Creating a Work Ready Supportive Housing Environment Wendy

Creating a “Work. Ready” Supportive Housing Environment Wendy M. Coco Senior Program Manager Corporation for Supportive Housing June 2011 www. csh. org

Home. WORK “The establishment of meaningful roles and purpose beyond the limitations of a mental health diagnosis or disability, the opportunity to take a risk and fail, and the development of one’s own life in the community are imperative” - Lynde

Questions to think About -What is the place of employment in ending homelessness -Should employment and housing be linked? -How? -Should work receive the same importance as social services? -If yes – Why; If no – Why Not -What is your view? What is your tenants view?

Home. WORK The Home. WORK project is a unique approach to helping supportive housing tenants enter the workforce (or advance in their employment), improve their earnings, and/or strengthen their education and training. This project will support your program and your staff to be current with industry best practices, to establish or strengthen their ties to local workforce agencies, and to deliver their services more efficiently and effectively.

What we used to think Individuals with employment barriers, homelessness or disabilities are unable to or don’t want to work.

PEERS ARE POWERFUL! Peer support groups within agencies have been shown to be an extremely powerful tool in motivating tenants to work

What we know With the right interventions and assistance in place, individual who have had or are experiencing homelessness, employment barriers and those with disabilities, not only can, but want to work

What we know Tenant employment and self-sufficiency is a central role of hope and empowerment in changing the course of individuals’ lives. For most individuals employment is seen as a highly valued activity, which affords them a valued role in the building of their own self-esteem, mastery, and sense of community. It puts money in their pockets, gives them structure to their day, and allows them to give back to the community.

IT’S ABOUT EMPLOYMENT! - Prioritize Job Development in the design and start up phase - Rapid job search and placement in competitive jobs helps tenants see the rewards of participation

Signs your Organization is Vocationalized 1. 2. 3. 4. Written mission includes tenant employment as a central purpose of the organization. A high-ranking staff member has authority and responsibility for implementing employment services. The key staff person for employment services has experience and/or training in job development, job training, vocational counseling and/or developing business enterprises. Communication mechanisms are in place among social service, housing management, and vocational services that result in effective problem solving and integrated services delivery.

Signs your Community is Vocationalized 1. There are well developed partners amongst the supportive housing and employment community where each agency understands how the other works with hard-to-employ tenants. 2. Prepare for Accountability – Draw up MOU’s between the partners with expected outcomes in writing 3. Provide a regular opportunity for employment agencies, One Stops, BRS, etc. to outreach at supportive housing sites to make one-one contact with tenants 4. Organize “Team Meetings” with your partners to discuss progress; best practices and/or lessons learned. Review regularly what is working and what is not working.

Signs your Program is Vocationalized: 1. Tenants are asked about their job-related skills and employment goals at intake. 2. Tenants are informed, verbally and in writing, of the employment resources and opportunities available to them 3. Tenants are able to use available resources in the building (computer, fax) for developing a resume, sending letters, making and getting phone calls

Signs your Program is Vocationalized 4. Support groups and other activities around employment issues are attended by tenants 5. Tenants are recognized for their successes along the education, employment continuum 6. Staff work schedules include hours to meet and support tenants who work between 9 to 5 and night shifts

CREATING THE ENVIRONMENT

Creating the Environment n n Support the tenants possibility and build a desire to work Identify Pros/Cons – Work with the tenant to identify and address barriers – Link the tenant with peers who have work experience

Creating the Environment Establish Trust and Rapport Inspire Hope Identify Individual Strengths Identify Individual Barriers

Creating the Environment n n n Make resources available, such as computer, a fax machine, desk, resources for transportation and resources for clothing Provide resources and a comfortable area for tenants to research employment Offer employment-related benchmarks such as graduations and promotions

Creating the Environment n n Make employment an agency goal Engage tenants in an employment focus early Integrate employment into service/treatment plans Make the goals for employment manageable and easy for the tenant achieve

Creating the Environment n n Identify staff and tenants with experience in working on employment Arrange staff schedules around work schedules Make employment a role of every staff member Develop and support collaboration with the employment agencies and resources

Creating the Environment n n Visit education/employment facilities Offer information, assistance, trainings on resume’ writing; interviewing skills and job searches Assist the tenant in developing work skills Assist with conflict resolution

Creating the Environment n Assist with, or connect the tenant with planning and guidance to understand how work will affect their benefits

Integrating Employment Services into Housing Programs Ideally, programs have dedicated staff to work on employment and education goals with clients u Staff roles around employment may overlap or vary depending on funding sources u Senior agency staff needs to be responsible and accountable for tenant employment u Identify the employment outcomes you wish to achieve u

How do you know if your agency is Maximizing Resources Employment staff are aware of employment training resources in their area u Your agency has partnerships with employment and training programs, such as One Stop Career Centers u Many tenants are referred to a variety of occupational skills training programs, literacy programs, educational programs, GED programs u

How do you know if your agency is Maximizing Resources n n Eligible tenants are referred to the State Vocational Rehabilitation (VR) agency The organization works with the VR agency to coordinate the tenants use of VR services

What are the Options? n Become an employer: – hire in-house n Job Development – Takes Time; options limited if you only use your case manager – Hire employment dedicated staff n Use Partnerships – Become an Employment Network through Ticket to Work

Home. WORK CONTACT: Wendy Coco: Senior Program Manager, CSH (860)560 -0744 wendy. coco@csh. org * Assistance with this Power. Point was provided by Building Changes, Seattle www. buildingchanges. org; and from “Lessons Learned” from the Passport to success program – Bridgeport, CT