Job Carving and Negotiation Thursday, November 9, 2017 Advancing your professional career Improving Employment outcomes of job seekers
Agenda v Announcements v How did last month go? v Employment consultant sharing v Job carving and negotiation discussion v Resources
Announcements v Contact Kelly (knye@umn.edu) to have a one-on- one mentoring call to discuss your support strategies. v Watch for the quarterly survey (with gift card) around November 30 th v When you respond to the daily survey: § Make sure you think about one activity for all the questions. § Respond as soon as possible after getting the text. § Let us know if there are glitches or room for improvement. § Thank you for your continued diligence!
Networking v Only 20% of job openings are posted—this means that 80% of jobs exist in the “hidden job market.” Using personal and professional contacts allows you to tap into that hidden market. v Our goal for the last month was to increase the amount of time using personal and professional contacts to find jobs/tasks. P
Average daily minutes spent with personal and professional contacts, and employers to find jobs/tasks 21 21 17 15 Daily minutes 14 12 11 June July August Sep/Oct 20-Oct 27-Oct 3-Nov Before the Oct 12 conversation After the Oct 12 conversation
Participant sharing Alicia Job Developer Iowa 2 years in current role
Comprehensive model of employment support Get to know job seeker Job search criteria Build Find jobs/ Support trust tasks after hire JOB HIRE MATCH Engage job Job o ff er Retain/ seeker/ advance family Supports planning Smooth job entry
Why are job carving and negotiation important? v When job seeker skills, interests, and talents are used to meet business needs, there is a better job match, which leads to greater satisfaction and better retention. v It gives another option when existing jobs are not a good fit for job seekers v For more information, watch CES lessons online: § Job Creation: Lesson 1: Using Job-Seeker Skills to Target Employer § Job Creation: Lesson 2: Identifying Employers’ Unmet Needs
Schedule Tasks • Start/end times • Task components • Breaks • Task sequence Job Design Interaction with Coworkers • Location/proximity Physical Space • Shared/cooperative tasks • Social opportunities
Customizing Jobs Individualizing the relationship between employer and employee to meet the needs of both Job restructuring Job creation Identifying an existing job Creating a new job opening and description that meets the removing/rearranging specific needs of the duties employer
Working with employers to identify needs and opportunities Are there tasks many Are there services you wish What is your biggest different people do that you could offer but lack the challenge in operating your could be done by one resources to do so? business? person? Are there jobs that are currently filled with students Are there tasks that are Are there tasks that could be or temporary workers? Do keeping people from critical done better or more you need more regular, work? quickly? consistent help with those roles? What would your staff say How could you enhance they could use extra help your customers’ experience? with?
Employment Proposals v Statement of benefit to the employer v Brief summary of how services will be provided v Brief description of the potential employee v Desired employment conditions From “Beyond Traditional Job Development” by Denise Bissonnette
Daily minutes spent in workplaces to find jobs (From 0 to 61 minutes; AVG=10; N=78) 0 min 31 The majority of consultants spent at most 15 minutes 1 to 15 min 26 per day in workplaces to find jobs 16 to 30 min 15 31 to 45 min 3 46 to 60 min 2 Over 60 min 1 Number of employment consultants
Daily minutes spent meeting employers about job opportunities (From 0 to 109 minutes, AVG = 17; N=78) About half of the 0 min 27 consultants spent at most 15 minutes per day 1 to 15 min 20 meeting employers about job opportunities 16 to 30 min 18 31 to 45 min 6 46 to 60 min 3 Over 60 min 4 Number of employment consultants
Daily minutes spent to negotiate new job descriptions (From 0 to 17 minutes, AVG = 1; N=78) 0 min 68 1 to 15 min 9 Only few employment consultants invested time in job negotiation 16 to 30 min 1 31 to 45 min 0 46 to 60 min 0 Over 60 min 0 Number of employment consultants P
Monthly Goal As a group, increase the amount of time spent meeting with employers in workplaces to negotiate new job descriptions.
Building your goal v What is something concrete that you can do right now to increase the amount of time you spend meeting with employers in workplaces to negotiate new job descriptions? v How will you do this? v When will you do this? v Who will be included in this?
Building your goal v Examples: § I will meet with one employer every week to have a conversation about their business needs in order to identify a possible new job description. § I will set aside time every Tuesday afternoon to ask an employer for a tour of their business in order to identify tasks that job seekers may be able to fulfill.
Resources v Video: Maggie: Carving out a Job to Increase Business Efficiency (https://www.realworkstories.org/job-creation) v Article: Job Carving (http://www.griffinhammis.com/images/carving.pdf) v Guide: Work Customization (http://readywillingable.ca/wp-content/uploads/2013/03/NBACL-Work- Customization-Resource-Formatted1.pdf) v Video: Customized Employment—Michael Callahan (https://www.youtube.com/watch?v=BpyPdNoid2E) v College of Employment Services (http://www.thinkwork.org/sites/thinkwork.org/files/files/CES_tutorial.pdf) § Job Creation: Lesson 1: Using Job-Seeker Skills to Target Employer § Job Creation: Lesson 2: Identifying Employers’ Unmet Needs
Mark your calendars! On December 14 th (3pm ET), we will have a conversation about supports planning . Let us know if you have a tips and tricks you’d like to share about supports planning next month. Contact Amy Gunty. Keep in touch! http://www.thinkwork.org/s22ec Oliver.Lyons@umb.edu (Oliver Lyons) gunty004@umn.edu (Amy Gunty)
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