If available during this stage of the process, we can also provide the information on our it’s resource page about the Work Opportunity Tax Credit. Finally, this may also be a good time to educate the employer about the range of services our AJC provides which can make it easier for hiring decision makers to assess, select, and hire clients Many employers and small businesses are not aware of all the services we provide, including those which benefit them most. a worksheet we can use to calculate the value, in We’ve included terms of both the dollars and the number of hours of work a hiring decision maker might save by taking advantage of these services. Resources some of the materials either posted or linked to on our resource page. Now let’s preview we’ve The Job Development Essentials manual, created by Private/Public Ventures, presents more details on the nuts and bolts of job development than had time to present here. we’ve The Institute for When Existing Jobs A Guide to Job Community Inclusion’s Don’t Fit: Creation provides a good overview of job carving and adapting current positions to leverage the strengths of clients. Several years ago, the US Department of Housing and Urban Development produced an and included two documents HUD produced for Lecture # 6, Employment Lecture Series, we’ve titled Homelessness and Hiring: Employer Perspectives. These documents supply insights into through when hiring the homeless. what’s going employers’ minds they’re considering The National Coalition for Homeless Research Brief on the Individual Placement Veterans’ links to an evaluation of programs that achieve an impressive 55 to 60% and Support Model placement rate in competitive employment for clients wrestling with mental health issues. The Employment Program Models for People Experiencing Heartland Alliance’s Homelessness: Different Approaches to Program Structure describes the basics of several approaches to promoting homeless employment that may exist in your community, including Transitional Jobs, Customized Employment, and Alternative Staffing Agencies. If you sense that an employer is concerned or confused about issues related to physical or cognitive disabilities follow the links to the Job Accommodation Network documents. These will help an employer understand how reasonable accommodations can enable an employee with one or more disabilities to make the maximum contribution to the organization he or she works for. Finally, the National Transitional Jobs Network has developed an Employer Engagement Toolkit with examples of marketing materials and talking points we might adapt to generate interest in employing our homeless clients.
If it’s available during this stage of the process, we can also provide the information on our resource page about the Work Opportunity Tax Credit. Finally, this may also be a good time to educate the employer about the range of services our AJC provides which can make it easier for hiring decision makers to assess, select, and hire clients Many employers and small businesses are not aware of all the services we provide, including those which benefit them most. We’ve included a worksheet we can use to calculate the value, in terms of both the dollars and the number of hours of work a hiring decision maker might save by taking advantage of these services. Resources Now let’s preview some of the materials we’ve either posted or linked to on our resource page. The Job Development Essentials manual, created by Private/Public Ventures, presents more details on the nuts and bolts of job development than we’ve had time to present here. The Institute for Community Inclusion’s When Existing Jobs Don’t Fit: A Guide to Job Creation provides a good overview of job carving and adapting current positions to leverage the strengths of clients. Several years ago, the US Department of Housing and Urban Development produced an Employment Lecture Series, and we’ve included two documents HUD produced for Lecture # 6, titled Homelessness and Hiring: Employer Perspectives. These documents supply insights into what’s going through employers’ minds when they’re considering hiring the homeless. The National Coalition for Homeless Veterans’ Research Brief on the Individual Placement and Support Model links to an evaluation of programs that achieve an impressive 55 to 60% placement rate in competitive employment for clients wrestling with mental health issues. The Heartland Alliance’s Employment Program Models for People Experiencing Homelessness: Different Approaches to Program Structure describes the basics of several approaches to promoting homeless employment that may exist in your community, including Transitional Jobs, Customized Employment, and Alternative Staffing Agencies. If you sense that an employer is concerned or confused about issues related to physical or cognitive disabilities follow the links to the Job Accommodation Network documents. These will help an employer understand how reasonable accommodations can enable an employee with one or more disabilities to make the maximum contribution to the organization he or she works for. Finally, the National Transitional Jobs Network has developed an Employer Engagement Toolkit with examples of marketing materials and talking points we might adapt to generate interest in employing our homeless clients.
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