JOBS Archives

November 2005

JOBS@LIST.UVM.EDU

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Subject:
From:
Laura Flint <[log in to unmask]>
Reply To:
Jump on Board for Success <[log in to unmask]>
Date:
Thu, 10 Nov 2005 09:52:10 EST
Content-Type:
multipart/mixed
Parts/Attachments:
Here are the minutes.  Thanks to Glen for preparing them.  Let us know if we missed anything or if you would like to add something.
Thanks,
Laura

********************
JOBS Program Call Notes 
November 8, 2005

Present: Ric Wheeler, Justin Philie, Jennifer Shaw, Laura Flint, Glen McClintock

Agenda:

1) Creating a Fidelity Scale for JOBS 
The CRT programs adhere to the principles of "Evidence Based Practices". These principles have been shown to lead to higher employment outcomes. To measure adherence to evidence based practices, a fidelity scale was created to measure how programs are aligned to these principles. There are currently 13 studies that demonstrate that high fidelity scare measures are significantly related to good program employment outcomes. More and more, fidelity scores are used to rate the quality of supported employment within that state. 

While a fidelity scale has been created for CRT Supported Employment, one does not exist for the JOBS Program. To promote quality assurance and future replication and recognition of the program it is to our benefit to create a Fidelity Scale for JOBS. An attachment has been included that provides additional information regarding why a Fidelity Scale is important.

The JOBS programs in Vermont started in the early 1990's and are based on the Transition to Independence Process (TIP) system and its related guidelines. The seven guidelines were based on studies of best practices at transition programs for youth and young adults with EBD, studies of youth progress in transition programs, policy issues related to transition, and transition outcomes (Clark, et al. in chapter 6 of Cheney, D. (Ed.)

Laura has integrated these principles with the principles that were outlined at the JOBS Retreat in August and CRT Evidence Based Practice and has outlined a draft of 16 critical components of the JOBS Program as follows:

Potential critical components of the JOBS programs:

1.	Positive, trusting relationship between youth and staff (staff design the program to be attractive to youth including the location of the office & the services provided).
2.	Discreet caseload size of 1:12 or smaller.
3.	JOBS staff provide all phases of employment services. 
4.	Employment services are integrated with overall mental health/case management services.
5.	The JOBS staff functions as a team with regular supervision and group meetings.
6.	Little pre-employment testing or skills building is required before youth is assisted with finding a job, what little exploration is done is accomplished in the community & not in an office.
7.	A youth will be assisted with finding a job (steps will be made but a job might not be ascertained) within 3 months of program entry.
8.	The job that the staff helps the youth locate will be based on the youth's interests, skills, strengths, and talents.
9.	The jobs that the staff locates will be competitive, community-based jobs that are permanent (not volunteer or temporary).
10.	JOBS staff help youth end jobs when appropriate and find new ones (endings are not considered a failure).
11.	Once employed, youth receive follow-up supports as needed for as long as needed (the employer can also receive such supports if youth agrees)
12.	Most services are provided in the community and not in an office setting.
13.	Outreach to youth who do not show up for appointments is regular, while respectful.
14.	Social skills training & opportunities for feedback are provided (staff also provide excellent role modeling, use motivational interviewing techniques, and assist youth with navigating through various community resources).
15.	Flexible educational opportunities w/support as needed.
16.	Regular collaboration with other local agencies.

A great effort was made to incorporate all of the ideas of those who attended the JOBS Retreat. Additional input from JOBS Program staff is encouraged.

2) Data Collection
Feedback regarding the new data collection procedures has been positive; however it is important that the information gets to VR in the month following the end of the quarter.
Krista has made provided some valuable feedback and a new form will be sent out shortly that includes VR and Schools as referral sources. It is important to remember that that we still need Attachment F "Quarterly Report Form for Consumers Served" included with the billing.

3) Legislative Advocacy
A legislative update is currently being developed. An email will soon go out asking for programs to suggest one participant, a parent, and an employer to be featured in the update. Glen will help with development of a quote and 3 to 4 sentence overview of services as well as appropriate release forms and a photographer.

4) Announcements
Emily Vandal is a new JOBS Employment Specialist at CSAC


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