presented by: greg miller, president and ceo jackie stevens, coo, pennsylvania penn-mar human...
TRANSCRIPT
Presented by:
Greg Miller, President and CEOJackie Stevens, COO, Pennsylvania
Penn-Mar Human Services
Transforming Life Into Living
Through Successful Organizational Change
Organizational Overview
Demographics & Operating Budget
• More than 325 individuals with IDD served daily
• Pennsylvania and Maryland services
• 500 + staff
• $28,000,000 + annual operating budget
Our mission….
To transform life into living for individuals, families, our staff and volunteers.
Integrity Excellence Collaboration Innovation
Overview of Services
Pennsylvania Services
Community Living Services
•Residential
•Unlicensed Community Habilitation
•Respite
•Life Sharing
Community Day Services
•Transitional Employment
•Supported Employment
•Pre-Vocational
•Adult Training
From Sheltered Workshop to Employment
Overview of Services
Goals for Today
Our Day Services
Guiding Employment Beliefs
Transition Milestones
High Performance Strategies
Critical Measures
Employment Metrics
Overview of Services
Community Day Services
We will discover and promote each individual’s talents and interests so they can enjoy a life that is more inclusive in the community.
Career Discovery
We support the discovery of talents and interests that can be leveraged into career opportunities.
Community Activity Program
We maximize inclusive opportunities to experience life interests and hobbies.
Transitional Employment
Supported Employment (Customized Employment)
Guiding Employment Beliefs
Everyone who wants to work can work
There are no “prerequisites” to getting a job – everyone is ready to work
We will discover careers, not just jobs!
Employment occurs in the community
Employment grants purpose & dignity
Guiding Employment Beliefs
Employment provides income & the opportunity to achieve greater independence
Employment provides opportunities for social participation and development of social capital
One person at a time, one job at a time.
Employment is a fluid process
Prior to 2009
Ongoing discussion between leadership and board regarding diversification of contracts and scenario planning
November 2009
Greg Miller and Rich Leucking travel to Brazil where seeds of change are planted regarding future services.
December 2009
Leadership met with Dr. Leucking, and Penn-Mar began receiving training and technical assistance from consultants with TransCen (11 placements with approximately 10% of services community based).
Transition Milestones
January 2010
Hired our first staff with customized job development as the primary responsibility
July 2010
Launched employment initiative and implemented the Strategic Plan to shift away from sheltered workshop model to customized individual employment model with a goal of 25 new jobs
January 2011
Awarded grant from the Maryland Developmental Disabilities Council to fund training and technical assistance provided by TransCen, Inc. and Griffin Hammis & Associates.
Transition Milestones
July 2011
Began the creation and implementation of a detailed timeline to discontinue the sheltered work program
July 2012
Began the transition to a discovery program that was focused on employment
December 2012
Discontinued sheltered work
.
Transition Milestones
January 2014
Penn-Mar discontinued subminimum wage for those receiving Transitional Employment services.
March 2015
Finalized Employment First Policy
March 2016
Begin a long-term physical/environmental change to the facility to support the long-term vision
Transition Milestones
High Performance Strategies
Strategic Planning
Structure Considerations
Cultural Shift
Resources
Identify Challenges
Implementation Challenges
Networking
High Performance Strategies
Strategic Planning
• Create a long-term vision • Create strategies that align with the vision• Develop short-term objectives• Develop critical measures
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High Performance Strategies
Structure
• Recruit and hire experienced/specialized employment staff… customer service/sales/business experience and skills sets are a plus.
• Invest in training and technical assistance.
• Provide employment staff with the resources and capacity to effectively do their job.
• Consider role changes and opportunities for existing staff.
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High Performance Strategy
Cultural Shift Training all staff on the Employment philosophy
• Successful employment is everyone’s job
• We are all responsible for supporting individuals in their jobs.
• Employment is an outcome for everyone who wants to work.
• Training on our employment process, discovery and providing job supports.
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High Performance Strategies
Resources
Training & Technical Assistance
• TransCen, Inc. 2009-2013
• Griffin-Hammis 2011-2013
ACRE Certification Program through GWU
• Employment Support Coordinators
• Job Developers
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High Performance Strategies
Resources
Collaboration with key partners
• ODP’s Futures Task Force
• Pennsylvania APSE
• Cumberland/Dauphin/Perry County Employment 1st Team
• Network with other providers who are like-minded
• Expanding OVR relationships
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High Performance Strategies
Identify the Challenges
• Transportation – Getting people to/from work
• Shifting of staff mindset from care-giver to
supporter
• Ensuring staff working in the “old model” continue to feel valued
• Overcoming fears of families (loss of benefits
being victimized, failing on the job)
High Performance Strategies
Network, Network, Network!
Research shows that 70% of people obtain jobs through their personal networks (hidden job market).
Network, Network, Network!
High Performance Strategies
Milestone Critical Measures
January 2010
July 2010
July 2011
July 2012
December 2013
October 2015
June 30, 2016
11 jobs
25 new job goal set
28 jobs created/39 jobs total
30 new jobs goal set
36 new jobs created/67 jobs total
89 total jobs
105 jobs projected
149 jobs have been developed since 2010
Employment Metrics
Average employment = 2 years 3 months
Average pay rate per hour = $8.65
Average hours per week = 14
Termination/Layoff Turnover Rate = 18%
Customized jobs = 81%
1:1 Long-term job coaching = 8%
Monthly drop in job coaching = 75%
Employment Metrics
Customized Employment by Industry
Manufacturing19%
Food Service9%
Child Care3%
Retail18%
Clerical3%
Sports and Entertainment
10%
Education15%
Religious Entity3%
Automotive1%
Grocery13%
Healthcare1%
Animal Care1%
Insurance1%
Library1%
Engineering1%
Financial Institution1%
Current Employers
Success Story
Ed McManama – Principal at Central Middle School
“It didn’t take long for teachers, administrators, and the entire school staff to realize Holly was making a real difference here. Her personality, her attitude toward her work, and her smile were infectious for all of us and for our students.”
Greg Miller
President and CEO
410-343-1069 x228
Jackie Stevens
COO, Pennsylvania
717-235-8068 x221