5.7 Job Readiness Training

5.7.1 Job Function

Job readiness trainers provide complex, interrelated services designed primarily to help prepare individual consumers for job searches.

5.7.2 Qualifications

Education, Training, and Experience

Job readiness trainers must have:

  • a high school diploma or GED,
  • a varied and successful work history,
  • knowledge of employer expectations,
  • knowledge of the local job market,
  • the ability to demonstrate and teach effective job-seeking and job-retention skills, and
  • a minimum of one year experience in providing employment services to persons who have visual disabilities and/or other disabilities.

 

Provider Authorization

Services must not begin until DBS has issued a service authorization and/or purchase order.

Providers must have written authorization from DBS before the provider's employee provides services to DBS consumers. No service provided by a provider's employee will be paid if the service is provided before DBS written authorization is received.

For additional information, please see Documenting Staff Changes in section 1.6.4 of this manual and Staff Information Sheets in section 4.2 of this manual.

5.7.3 Service Delivery

Scope of Services

Job readiness services may include:

  • personal/socialization skills training
  • résumé development,
  • job application training,
  • job seeking skills training,
  • interviewing skills training, and/or
  • job retention skills training.

 

Job Readiness Training Period

The extent of services required for individual consumers to complete job readiness training is based on each consumer's specific needs. It is anticipated that most DBS consumers will complete job readiness training in 20 hours or less.

 

Personal/Socialization Skills Training

Purpose—Personal/socialization skills services reinforce the proper socialization skills needed in the workplace.

Outcome—The consumer will understand the importance of:

  • personal grooming and hygiene,
  • dependability/reliability on the job,
  • employer expectations, and
  • communication skills.

 

Résumé Development

Purpose—Résumé development services are designed to assist the consumer in developing and completing an effective résumé.

Outcome—The consumer will understand the importance of and how to develop a résumé, vita, cover letter, and/or portfolio. The consumer will demonstrate the ability to:

  • collect the information necessary to develop their résumé, vita, cover letter, and/or portfolio;
  • discuss the information contained in the document(s) they have developed;
  • update the document(s) with current information; and
  • tailor the document(s) to the specific job(s) for which the consumer is applying.

Note: A copy of the consumer's completed résumé, vita, cover letter, and/or portfolio must be submitted to the consumer's counselor at the post-staffing.

 

Job Application Training

Purpose—Job application services are provided to assist and/or train the consumer in the skills needed to accurately complete a job application.

Outcome—The consumer will demonstrate the ability to:

  • develop a personal data sheet in the appropriate media (Braille, large print, electronic, etc.) to use in completing an application and/or cover letter;
  • use alternate techniques for completing a job application (using a reader, magnification products, using a computer to complete an on-line application, etc.); and
  • successfully complete a job application independently or, if necessary, with assistance.

Note: No less than three applications must be completed. A copy of each completed application must be submitted to the consumer's counselor at the post-staffing.

 

Job Seeking Skills Training

Purpose—Job seeking skills services are designed to assist the consumer in developing the skills needed to conduct an effective job search.

Outcome—The consumer will demonstrate the ability to:

  • develop a resource list containing the names of people and resources that can help the consumer get a job including, but not limited to: family, friends, past employers, co-workers, the local Texas Workforce Commission office, the yellow pages, want ads, etc.;
  • use appropriate skills to call a contact person or resource on their list, describe their skills and/or experience, and ask the contact person to assist them in finding a job (by asking about current job openings, requesting a letter of reference, obtaining permission to list the contact person as a reference on job applications, etc.);
  • use appropriate skills to develop job leads through the use of job postings, want ads, the local Texas Workforce Commission office, and other available resources; and
  • demonstrate the ability to research prospective employers and job positions based on the individual consumer's skills, interests, and experience.

Note: A copy of the consumer's resource list must be submitted to the consumer's counselor at the post-staffing.

 

Interviewing Skills Training

Purpose—Interviewing skills services reinforce essential skills and/or instruct the consumer in new skills necessary to help the consumer complete a successful interview.

Outcome—The consumer will demonstrate the skills needed to conduct a successful interview including the ability to:

  • research the potential employer's organization;
  • anticipate interview questions specific to the position for which the consumer will be applying;
  • prepare for the job interview using appropriate dress and personal grooming;
  • discuss, when necessary and appropriate, their disability and any required accommodations; and
  • use appropriate skills to complete a job interview.

Note: At the post-staffing, the trainer must provide the consumer's counselor or case manager with a written evaluation (critique) of three video/audio taped mock interviews and documentation of face-to-face discussions with the consumer regarding each of the three interviews. Discussion of each interview should include areas such as appearance, attentiveness, confidence, motivation, and communication skills. The trainer should make a video/audio copy of the three mock interviews available to the consumer upon request. The tapes may be destroyed after the consumer has been successfully placed in employment or upon counselor authorization.

 

Job Retention Skills Training

Purpose—Job retention skills help the consumer develop the skills and techniques necessary to maintain successful employment.

Outcome—The consumer will demonstrate the skills needed to maintain successful employment including the ability to:

  • fit in at a new job,
  • understand the importance of (and follow) punctuality and attendance guidelines,
  • determine the appropriate person to notify if the consumer is ill or running late,
  • determine the appropriate person to contact if the consumer has a question,
  • address work-related problems,
  • cope with (and benefit from) job-related errors and mistakes,
  • ask for a raise, and
  • apply for a promotion.

 

Initial and Interim Staffings

An initial staffing must be completed before services may be initiated.

The consumer (and/or their representative if applicable), the consumer's counselor or case manager, and the provider will conduct an initial staffing before training is initiated to ensure a complete understanding of the consumer's vocational goal.

During the initial staffing, a DARS2877, Initial Staffing Recommendations, form will be completed to detail the job readiness training needed by the individual consumer. The form shall be signed by the consumer, the consumer's counselor or case manager, and the provider.

If needed, interim staffings may be held.

All initial and interim staffings must be documented using a DARS2877 form and placed in the consumer's file.

 

Authorization for Training

Based on the results of the initial staffing, the consumer's counselor or case manager may approve from one to 20 hours of job readiness training.

 

Authorization for Additional Training

If the consumer requires more than 20 hours of training, an interim staffing must be completed to determine the consumer's progress and to document the status of their job readiness training.

If it is determined that additional training is appropriate, the consumer's counselor or case manager may request approval for up to ten additional hours of training through the regional director.

All requests for additional training must be approved by the regional director. Training beyond the first 25 hours, if any, must be approved through the supervisory chain of management to the DBS director of field services.

 

Post-Staffing

After job readiness training has been completed, a post-staffing is required for each consumer receiving services. The meeting must include the consumer (and/or their representative if applicable), the consumer's counselor or case manager, and the provider.

At the time of the post-staffing,

  • a DARS2878, Post-Staffing Evaluation, form will be completed to document the consumer's progress toward job readiness;
  • the DARS2878, Post-Staffing Evaluation, form shall be signed by the consumer, the consumer's counselor or case manager, and the provider;
  • the provider shall submit a copy of the video/audio interview tapes (if requested by the consumer's counselor or case manager); and
  • the provider must submit all required documentation as shown below.

The post-staffing process determines:

  1. Is the consumer job ready?
  2. What is the anticipated number of hours the consumer will work per week?
  3. Will the provider accept the referral of the consumer for job placement services?

If the provider accepts the job placement referral, a DARS2876, Job Placement Referral Acceptance, form must be completed and signed before the post-staffing process is concluded (for additional information, please see 5.8 Job Placement in this manual).

All staffings must be documented and placed in the consumer's file.

 

Documenting Services

Completion of job readiness training services requires the following documentation:

  • a fully completed DARS2878, Post-Staffing Evaluation form;
  • a copy of the consumer's completed résumé, vita, cover letter, and/or portfolio;
  • copies of at least three completed job applications;
  • a copy of the consumer's resource list; and
  • a written evaluation (critique) of three video/audio taped mock interviews including documentation of face-to-face discussions with the consumer regarding each of the three interviews.

5.7.4 Performance Measures

DBS considers the following questions in measuring provider performance:

  • Did the provider meet the consumer's job readiness training needs as requisitioned by the consumer's counselor or case manager?
  • Has the provider met DBS contract specifications?
  • Has the provider performed all contractual services in a professional manner in accordance with the requirements detailed in this manual?
  • If a staff member who provides contract services to DBS consumers was hired during the contract period, did the provider submit a staff information sheet to CPCSC before the new employee provided services to DBS consumers?
  • If a staff member who provides contract services to DBS consumers resigned during the contract period, did the provider inform CPCSC of the staff member's resignation no later than the employee's last day?
  • For consumers participating in job application training:
    1. Was a data sheet developed for the consumer?
    2. Upon completion of training, was the consumer able to demonstrate the ability to use the data sheet and other prompts as needed to complete a job application?
  • For consumers participating in interviewing skills training:
    1. Were three mock interviews conducted and discussed with the consumer?
    2. Was a copy of a video or audio recording of the consumer's three mock interviews made available to the consumer upon completion of training?
    3. Upon completion of training, was the consumer able to demonstrate the skills needed to complete a successful interview?
  • For consumers participating in job-seeking skills training:
    1. Was a list of people and resources developed for the consumer to aid in his or her job search?
    2. Upon completion of training, was the consumer able to demonstrate the ability to research and develop leads?
  • For consumers participating in résumé development skills training:
    1. Was a complete and effective résumé developed for the consumer?
    2. Was the consumer provided with both a hard copy and an electronic copy of his or her résumé?
  • For consumers participating in preemployment training, was the provider available to assist the consumer during the consumer's orientation to the job site?
  • For consumers participating in job retention skills training:
    1. Were appropriate job retention skills and techniques identified with the consumer?
    2. Were each of the job retention skills and techniques discussed and reviewed with the consumer?
    3. Did the provider address problems identified during the consumer's training?
  • Has the provider adhered to DBS confidentiality standards?
  • Has the provider submitted all required reports in accordance with DBS specifications or standards?
  • Has the provider submitted fully completed invoices (including required attachments such as travel logs if applicable) no later than 35 days following service completion?