“Slay the Dragons!”
Job Development & Retention Strategies

Job Placement Checklist
Before launching a job search campaign, One-Stop staff should review with the customer a checklist to ensure they are fully utilizing available services and are prepared for the job search:

1. One-Stop Services

• Does the person understand the full range of services available?
• What types of assistance or accommodations will the person need to make full use of One-Stop services? (and referral services to other agencies)
• How will assistance or accommodations be provided in One-Stop service delivery?

2. Benefits Issues

• Does the individual receive any government benefits? If so, what types?
  • Social Security Disability Insurance (SSDI)
  • Supplementary Security Income (SSI)
  • TANF
  • Medicare, Medicaid, or other publicly funded health program
  • Other benefits (housing subsidy, food stamps, etc.)
    
    
• Does the customer understand the need to report changes in employment status to Social Security and other benefit programs?
  
  
• Does the customer understand the impact that earnings from employment will have on their benefits?
  
  
• Does the customer want or need counseling to help determine the impact of employment on their benefits? If so, how will benefits counseling be provided?
  
  
• Would a PASS Plan (a Social Security work incentive) be helpful to the individual in achieving their employment goals?
  
  
• Does the individual have expenses related to employment that could be reduced through an IRWE (Social Security work incentive)?

For more information see: “Impact of Employment on Social Security Benefits” at the end of this section.

3. Disclosure

• Has the issue of disclosure of disability to prospective employers been discussed?
  
  
• Does the person understand that they legally do not have to disclose a disability to prospective employers?
  
  
• Have the implications of disclosing and not disclosing been discussed with the person?
  
  
• Has a course of action been decided on concerning how the person will handle disclosure to prospective employers?
  
  
• Do One-Stop staff who may be representing this individual to prospective employers know and understand this individual’s decision concerning disclosure?

4. Transportation

• Does the person drive or have access to an automobile? If not, do transportation issues need to be considered as part of the job search?
  
  
• What transportation resources are available to the individual?
  • Mass Transit
  • Paratransit (special transportation for individuals with disabilities)
  • Taxicab
  • Family
  • Neighbors
  • Co-workers
  • Walking
  • Biking
  • Employer resources
  • Other?
  • If the individual doesn’t drive, what geographic areas are accessible to the individual via the available transportation resources?

5. Accommodations for Application Process or Interviewing

• Will the person need accommodations for the application process or interviewing?
  
  
• If so, what are the accommodations?
  
  
• How will they be arranged?

6. Job Accommodations

• Are there aspects of a job that the individual cannot fully perform without some type of accommodation?
  
  
• Are there modifications of a job, job site, or way in which a job is done that will allow the person with a disability to have equal access to all aspects of work?
  
  
• Will the individual need these accommodations arranged prior to starting the job?
  
  
• What will be the process for requesting accommodations?
  
  
• Will the individual need assistance in advocating for accommodations?

7. Contacting Employers
Before One-Stop staff contact employers on behalf of job seekers, they should first discuss with the job seeker what they would say to potential employers about the job seeker. Three points are key:

• One-Stop staff should contact employers on the job seeker’s behalf, only with the job seeker’s permission.
• The job seeker should be absolutely comfortable with what the One-Stop staff plan to say on his/her behalf.
• Information concerning the job seeker’s disability should be discussed with potential employers only with the job seeker’s permission.

• Emphasize the person’s skills, personality & interests -- highlight positive attributes (“selling points”).
  
  
• Use functional language that promotes solutions -- use terms that employers use such as job applicant, job description, workforce, etc. Avoid human service or disability-related jargon.
  
  
• Don’t volunteer negative information -- employers don’t need help in finding negatives.
  
  
• Orient to individual employer -- information provided about the applicant should respond to identified needs of the employer.
  
  
• Job development efforts must be based on the job seeker’s needs; s/he must agree with the approach, and be kept informed and involved.
  
  
• Contrast the past with present: Explain how any past problems or issues have been addressed. Focus on current activities that demonstrate abilities.
  
  
• Show respect & safeguard confidentiality -- When One-Stop staff assist in the job search, they are modeling behavior for the employer. Always be respectful in discussions with and about the job seeker, and as noted above, always respect confidentiality.
  
  
• Demonstrate confidence & commitment -- The employer will judge the candidate partly by how well he/she feels the One-Stop staff believes in and respects the job seeker. One-Stop staff set the tone with confidence and commitment.
  
  
• Maintain honesty -- Honesty is important in developing long-term employer relationships. Nobody can make guarantees. The most able employee has had a job that did not work out. Don’t make promises, but if you do, see them through.
  
  

8. Assistive Technology

• Is there assistive technology or equipment that will enhance the individual’s abilities to perform the tasks of a job or potential job?
  
  
• Does equipment or assistive technology need to be obtained prior to obtaining employment?
  
  
• Does the individual need to be trained on how to use the equipment or assistive technology?
  
  
• How will the technology be paid for?
  
  
• Does the individual need a technology evaluation? Where can this be obtained (e.g. state Vocational Rehabilitation)?

9. Job Development

• Does the individual have experience in successfully finding employment without professional assistance?
  
  
• Does the individual want/need assistance in contacting employers?
  
  
• Does the individual want One-Stop staff to contact employers on his or her behalf? If so, has the information about the individual that will be provided to potential employers been reviewed with the job seeker, and approved by him or her?
  
  
• Are there significant gaps in the person’s work history? How will he/she explain these to potential employers?
  
  
• Has the person completed the career planning process?
  
  
• What target career field has the person selected through this process?
  
  
• Has the person generated sufficient information concerning work environment preferences?
  
  
• Have specific types of businesses been identified that would be a good match for the person?
  
  
• Does the job seeker or One-Stop staff have contacts and relationships that could be utilized?

For more details on this process, see: “AAA Spells Success!”

 

10. Job Support

• Will the individual need support/assistance when they begin employment?
  
  
• What type of support will they need (e.g., job coaching, counseling, clothing/uniforms, personal care assistance, benefits management)? Who will provide it and/or arrange for it? [Note: California Department of Rehabilitation, as a One-Stop partner, may be able to assist in arranging support on the job.

 

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