Appendices Employment Profile Summary Employment Descriptions and Strategies Profile Describes participants who have the ability and motivation necessary to do the Self-Placement job. They can access employers and may be credible enough to get a job on their own. (SP) Job Development Strategies: Teach Self Marketing Job club, self-directed learning, counselling Describes participants who have the ability and motivation necessary to do the Job job, but have employment barriers associated with access to and credibility with Development employers. These barriers stop the employer from seeing them as viable Level 1 candidates. (JD 1) Job Development Strategies: Prospecting, Needs Analysis and Job Placement Locate job and market skilled candidate to employer (some job development) {priority needs} Describes participants who have limited abilities as well as an employment Job barrier, but who have the motivation to go to work. An employer, because of Development these limitations in ability would not consider them appropriate applicants. Level 2 Therefore, they are without employer access or credibility and so they, too, are (JD 2) being excluded from the labour market. Job Development Strategies: Prospecting, Needs Analysis Job and Job Placement Get employer to identify minimum hiring needs and market motivated candidate. Describes participant who do not demonstrate a of motivation to work Motivation needed in order to make that change. This is true even though they may have Intervention the ability to do the job. This participant may have or may not have access and (MI) credibility dependent on their skill level and other employment barriers. While the motivation development profile usually refers to people who are about working, it also is used to describe people who repeatedly lose their jobs.
Appendices Employment Profile Summary Employment Profile Descriptions and Strategies Self-Placement (SP) Describes participants who have the ability and motivation necessary to do the job. They can access employers and may be credible enough to get a job on their own. Job Development Strategies: Teach Self Marketing Job club, self-directed learning, counselling Job Development Level 1 (JD 1) Describes participants who have the ability and motivation necessary to do the job, but have employment barriers associated with access to and credibility with employers. These barriers stop the employer from seeing them as viable candidates. Job Development Strategies: Prospecting, Needs Analysis and Job Placement Locate job and market skilled candidate to employer (some job development) {priority needs} Job Development Level 2 (JD 2) Describes participants who have limited abilities as well as an employment barrier, but who have the motivation to go to work. An employer, because of these limitations in ability would not consider them appropriate applicants. Therefore, they are without employer access or credibility and so they, too, are being excluded from the labour market. Job Development Strategies: Prospecting, Needs Analysis Job and Job Placement Get employer to identify minimum hiring needs and market motivated candidate. Motivation Intervention (MI) Describes participant who do not demonstrate a of motivation to work needed in order to make that change. This is true even though they may have the ability to do the job. This participant may have or may not have access and credibility dependent on their skill level and other employment barriers. While the motivation development profile usually refers to people who are about working, it also is used to describe people who repeatedly lose their jobs.
2012-2015-Job-Placement-Reference-Guide.docx