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Employability Employment Model


Step 1: Intake, Assessment, Selection, and Orientation



    Job Coaches/Counselors are advised and encouraged to begin initiating employer contacts based upon either the results of the client's assessments as they relate to their vocational interests or the client's personal vocational choice.

Step 3: Directing Your Own Future
  • Directing Your Own Future is built upon a sequence of content development followed by behavioral skill practice.
  • Participants are evaluated using Behavioral Skills Assessment Tools.
  • At the mid-point of the training, participants are provided feedback as to their strengths and areas of deficiencies as to where they might improve.
  • Participants completing the program are issued certificates.

Setp 4: Work Evaluation
    Work evaluation consists of short-term, hands-on work activities, review of assessment data with the completion of a work evaluation report, and the development of a Career Action Plan. J. Stinson & Associates provides Work Evaluation by establishing the work activities component and coordinating with partner organizations, and documenting these activities. Hands-on activities are modeled after the "community based" design and will primarily occur at work-sites identified through-out the community.


Step 5: Work Adjustment Activities
    J. Stinson & Associates provides Work Adjustment activities. Work adjustment combines subsidized work experience with classroom activities. The hands-on activity will be modeled after a community based design and occurs in an instructive design environment where participants work in real jobs and are paid an hourly wage that is consistent with entry level employees in that position that community. Hands-on activities for at least 30-hours per week will occur at sites selected to meet the participants specific needs.

    Work Adjustment activities consists of two phases, with each phase lasting up to three months. Participants will be referred -to job placement activities as soon as the partner agencies determine that the participant is job-ready.

    When competency is demonstrated, the Employment Specialist will coordinate a joint staffing with the participant participant and the support team to verify or alter the next step to be taken in the Career Action Plan.


Step 6: Job Readiness and Placement
    If deemed necessary by the support team, individualized intensive job readiness coaches through the J. Stinson Job Coach and the J. Stinson Employment Specialist may be utilized to address specific participant issues or fears. Job coaching activities conducted by job coaching staff and consist of job interviewing skills, job preparation, job readiness, job orientation, and job performance.

    The J. Stinson Employment Specialist will work with the participant participant, Job Coach (if needed), and other members of the participant support team to identify suitable employment opportunities in accordance with the individualized Career Action Plan. The Employment Specialist and Job Coach, if needed, shall lead the team (the team includes staff from other partner agencies) to help place the participant participant into subsidized employment. If the Job Coaching is required, the Job Coach will be the liaison between the employer and new employee and maintain contact at the job site until the placement is stabilized as determined by the participant, the employer, and the Employment Specialist. The Job Coach will address the job-specific issues that are related to the participant participant's job duties. A GDOL Career Advisor joins the team to help the participant develop short-and long-term job aspirations.


Step 7: Post-Employment Training
    As a supplement to work activities or direct job placement, the career action Plan, developed by the participant and support teams, may include, GED/ESL/literacy or specific skills training to facilitate skills develop occupational training.

Step 8 Job Retention
    Stinson & Associates provides employment support for persons in the retention phase up to nine months. The follow-up and follow-alone is designed to ensure stabilization occurs. A transition plan is developed to gradually move the participant to self-sufficiency. Stinson staff shall provide retention and follow-up activities which minimally includes on-site visits (to either the work-site or home) by Stinson staff after two weeks, three weeks, six weeks, two months, three months, and every three months thereafter until the support team agrees that there is no need to continue GoodWorks! initiated follow-up. Stinson staff and the GDOL Career Advisor will remain available for participant-initiated support, information, resources brokering, and career development activities throughout the retention, support, and follow-up phases.

 

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