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Introduction Job seekers with barriers to employment, including those with disabilities, face numerouse challenges and difficulties in locating employment. Orion has developed a system--the Five Pillars of Employability-a roadmap for employment success--to assess readiness to make job seekers successful in their employment search. Clear and objective communications between all parties is essential to a job seeker s success. Our goal is to foster an atmosphere of self reliance, confidence and ability--one that considers the whole person. 1
Overview The Five Pillars of Employability is a concept that originated out of the need for a common communication tool between Orion s vocational counselors and job developers. Orion s Training & Employment division has been using the Pillars for two years with enormous success. The goal is to ensure our program participants--people with barriers to employment--are job ready and matched to the most appropriate job. Orion s strategic partners are various agencies such as the Washington State Division of Vocational Rehabilitation, the Veterans Administration and private workman compensation firms. Job development and job retention services work in tandem to locate employment that matches program participants strengths. Job developers continue working with and supporting program participants up to a year after they are placed in community employment. 2
Background There was growing pressure by Orion job developers and vocational counselors to view participants through a mutual lens. Having a common language between key personnel is valuable since the roles are equally important for the participant to achieve successful outcomes. Orion identified five key topic areas--attitude, stability, perception of talents, attendance, and communication--as the common threads in participants success in job readiness, and information about job matches and job placement. Anyone engaged with a program participant can utilize the Pillars as a common communication tool to provide outstanding service delivery. 3
Before developing the Pillars, job developers and vocational counselors frequently did not use the same language when referencing a same job seeker. The common goal for both roles is to acheive job-readiness status for the participant. Supporting participants in their goal of community employment is most successful when professionals utilize a shared vision. The Five Pillars of Employability is a proven tool to guide the job developer s placement of participants, but it is also useful for the vocational counselor who uses it as a guide to determine if the client is job-ready. When utilized, the Five Pillars of Employability leaves participants with a positive memory of their time at Orion. The Pillars provides a common language with functional understanding. 4
PlacementReady The Five Pillars of Employability has developed into a streamlined process to assess and place clients at work in their community since its inception two years ago. The concept, which is now standard practice at Orion, has made it simpler to assess participants and to be more concise at determining placement readiness. Some of the Pillars are mandatory for successful transition to job placement (Attendance), while others provide information (Communication). This helps job placement counselors describe the essential attributes for successful employment when working with a potential employer. In 2011, Orion assisted 110 people locate community employment and, at the 90 day mark on-the-job, Orion participants were making an average of $12.94/hour. Individuals who do not meet basic employment standards outlined in the Pillars do not continue onto job placement. They are referred to support services outside of Orion to address needs. 5
5 The Pillars of Employability 1 2 3 4 5 6 Attitude Stability Physical and Mental Showcase Talents Realistic perceptions Attendance Communication/Interpersonal Skills
The first Pillar ATTITUDE Despite the challenges Micheal* faced with a severe physical disability, he embraced the opportunities presented to him at Orion with an open mind. Micheal always tried to approach situations determined to find a solution. His supervisors were impressed with his POSITIVE ATTITUDE and helped him in his quest to master any task put in front of him. Micheal has found success in his life and his job search because of his positive attitude. 1 KEY ELEMENTS OF ATTITUDE Work Involvement Is the participant involved at work or does s/he simply go to work? Should be engaged in the work Should be present in the work Is choosing to be at work on purpose Work Focus Actual focus is the work at hand Does not get distracted Develops strategies to maintain focus if needed To be successful, the participant should be self-motivated and want to engage in the process rather than merely relying on motivation from Orion or others. 7 *Not his real name.
The second Pillar STABILITY Includes physical and mental stability. Ben* had difficulty focusing due to a diagnosis of ADHD, which impacted his productivity. Realizing this, he addressed his medical needs by working with his doctor, then set and addressed his productivity goals. Ben was successful because he identified areas he could improve and sought out the supports he needed. 2 Mental Does the participant s mental capacity match job goals to perform work competitively? Client should remain focused On the job, should control his/her emotions Participant s perceptions should be realistic Physical Does the participant s physical capacity match job goals to perform work competitively? Drug Use Must maintain sobriety In all, participants must work with vocational counselors to modify goals based on work performance and feedback. 8
The third Pillar SHOWCASE TALENTS Tom* was successfully engaged with great skills, but was fired when he failed a drug screen at his job. At Orion, Tom gained additional work experience and took classes. With a realistic perception of his abilities, Tom was able to be successful in his job search. KEY ELEMENTS OF SHOWCASING TALENTS Does the participant have a realistic perception of his or her own talent(s)? Value of talents in today s marketplace Capabilities Ability to perform tasks on a regular basis 3 Vocational counselors provide insight and help guide realistic perceptions. Sometimes it s in the Soft Skills Are his/her thoughts organized? Does s/he have insight into his/her talents? Is s/he knowledgable of the supports needed? Hard Skills Can the participant read work/orders? Does s/he have office reasoning skills? Can the participant operate machines? Does s/he have assembly skills? How well developed are his/her fine and gross motor skills? Does s/he have clerical or customer service skills? 9 *Not his real name. form of critical feedback and sometimes it s about confidence building. But, it s always about helping people become successful.
The fourth Pillar ATTENDANCE Jeanette* relied on public transportation to get to and from Orion from quite a distance away. She requested and received a modified start time in order to accomodate the bus schedule. She was always at work on time, even coming back from breaks. 4 Attendance is the primary reason people exit from Orion. KEY ELEMENTS TO ATTENDANCE SUCCESS Show up on time and be ready to work at the bell When at work be engaged (physically and mentally) Come back from break on time Limit bathroom/other breaks Follow call-in procedures Take responsibility for absences; solve problems that interfere with attendance Follow contracts (ie, Orion s policy is to let the employee go after 3 or more days of absences in a 12-week-period) To acheive success, participants should subscribe to the maxim SHOW UP TO SHOW YOUR STUFF! 10 *Not her real name.
The fifth Pillar COMMUNICATION and INTERPERSONAL SKILLS Brian was getting mixed messages from staff, but was able to keep a positive attitude. He also owned his own mistakes, all of which led to his ultimate success. Can the person recognize changes needed in communication style or interpersonal skills? When coached, can the person match these skills to to the workplace environment? 5 KEY ATTRIBUTES OF COMMUNICATION AND INTERPERSONAL SKILLS Willingness to accept feedback Respect for peers and supervisors Frustration management (How is frustration managed?) Dress and hygiene (attention to these areas communicate involvement) Adherence to social ettiquette and organizational culture (failure to do so may indicate unresolved mental health or medical concerns, or independent living concerns) Ability to interpret others correctly Choosing unity over division Being able to resolve concerns (ie, not going to five supervisors for the desired answer) Being cooperative 11 *Not his real name.
Orion has been successful in implementing its Five Pillars of Employability leading to the success of a majority of our program participants. We encouarge other organizations to enlist the Pillars to achieve maximum success for their clients! To learn more about Orion Industries, visit orionworks.org. Orion Industries 33926 9th avenue south federal way, wa 98003 fb Orion Industries Linkin Orion Industries The Five Pillars of Employability was developed by Orion Industries Training & Development division: Kathy Powers, MS, CRC; Jason Person, MA, CRC; Tricia Cleavlin, MA, CRC; Cynthia Wong; Barb Panush; Erin Colwell, PHR; and Cathy Wegner. Authors: Kelly Maloney, Orion Industries Lynnette Hynden Copyright 2012. All rights reserved. 12
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