. Diagrams and calculations of metrics like waiting times are required in some questions.
World wheat production is expected to increase by 6.4% in the 2011/12 year to a record 694 million tons. World wheat consumption is also forecasted to rise by 4.6% to 684 million tons. However, world ending stocks are still expected to increase to 210 million tons, up 5.5% from the previous year. China and India are the largest consumers of wheat, using 115 million and 90 million tons per year respectively. In South Africa, local wheat production is forecasted to rise to 1.95 million tons for the 2011/12 year, reducing import needs to around 1.5 million tons.
Singtel presentation at inclusive business forum 26 feb 2016Andrew Buay
Presentation and panel discussion on disability employment. The presentation provides an overview of SingTel's strategic and holistic approach toward supporting disability skills development and employment as part of SingTel's community CSR approach.
Managing Capability – New Avatar of L&D/HR.Are we doing it right?LearningCafe
Our research indicates that while “capability” is a popular term, it means different things and seems to encompass many different outcomes and job roles. We discuss with an experienced panel what “Capability Management” encompasses and how it manifests itself in organisations
The document discusses strategies for organizations to attract and recruit diverse talent to build productive, innovative teams. It emphasizes that diversity and inclusion must be integrated throughout all aspects of an organization from planning to talent acquisition to employee retention. Specific strategies mentioned include comprehensive diversity and inclusion plans, partnerships with diverse associations, internship programs, and employee resource groups to engage underrepresented communities. The key is for organizations to develop an inclusive culture where all employees feel valued and empowered.
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Learning objective: Discuss strategies for successful recruiting strategies
Diversity is not just about colorful teams; it’s about colorful solutions. Organizations that successfully design and implement strong diversity strategies spark greater performance, motivation, and success. Differences capture broad thinking and enhance human performance and motivation. Most organizations understand the need for diversity and create plans, yet, there is something missing. In this seminar, understand how to recruit and attract diverse talent and transform your organization into an innovative powerhouse.
At the end of this seminar participants will be able to:
a. Identify what diverse talent pools look for in an organization
b. Explore elements of successful diversity strategies
c. Discover strategies to attract and retain top talent
d. Explore innovative recruitment resources
GiftAbled is a Social Enterprise which strives to create an ecosystem of like-minded individuals to collectively build an inclusive society. We have started an e-commerce store with the products made by People with Disability (PwD) and for the PwD.
We aim to empower people with disabilities across several aspects of their life, and have designed many services with this aim in mind:
Disability awareness training and workshops
Events and Workshops for People with Disability
Spaces of change - impacting 1000s of lives through our projects
An Inclusive GiftStore - an e-commerce with products made by and for people with disability
Evaluation of Infrastructure and Website Accessibility
You may check out more at:
Foundation: http://www.giftabled.org/
FB: https://www.facebook.com/GiftabledCreatingInspiringTransforming/
eStore: http://www.giftabled.com/
We won Social Entrepreneur of the Year 2015 by Namma Bengaluru Foundation:
https://www.facebook.com/nammabengalurufoundation/videos/1036004793151015/
Being a Disabled MD Leading a Business in the UKAlanWhite98
In this engaging and enlightening presentation, we will delve into the inspiring journey of being a disabled Managing Director (MD) leading a business in the UK. We will explore the importance of diversity and inclusion in business leadership, highlighting the significance of embracing individuals with disabilities in leadership roles.
The presentation will begin by sharing personal experiences and challenges faced by disabled MDs, providing a glimpse into the resilience and determination required to overcome obstacles. We will discuss the prevailing stereotypes and prejudices that exist and how disabled MDs are breaking barriers and changing perceptions, challenging societal norms, and reshaping the narrative around disability in the business world.
Creating an inclusive work environment will be a key focus, as we delve into strategies for fostering a culture of inclusivity and equal opportunities. We will examine the significance of accessible infrastructure and technology, exploring how necessary accommodations can be implemented to ensure disabled employees can thrive and contribute effectively.
Accommodations and support systems will be discussed in detail, highlighting the importance of providing reasonable adjustments tailored to the needs of disabled MDs. The presentation will shed light on various empowerment initiatives, such as mentoring and professional development opportunities, designed to unleash the potential of disabled employees and enable them to achieve their goals.
We will also address the vital aspect of disability awareness and training, emphasizing the significance of educating staff on disability etiquette, inclusion, and best practices. Collaboration with disability organizations will be explored, showcasing the value of partnerships to promote inclusion and accessibility.
Navigating legal and regulatory requirements specific to disability in the UK will be discussed, ensuring participants understand their obligations and can uphold equality within their organizations. Promoting disability confidence will be highlighted, emphasizing the importance of fostering open dialogue and positive attitudes towards disability.
The presentation will feature compelling success stories of disabled MDs, celebrating their achievements and showcasing the impact and capabilities of disabled leaders in the UK. Networking and building connections will be emphasized, offering practical guidance on leveraging networks to create opportunities and collaborations.
Finally, we will explore the benefits of disabled leadership, focusing on the unique perspectives, innovation, and business advantages that arise from diverse leadership teams. The presentation will conclude by emphasizing the significance of embracing diversity, empowering disabled MDs, and paving the way for a future of inclusive leadership in the UK business landscape.
Overall, this presentation will provide valuable insights, practical strategies, and inspiring stories, cre
Making Learning Accessible – Solving A Complex PuzzleLearningCafe
Our workforce is becoming more diverse with employees facing different kinds of barriers to Learning. These barriers to Learning include not only physical ones such as vision, hearing and motor disabilities but also cognitive disabilities and literacy. The combinations and variations may be too numerous to cater for using the “one size fits all” design approach.
Under the Disability Discrimination Act 1992, Australian Government agencies are required to ensure information and services are provided in a non-discriminatory accessible manner by implementing the Web content accessibility guidelines version 2.0 (WCAG 2.0). Private sector is also choosing to address accessibility requirements as part of social corporate responsibility.
The challenge for Learning professionals is to designing accessible Learning including:
a more technically challenging design and development approach.requiring a bigger budget.
Lockyer valley education and skills summit workforce development wp v1.0Workforce BluePrint
This document outlines a workforce development plan process for the Lockyer Valley region. It discusses assessing workforce needs, developing a current and future workforce profile, identifying gaps, and strategies to address gaps. A 5-step model is provided: 1) analyze context and environment; 2) develop current workforce profile; 3) forecast future needs; 4) identify gaps and strategies; 5) review and evaluate. Key priorities identified include increasing training and qualifications, promoting regional lifestyle, and developing a partnership approach between stakeholders to coordinate workforce development efforts. The plan aims to retain and attract skilled workers to the Lockyer Valley.
Sibanye Gold conducted focus groups and surveys to understand employee needs beyond wages. The qualitative research found that employees wanted improved housing, hostel conditions, education assistance for children, savings programs, fair access to training and opportunities, and an end to discrimination. Specific issues raised included security, food quality, medical care, and corruption. The survey results showed a strong desire for management support, personal communication, on-site medical clinics, and safety training. Addressing these issues could help Sibanye Gold achieve its goals of caring for employees and being an employer of choice.
This interactive workshop will be hosted by women who have decided to move back to a technical career path mid-career. It will discuss the number of women leaving IT, offer two 15 minute exercises on career and skills planning, and discuss the role of family, mentors and sponsors in successfully re-entering the technical career path.
Learning Excellence in Australia - Are we in the race ? Learning Cafe Online ...LearningCafe
Online panel discussion on Learning Excellence in Australia - Are we in the race ? Learning Cafe Online Discussion was held on 5 July 2013. This is the slide pack for the webinar. recording can be viewed here.
https://www1.gotomeeting.com/register/601941520
So where does Australian organisational learning stand on the world stage. Are we aspiring for excellence or just cruising? Is the tall poppy syndrome at work? The Australian academic sector (Universities and Schools) has a structured and focused approach to defining what excellence in learning means and how to achieve it. This approach seems to be missing in organisational and corporate learning. Maybe we are running so fast that we may never stop to improve our running technique. We talk to an experienced panel that architect and manage Learning in their organisations to deliver business results. We will ask what Learning excellence means to them and how they plan to get there
Capability Frameworks - Too Slow for a Fast Moving WorldLearningCafe
Capability Frameworks have been used in organisations to neatly depict the progression of skill levels. In many organisations the level you attain also links to pay and rewards. While Capability Frameworks worked well in the past when changes were less frequent, they may not be flexible enough to accommodate rapid business and workplace changes now.
Localized Career Guidance for All Ages (Bethney Ahrendsen at 2014 APCDA Confe...Kuder, Inc.
This presentation was conducted by Bethney Ahrendsen on May 19, 2014, at the 2014 Asia Pacific Career Development Association (APCDA) conference in Honolulu, HI.
Should L&D/HR be Architects of Lifelong Learning in the Workforce?LearningCafe
The Economist dedicated a January 2017 issue to Lifelong Learning, bringing to fore the need for everyone to be Lifelong Learners due to rapid changes in jobs and the skills required for them.
Lifelong Learning is here to stay. While individuals need to take responsibility to keep their capabilities up to date, organisations can support them by helping them create a mindset and skills for Lifelong Learning. L&D can be the architects by providing support and tools while being the advocate for Lifelong Learning.
In this webinar, we discuss if L&D currently advocates or has the mandate to support Lifelong Learning and how best they can achieve this.
The challenges to recruiting, hiring and retaining the best and the brightest in government have never been more intense. Workforce demographics and the retirement bubble are two common factors and another is the difficulty in competing with the private sector on pay and job mobility. As organizations struggle to overcome these challenges, positions remain unfilled and workloads increase.
Join Government Technology and the Center for Digital Government as we hear from Dr. Alfonz Ruth, Chief Learning Officer for the Department of Transportation in Washington, DC and Steve Dobberowsky from Cornerstone OnDemand for an insightful webinar on new strategies being employed to improve the situation. Topics will include:
-How to retain and recruit millennials
-Reliance on competencies and skill sets rather than conventional rules for hiring
-Succession management
-The importance of identifying skill gaps and more
This document proposes the development of an online education platform called KASAAR to improve technical and vocational training in Malaysia. The key points are:
1) KASAAR would provide a flexible online learning system to meet industry skills needs through modular, competency-based training delivered anytime, anywhere.
2) It would connect all stakeholders in education and allow for collaboration between learners, educational institutions, employers, and accreditors.
3) The platform would use learning management systems, e-learning authoring tools, and video capabilities to create and deliver online courses and assess learners.
4) The goal is to develop a cost-effective, scalable solution to technical skills training that recognizes
This Powerpoint discusses how libraries can address Disconnected Youth in their communities, how they can target specific programming and tailor it to their needs and gives suggestions for community partnerships.
Entrepreneurship 101: Season 3 - Intro to ENT101NORCAT
This document provides an overview and agenda for the NORCAT Entrepreneurship 101 course. The summary is:
The NORCAT Entrepreneurship 101 course is a weekly seminar that will cover topics related to starting and growing a business over 29 lectures. It will include both streamed and live lectures from local entrepreneurs. The course aims to help participants turn their business ideas into reality and provide the skills and network needed for entrepreneurship. There will also be an Up-Start business pitch competition open to course participants with a $5,000 cash prize for the winner.
The document proposes an Alberta Skills Network Project that would be housed by the Alberta Congress Board. The project would connect post-secondary graduates to work opportunities using four avenues: focusing on individuals, leveraging ACB delegates and executives, developing soft skills using Success Factors software, and providing job readiness training. It would recruit 50 participants, assess them, create individual service plans, and help them develop job skills and find placements with employer partners. Employers would receive education on Success Factors, retention strategies, and support for hosting placements. The project aims to benefit both youth and industry across Alberta by bridging gaps between education and meaningful employment.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
Singtel presentation at inclusive business forum 26 feb 2016Andrew Buay
Presentation and panel discussion on disability employment. The presentation provides an overview of SingTel's strategic and holistic approach toward supporting disability skills development and employment as part of SingTel's community CSR approach.
Managing Capability – New Avatar of L&D/HR.Are we doing it right?LearningCafe
Our research indicates that while “capability” is a popular term, it means different things and seems to encompass many different outcomes and job roles. We discuss with an experienced panel what “Capability Management” encompasses and how it manifests itself in organisations
The document discusses strategies for organizations to attract and recruit diverse talent to build productive, innovative teams. It emphasizes that diversity and inclusion must be integrated throughout all aspects of an organization from planning to talent acquisition to employee retention. Specific strategies mentioned include comprehensive diversity and inclusion plans, partnerships with diverse associations, internship programs, and employee resource groups to engage underrepresented communities. The key is for organizations to develop an inclusive culture where all employees feel valued and empowered.
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Learning objective: Discuss strategies for successful recruiting strategies
Diversity is not just about colorful teams; it’s about colorful solutions. Organizations that successfully design and implement strong diversity strategies spark greater performance, motivation, and success. Differences capture broad thinking and enhance human performance and motivation. Most organizations understand the need for diversity and create plans, yet, there is something missing. In this seminar, understand how to recruit and attract diverse talent and transform your organization into an innovative powerhouse.
At the end of this seminar participants will be able to:
a. Identify what diverse talent pools look for in an organization
b. Explore elements of successful diversity strategies
c. Discover strategies to attract and retain top talent
d. Explore innovative recruitment resources
GiftAbled is a Social Enterprise which strives to create an ecosystem of like-minded individuals to collectively build an inclusive society. We have started an e-commerce store with the products made by People with Disability (PwD) and for the PwD.
We aim to empower people with disabilities across several aspects of their life, and have designed many services with this aim in mind:
Disability awareness training and workshops
Events and Workshops for People with Disability
Spaces of change - impacting 1000s of lives through our projects
An Inclusive GiftStore - an e-commerce with products made by and for people with disability
Evaluation of Infrastructure and Website Accessibility
You may check out more at:
Foundation: http://www.giftabled.org/
FB: https://www.facebook.com/GiftabledCreatingInspiringTransforming/
eStore: http://www.giftabled.com/
We won Social Entrepreneur of the Year 2015 by Namma Bengaluru Foundation:
https://www.facebook.com/nammabengalurufoundation/videos/1036004793151015/
Being a Disabled MD Leading a Business in the UKAlanWhite98
In this engaging and enlightening presentation, we will delve into the inspiring journey of being a disabled Managing Director (MD) leading a business in the UK. We will explore the importance of diversity and inclusion in business leadership, highlighting the significance of embracing individuals with disabilities in leadership roles.
The presentation will begin by sharing personal experiences and challenges faced by disabled MDs, providing a glimpse into the resilience and determination required to overcome obstacles. We will discuss the prevailing stereotypes and prejudices that exist and how disabled MDs are breaking barriers and changing perceptions, challenging societal norms, and reshaping the narrative around disability in the business world.
Creating an inclusive work environment will be a key focus, as we delve into strategies for fostering a culture of inclusivity and equal opportunities. We will examine the significance of accessible infrastructure and technology, exploring how necessary accommodations can be implemented to ensure disabled employees can thrive and contribute effectively.
Accommodations and support systems will be discussed in detail, highlighting the importance of providing reasonable adjustments tailored to the needs of disabled MDs. The presentation will shed light on various empowerment initiatives, such as mentoring and professional development opportunities, designed to unleash the potential of disabled employees and enable them to achieve their goals.
We will also address the vital aspect of disability awareness and training, emphasizing the significance of educating staff on disability etiquette, inclusion, and best practices. Collaboration with disability organizations will be explored, showcasing the value of partnerships to promote inclusion and accessibility.
Navigating legal and regulatory requirements specific to disability in the UK will be discussed, ensuring participants understand their obligations and can uphold equality within their organizations. Promoting disability confidence will be highlighted, emphasizing the importance of fostering open dialogue and positive attitudes towards disability.
The presentation will feature compelling success stories of disabled MDs, celebrating their achievements and showcasing the impact and capabilities of disabled leaders in the UK. Networking and building connections will be emphasized, offering practical guidance on leveraging networks to create opportunities and collaborations.
Finally, we will explore the benefits of disabled leadership, focusing on the unique perspectives, innovation, and business advantages that arise from diverse leadership teams. The presentation will conclude by emphasizing the significance of embracing diversity, empowering disabled MDs, and paving the way for a future of inclusive leadership in the UK business landscape.
Overall, this presentation will provide valuable insights, practical strategies, and inspiring stories, cre
Making Learning Accessible – Solving A Complex PuzzleLearningCafe
Our workforce is becoming more diverse with employees facing different kinds of barriers to Learning. These barriers to Learning include not only physical ones such as vision, hearing and motor disabilities but also cognitive disabilities and literacy. The combinations and variations may be too numerous to cater for using the “one size fits all” design approach.
Under the Disability Discrimination Act 1992, Australian Government agencies are required to ensure information and services are provided in a non-discriminatory accessible manner by implementing the Web content accessibility guidelines version 2.0 (WCAG 2.0). Private sector is also choosing to address accessibility requirements as part of social corporate responsibility.
The challenge for Learning professionals is to designing accessible Learning including:
a more technically challenging design and development approach.requiring a bigger budget.
Lockyer valley education and skills summit workforce development wp v1.0Workforce BluePrint
This document outlines a workforce development plan process for the Lockyer Valley region. It discusses assessing workforce needs, developing a current and future workforce profile, identifying gaps, and strategies to address gaps. A 5-step model is provided: 1) analyze context and environment; 2) develop current workforce profile; 3) forecast future needs; 4) identify gaps and strategies; 5) review and evaluate. Key priorities identified include increasing training and qualifications, promoting regional lifestyle, and developing a partnership approach between stakeholders to coordinate workforce development efforts. The plan aims to retain and attract skilled workers to the Lockyer Valley.
Sibanye Gold conducted focus groups and surveys to understand employee needs beyond wages. The qualitative research found that employees wanted improved housing, hostel conditions, education assistance for children, savings programs, fair access to training and opportunities, and an end to discrimination. Specific issues raised included security, food quality, medical care, and corruption. The survey results showed a strong desire for management support, personal communication, on-site medical clinics, and safety training. Addressing these issues could help Sibanye Gold achieve its goals of caring for employees and being an employer of choice.
This interactive workshop will be hosted by women who have decided to move back to a technical career path mid-career. It will discuss the number of women leaving IT, offer two 15 minute exercises on career and skills planning, and discuss the role of family, mentors and sponsors in successfully re-entering the technical career path.
Learning Excellence in Australia - Are we in the race ? Learning Cafe Online ...LearningCafe
Online panel discussion on Learning Excellence in Australia - Are we in the race ? Learning Cafe Online Discussion was held on 5 July 2013. This is the slide pack for the webinar. recording can be viewed here.
https://www1.gotomeeting.com/register/601941520
So where does Australian organisational learning stand on the world stage. Are we aspiring for excellence or just cruising? Is the tall poppy syndrome at work? The Australian academic sector (Universities and Schools) has a structured and focused approach to defining what excellence in learning means and how to achieve it. This approach seems to be missing in organisational and corporate learning. Maybe we are running so fast that we may never stop to improve our running technique. We talk to an experienced panel that architect and manage Learning in their organisations to deliver business results. We will ask what Learning excellence means to them and how they plan to get there
Capability Frameworks - Too Slow for a Fast Moving WorldLearningCafe
Capability Frameworks have been used in organisations to neatly depict the progression of skill levels. In many organisations the level you attain also links to pay and rewards. While Capability Frameworks worked well in the past when changes were less frequent, they may not be flexible enough to accommodate rapid business and workplace changes now.
Localized Career Guidance for All Ages (Bethney Ahrendsen at 2014 APCDA Confe...Kuder, Inc.
This presentation was conducted by Bethney Ahrendsen on May 19, 2014, at the 2014 Asia Pacific Career Development Association (APCDA) conference in Honolulu, HI.
Should L&D/HR be Architects of Lifelong Learning in the Workforce?LearningCafe
The Economist dedicated a January 2017 issue to Lifelong Learning, bringing to fore the need for everyone to be Lifelong Learners due to rapid changes in jobs and the skills required for them.
Lifelong Learning is here to stay. While individuals need to take responsibility to keep their capabilities up to date, organisations can support them by helping them create a mindset and skills for Lifelong Learning. L&D can be the architects by providing support and tools while being the advocate for Lifelong Learning.
In this webinar, we discuss if L&D currently advocates or has the mandate to support Lifelong Learning and how best they can achieve this.
The challenges to recruiting, hiring and retaining the best and the brightest in government have never been more intense. Workforce demographics and the retirement bubble are two common factors and another is the difficulty in competing with the private sector on pay and job mobility. As organizations struggle to overcome these challenges, positions remain unfilled and workloads increase.
Join Government Technology and the Center for Digital Government as we hear from Dr. Alfonz Ruth, Chief Learning Officer for the Department of Transportation in Washington, DC and Steve Dobberowsky from Cornerstone OnDemand for an insightful webinar on new strategies being employed to improve the situation. Topics will include:
-How to retain and recruit millennials
-Reliance on competencies and skill sets rather than conventional rules for hiring
-Succession management
-The importance of identifying skill gaps and more
This document proposes the development of an online education platform called KASAAR to improve technical and vocational training in Malaysia. The key points are:
1) KASAAR would provide a flexible online learning system to meet industry skills needs through modular, competency-based training delivered anytime, anywhere.
2) It would connect all stakeholders in education and allow for collaboration between learners, educational institutions, employers, and accreditors.
3) The platform would use learning management systems, e-learning authoring tools, and video capabilities to create and deliver online courses and assess learners.
4) The goal is to develop a cost-effective, scalable solution to technical skills training that recognizes
This Powerpoint discusses how libraries can address Disconnected Youth in their communities, how they can target specific programming and tailor it to their needs and gives suggestions for community partnerships.
Entrepreneurship 101: Season 3 - Intro to ENT101NORCAT
This document provides an overview and agenda for the NORCAT Entrepreneurship 101 course. The summary is:
The NORCAT Entrepreneurship 101 course is a weekly seminar that will cover topics related to starting and growing a business over 29 lectures. It will include both streamed and live lectures from local entrepreneurs. The course aims to help participants turn their business ideas into reality and provide the skills and network needed for entrepreneurship. There will also be an Up-Start business pitch competition open to course participants with a $5,000 cash prize for the winner.
The document proposes an Alberta Skills Network Project that would be housed by the Alberta Congress Board. The project would connect post-secondary graduates to work opportunities using four avenues: focusing on individuals, leveraging ACB delegates and executives, developing soft skills using Success Factors software, and providing job readiness training. It would recruit 50 participants, assess them, create individual service plans, and help them develop job skills and find placements with employer partners. Employers would receive education on Success Factors, retention strategies, and support for hosting placements. The project aims to benefit both youth and industry across Alberta by bridging gaps between education and meaningful employment.
Similar to Silicon Valley BLN Launch Presentation (20)
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
LinkedIn for Your Job Search June 17, 2024Bruce Bennett
This webinar helps you understand and navigate your way through LinkedIn. Topics covered include learning the many elements of your profile, populating your work experience history, and understanding why a profile is more than just a resume. You will be able to identify the different features available on LinkedIn and where to focus your attention. We will teach how to create a job search agent on LinkedIn and explore job applications on LinkedIn.
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
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
4
5. Silicon Valley BLN
• Steering Committee
– Manpower
– C5 Consulting
– Abbott
– Aetna
– Kaiser Permanente
– KPMG
– Lowes
– VISA
– Department of Rehabilitation
– OFCCP
– TransAccess
– U.C. Berkeley
5
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
6
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
7
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
10
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.
12
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
13
14. Disability as a Workforce Solution
54 million people with disabilities
One out of six people have a
disability
Large pool of untapped talent
14
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
15
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
16
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
17
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
18
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
19
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
20
21. Below is a representation of the clients broken down by their colleges (as of June 2012)
21
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
23
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
24
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
25
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.
26
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.
27
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.
28
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.
29
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.”
30
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.
31
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.
32
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.
33
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.
34
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.
35
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.
36
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.
37
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/
38
39. Sharon Solero
Office of Federal Contract
Compliance Programs (OFCCP)
39
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
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)
53
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
54
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
55
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
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
64
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.