Employment Outcomes Model

Transcription

1 Employment Outcomes Model Municipality of Chatham-Kent OMSSA Leadership Symposium Toronto, ON May 2017

2 AGENDA Introduction to Chatham-Kent The Issue/Opportunity The Solution: The Employment Outcomes Model (EOM) Monitoring & Evaluating the Model Lessons Learned Workshop Outcome Survey 2 May 29, 2017

3 Objectives Increase your understanding of the key components of the Employment Outcomes Model: 1. EOPII Model of Job Development 2. Stages of Changes & Motivational Interviewing Increase your understanding of the benefits of monitoring and evaluation to your programs and your organization Inspire you to consider exploring further how the EOM components and/or evaluation may work in your own organization. 3 May 29, 2017

4 Municipality of Chatham-Kent Demographics Population of CK - 104,000 Chatham = 43,000 Rural/Urban, single tier, 12 th largest in land mass in Canada Average house price $163,000 OW Caseload = 2700 Unemployment rate = 7.1% (Mar 2017) St Clair College & University of Guelph (Ridgetown Campus) Portfolio of CK Employment & Social Services: Ontario Works & ODSP participating Homelessness / CHPI CK Workforce Planning Board CK Employment Resource Centres 4 May 29, 2017

5 The Issue/Opportunity Our Mission Statement: "We provide services to increase wellness and reduce the effects of poverty for the people of Chatham-Kent." 5

6 Time on Assistance Number of Case by Time on Assistance, September, mths 4-11 mths mth 24+mths SDMT & Cognos Reports May 29, 2017

7 The Traditional Employment Model Intake / Application Income Support / Crisis Mgmt Employment Assessment / Outcome Plan Job Readiness Activities (i.e. Education, Literacy, Workshops, CPs) Job Search, EP 7 May 29, 2017

8 The Solution A New Model for delivering employment services!

9 CKESS Client Path with EOM Today Intake/ Application Income Support / Crisis Mgmt Motivational and Employment Readiness Assessments Job Search, Job Development or Motivational Skills Training Job Coaching and Supports Other client goals to increase income Self- Sufficiency 9

10 What is needed to go to work? Employability Ability the skills to do the job (not to find a job) Motivation the willingness to go to work and do the tasks involved Access to the job market The amount of job market access a client will get through his/her own efforts and qualifications Credibility with the person hiring An employer s confidence that a client can do what they say they can do, and what the client can do will meet the employer's needs These factors, plus the visibility or invisibility of an employment barrier seen or assumed by the employer, determine the job development option for a job seeker 10

11 Job Development Categories Clients are assessed for motivation to work. Then assessed to see if job development is needed (ie: do they have significant barriers to employment) If motivated and not needing Job development they will be deemed a SELF-PLACER If motivated and need JOB DEVELOPMENT they are referred to work with a job developer If not motivated to work they go into MOTIVATIONAL DEVELOPMENT that also leads to JOB DEVELOPMENT 11

12 Job Development Exercise You have 10 minutes Read over Job Development Options Summary sheet Then read over the Who are we working with? sheet Determine as a group which category: Self-Placement, Job development 1 Job Development 2 or Motivational Development that Dushane, Albert, Carla and Barb fit into. The category that they fall into informs their service path to employment 12

13 Employment Retention is built in Motivational Development includes employment retention skills building including: problem solving and self-efficacy Motivation development itself, increases retention Job Developers keep in close contact with employers and clients in placements to coach for success Job Trials prior to placement provide a chance to make and learn from mistakes When a placement breaks down, job developers review the issues and re-place the person! 13

14 Motivational Interviewing Motivational Interviewing ~ a way of helping people talk themselves into changing 14 July 22, 2012 Footer text here

15 Prochaska & DiClemente s (1983) Transtheoretical Model of Behaviour Change The Stages of Change 15 May 29, 2017

16 NOW New Outlook of Work (Workshop) NOW is a 5 week workshop that includes a group work to build one s own reasons to change (going to work) based on MI principals Clients assessed as pre-contemplative or who have been on assistance for 12 months+ without working are referred to NOW It includes basic skills development that support job retention including problem solving and self-efficacy It includes job trials, follow up and movement to job development Other Similar Projects: Manitoba in with Opportunities for Employment (agency) completed a research study called The Stages of Change Research Study, an Employment Development Project British Columbia in 2014 Motivational Interviewing Pilot Project 16 May 29, 2017

17 Early Data from NOW in Chatham-Kent 17 May 29, 2017

18 Monitoring & Evaluating the EOM Measuring what matters!

19 FYI from an Evaluation newbie 19 May 29, 2017

20 Monitoring & Evaluation 20 July 22, 2012 Footer text here

21 Logic Model 21 May 29, 2017

22 Lessons Learned Big changes = big results (and big challenges) Change management with staff is important Staff resources to work with consultants Stay on course Ongoing communication is important Champions or Subject Matter Experts help A LOT! Documentation of plans/work flows is a valuable tool ongoing Evaluation has to be part of planning early on Align model with SAIL components 22 May 29, 2017

23 Contact Us: Polly Smith, Program Manager x2170 Sarah Fraleigh, Program Evaluator x 2159 sarahf@chatham-kent.ca Thank You In consultation with: nc.com/ Chatham-Kent Employment & Social Services