Erin Riehle, RN, MSN Senior Director Disability Services and Project SEARCH Cincinnati Children s Hospital Medical Center Cincinnati, OH

Transcription

1 Erin Riehle, RN, MSN Senior Director Disability Services and Project SERCH Cincinnati Children s Hospital Medical Center Cincinnati, OH Project SERCH: n Innovative Program for the Transition from School to dult Life October 26, 2012 Doubletree Suites, Mt. Laurel 335 George Street P.O. Box 2688 New Brunswick, NJ Phone: (732) Fax: (732) Website:

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3 CCHMC 1/3/06 Project SERCH at Cincinnati Children s Hospital Medical Center 1 2 Philosophy People with disabilities have the right to choose a path toward education and employment. However, while freedom of choice is given, the right to work is earned. Earning the right to work is dependent upon the student's preparation. Simon, Stephen, D Quarterly, Fall Why is hiring people with disabilities important to our hospital? s a business that exists to serve the public, we should reflect the public. People with chronic illnesses and disabilities are a major source of hospital revenue we want to be their provider of choice. People with disabilities working in our environment enhances our image and we receive positive feedback for our visible commitment (Gallup Poll). Our employees with disabilities serve as role models for our patients and families and give them a sense of hope, which is reflected in our satisfaction surveys. Our recruitment of talent is positively impacted. 4 Universal design helps all employees. Employment is the #1 priority of young adults not healthcare and belief in a productive future increases compliance. People with chronic illnesses and disabilities represent the fastest growing market segment in the US. Families with relatives with disabilities have increased their involvement in hospital programs. The hospital has experienced increased local, regional and national recognition. Performance and retention in some high turnover, entrylevel positions has increased dramatically. H 5 CCHMC 1/3/06

4 Job Developers H 13 Caseload of Consumers CCHMC 1/3/06 CCHMC 1/3/06 13 Vocational Rehabilitation Counselors 13 Job Developers 13 Vocational Rehabilitation Counselors 13 Job Coaches 13 Follow long Staff 52 Long Term SE Support School Business Provider Vocational Rehabilitation CCHMC 1/3/06 CCHMC 1/3/06 Funding for Employment Serial Funding Education VR DD Project SERCH Funding VR DD Key Funding ssumptions Jobs need to be better than those available through the standard VR process. The CRP that provides job coaching needs to be the same CRP that provides job development to ensure better outcomes. Education VR DD 12

5 Program Description Nontraditional Jobs Not the Easiest Jobs But Complex and Systematic One year program students with a variety of disabilities Certified instructors and job coaches Last year of HS eligibility Rotations through internships with continual feedback Outcome of employment CCHMC 1/3/06 Eligibility Guidelines nnual School Schedule years old ppropriate hygiene, social and communication skills bility to take direction and change behavior ccess public transportation Pass drug screen, background check, immunizations Desire to Work! UG 1 st Internship Begin PS 2 nd Internship 3 rd Internship Program Workshop Workshop Week Week 2 3 week Orientation Monthly Employment Planning Meetings Job Search Begins in 2 nd Internship JUNE Graduate & Begin Work at Site or in Community School Day Internships 8:00 Employability Skills 9:00 Worksites 11:30 Lunch 12:15 Worksites 2:00 Review, Plan Journaling 2:30 Depart 17 Marketable Skills 4 5 hours of day, 910 per year Work/ Social Skills Integrated Cascading skills For the benefit of the student, not the benefit of the host employer 18

6 Internship to Job Model Fidelity Components 1 st Rotation: VP Office at University Program focus on phone skills 2 nd Rotation: Consumer Lending focus on computer skills 3 rd Rotation: Receptionist in Lobby Hired as receptionist 1. The stated outcome of PS is sustained, paid employment for each participant. Employment occurs in integrated work settings and meets real business needs. Employees earn the prevailing wage for a given job. Employees generally work the same schedule and hours as colleagues in similar posts and as many hours as possible. Paid jobs and internships involve a variety of posts that include complex and systematic skills Collaboration: Project SERCH is a partnership with support and resources from the host employer, education, VR and the supported employment provider. Roles and responsibilities of the different partners are clearly defined and agreed upon. The following should be included from the start of any program: Host employer School Supported Employment Provider DD Partners meet on a regular basis, at least monthly during the set up and development phase to drive and monitor progress. 3. Project SERCH is employer led. The host employer is not paid to participate in PS. The host employer is fully involved in crucial decisions such as student selection, internship site development, active internal and external marketing, and internal recruitment of qualified candidates via a business liaison responsible for supporting Project SERCH as part of their assigned job. Project SERCH should be based in a large, qualityorganization with a minimum of 200 employees, offering a variety of complex internships, with a reasonable level of staff turnover. The host employer provides an on site classroom dedicated to PS that provides a base for the teacher, job coaches and interns The partners provide consistent on site staff in order to support the interns and the host employer at all running times during the academic year and as needed by the host employer during the holidays. Staff should conduct monthly reviews with interns and their family members, VR counselors and others as necessary, to discuss internship progress and career planning. 5. Project SERCH focuses on serving young adults with learning disabilities and/or autism spectrum conditions, who can benefit from intensive, personalized support in preparing for and finding work

7 6. Pooled funding and resources are in place between the non employer partners. Funding is a reallocation of existing resources. Funding is sustainable There is total immersion of the interns and employees in the host business. Interns abide by host employer s policies and practices. Interns are on site at the host employer for a minimum of six hours each academic day, for an entire academic year. Interns train in real work setting. The internships provide the participants with structured, personalized work based training. s such, interns are separate from people who volunteer with the host employer. Students participate in skill development hours per week. The students learn competitive, marketable, transferrable skills. Emphasis is on layering on additional skills. Project SERCH includes an employability skills curriculum taught each morning and customized to the host employer and local labor market Teachers and job coaches will be trained in systematic instruction. Department mentors will be invited to systematic instruction training. 9. Each site will provide follow along support for graduates of Project SERCH who go on to be employed. Ideally interns are made eligible before they begin PS. Each site will make provisions to support graduates who secure employment within the host employer, to be provided by the same CRP who provides job coaching and job development. Each site will support graduates who do not gain employment with the host employer, to find employment elsewhere in the community Each PS site will collect data on participants and employment outcomes. Sites will provide this and other requested information to the PS data base. 11. Each site has a licensing agreement signed with Project SERCH Cincinnati

8 12. Getting a job is more important than completing the PS year. The model is sufficiently flexible to allow interns to leave the program at any time during the academic year, when a suitable job opportunity arises with the host business or elsewhere. Pediatric Dental Clinic ES Technicians II 35 36

9 Work id Book Emergency Department Technician Diaper Drawer Dividers Pictures Instead of Words Kristy: Independence 41 42

10 Enlarging Print Specialty Equipment (Isolettes) Work id Book On The Wall Oxymetry Probes Given to each patient Cost $18 new, $6 recycles 47 48

11 Clinical Sterilization Jill: Focus and Partnership PCU 51 Patient Transport Lab ssistant

12 Service Center Technician 2nd ttempt: Calendar First ttempt: Cleaning Rotation 3rd ttempt: Center by Center Check List ES Technician I CCHMC 1/3/06

13 CCHMC 1/3/06 Fifth Third Bank 300 files a day, 98% accuracy. Pathology Tech 63 Health and Beauty ids Wegman s Seafood Department

14 Fifth Third Bank Mortgage Department Cafeteria CCHMC 1/3/06 10 Year nniversary Celebration 5 Weddings and Counting. Progress to Date Types of Businesses Partnering with Project SERCH International web based data base Condition of license Independent model fidelity audits 209 sites in existence 30 in process 39 states England, Scotland, ustralia and Canada Wide mix of rural and urban Huge districts and very small (collaboration) 71 Local, State and Federal Government Water and Power Lottery Banking and Insurance Universities Park Districts and Zoos Manufacturing: Shaw Flooring, Medtronic, Cargill Retirement Communities Retail : Glaxo Smith Kline, Wegman s, etc. Distribution Centers Law Enforcement and Courthouses Chesapeake Oil Casinos 72

15 2010 Employment Outcomes 2010 Employment Outcomes % 30 90% 80% 25 70% Supported Employment Project SERCH 60% 50% 40% 30% 20% 10% Supported Employment Project SERCH 0 Wage/Hour Hours/week 73 0% Retail/Food Benefits CCHMC 1/3/06

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