CGET Training: Outreach, Assessment, and Intake. May 5, 2014

CGET Training: Outreach, Assessment, and Intake May 5, 2014 What is Required in the SGA 2 What is Required in the SGA: Outreach • The outreach s...
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CGET Training: Outreach, Assessment, and Intake May 5, 2014

What is Required in the SGA

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What is Required in the SGA: Outreach •

The outreach section is worth 10 points out of 100 total points



A focus on avoiding duplication!

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Outreach Objectives A strong outreach strategy should have immediate and longer term objectives •

Immediate objectives: − Promote awareness of the HVRP program to the community − Help the HVRP learn about supportive services in the community



Longer term objectives: − Open up a process of reciprocal referrals with community partners − Increase service options for enrolled veterans − Enhance placement and retention in employment

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Outreach Characteristics

• Targeted and Purposeful • Timely and Strategic • Structured and Organized

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Outreach Audiences A strong outreach strategy should focus on all three audiences: • Employers (industry, employers and employer associations) • Homeless veterans • Partner agencies (local entities within their proposed geographic service delivery area)

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A Better Outreach Strategy: Engaging Employers

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A Basic Strategy • Job development with a few local employers • Referral to American Job Centers • Participation in Chamber of Commerce/ local business association meetings

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Major Components • Job development informed by labor market information • Working knowledge of apprenticeship/On the Job Training • Tax credits/employer incentives • Leveraging existing relationships

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Targeting Outreach • Accessing employers − − − −

Job fairs; “Hiring our Heroes” events Tours for employers Employer breakfasts (best practice from SSVF re: housing) Placement agencies

• Critical activities − − − −

Comparison to labor market information Identification of training opportunities Job analysis; assessment of accommodations Working closely with AJC staff members

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A Better Outreach Strategy: Enhancing Participation

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A Basic Outreach Strategy • “Word of mouth” • Materials dropped off at homeless shelters • Referral from own agency • Referral from VA Medical Center − − − −

Homeless Programs office GPD liaison HUD-VASH Liaison Community Resource and Referral Center

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Major Components • Street outreach • Materials in the community • Smart hiring • Creative connections • Documented community presence

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Street Outreach • Multi-disciplinary, collaborative care model • Address immediate needs • Walk-ins versus street outreach − Individuals who are reached through street outreach have significantly higher rates of substance abuse, so targeted street outreach might get to veterans with more complicated clinical profiles − Street outreach clients are also more likely to be completely disengaged from any social support systems

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Street Outreach (cont.) • Focusing on special populations − − − − −

Women veterans Veterans with dependent children OIF/OEF veterans Chronically homeless veterans Veterans with SME

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Materials in the Community • Materials handed out in the community should follow some basic rules: − − − − −

Include a toll-free number Include an e-mail address Include an address for services Should be pocket/wallter sized or laminated Contact information on one side, resources/a calendar on the other side − Focus on services over “homeless” label

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Materials in the Community (cont.) • Where to distribute materials − − − − − − −

Laundromats Public libraries Coffee shops Young veteran groups Local banks/credit unions Law offices/ court house Treatment/recovery groups

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Smart Hiring Programs making new hires for outreach workers can outline a strategy to hire those who are: • Formerly homeless veterans • Trained in empathy, nonjudgmental approaches and listening techniques • Able to engage in job development

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Creative Connections • Some successful programs implement creative approaches to coordinating outreach, including: − Mobile outreach teams − Social media • Facebook • Twitter • LinkedIn

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Documented Community Presence •

Stand Down

− Must be a separate application − Either hosting or involved in a Stand Down − NCHV’s Stand Down registry



Community Resource and Referral Centers − − − − − − − − − − − − − − − − −

Akron, OH Atlanta, GA Chicago, IL Cleveland, OH Denver, CO Des Moines, IA Detroit, MI Harlem / NYC Las Vegas, NV Minneapolis, MN New Orleans, LA Omaha, NE Philadelphia, PA Phoenix, AZ Portland, OR San Francisco, CA Washington, DC

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A Better Outreach Strategy: Educating the Community

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A Basic Outreach Strategy • Referrals to the program − Presentations at VFW, AL, homeless shelters, and soup kitchens, and women’s programs − Referrals from VA (GPD) − Presentations at American Job Centers

• Referrals back to the community − VA or VSOs for VA benefits − American Job Center − To the VA (HUD-VASH; benefits; housing)

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Major Components • Presentations • Outreach materials • Targeting outreach services • Strategic access points

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Presentations • Provide coordinated training services to partner staff members • Become part of a regularly scheduled meeting • Offer to travel • Offer a call-in • Bring materials

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Outreach Materials • Make the services clear on the form • Include a contact number and standardized e-mail address (to control for staff turnover) • Include how eligibility profiles overlap between programs

Targeting Outreach • Community partners providing veteran-specific services: − − − −

VFW American Legion Disabled American Veterans Veteran Treatment Courts

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Targeting Outreach • Community partners providing homeless/at-risk services − − − − −

Homeless shelters Domestic violence shelters Soup kitchens/Food pantries Housing providers Homeless Courts

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Targeting Outreach • Faith-Based Community − − − −

Local churches YWCA Salvation Army Goodwill Industries

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Targeting Outreach • Education systems − Preschools − Elementary schools − Afterschool programs, especially those for low-income individuals − College/university student veteran groups − College/university campus counseling centers

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Targeting Outreach • Partners within the VA Medical Center − Homeless Programs Staff members − OIF/OEF Coordinator, HUD-VASH Liaison ,GPD Liaison, Women Veteran Coordinator − CRRCs − Vet Centers − CWT − VR&E − Domiciliary care − Medical staff

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Targeting Outreach • Local Government − − − − − −

Mayor’s Office of Veterans Affairs City Commissioners Community planning agencies State Department of Veterans Affairs Local Office of Human Services County Mental Health Services

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Targeted Outreach • Mainstream benefits partners − − − − −

Local ENs Disability agencies (RSA, etc.) SOAR providers Food stamps offices Food bank agencies

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Strategic Access Points • Continuum of Care and local ICH − − − −

Membership on CoC Planning Committee Membership on CoC sub-group committees Participant representation at CoC meetings Active engagement with ICH

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Strategic Access Points • American Job Centers − Established referral process − Formal MOU/service contract preferable − Co-located DVOP/LVER

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What is Required in the SGA: Assessment & Intake • Assessment and Intake (0 to 10 points)

Individual veteran assessment: •Describe veterans’ skills and knowledge gaps •Identify and address the barriers to employment Determine each individual’s abilities, interests, needs, talents, etc. •Participant’s willingness to enter employment following the receipt of services

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Individual Veteran Assessment • Identifies occupational preferences − Type of work − Work setting − Work days & times

• Soft Skills − − − − −

Punctuality Getting along Following directions Problem solving Basis reading/math

• Occupational Skills 36

Resource Assessment & Coordination • Assess need for support services to overcome barriers to employment •

People - who might support the veteran to succeed



Places – are training facilities accessible, available?



Things – does the veteran need tools, transportation?



Resources – job training, legal services, housing?

• What will applicant do to insure access to and utilization of needed resources?

What is Required in the SGA: Intake • How does the veteran enter the program? • Intake workers • Service flow chart • Setting individual goals based on assessment • Engaging the veteran in HVRP and Services • Assigned HVRP staff worker • Welcoming environment • Women veterans • OEF/OIF veterans 38

“promoting more active engagement with industry, employers and employer associations, and worker representatives to identify the skills and supports workers need, and to make sure those skills are better communicated to education and training providers, workforce leaders, job seekers, and policy makers…”

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Employer Assessment • Business culture − − − −

Substance use issues Ex-offender policies Veteran friendly Employee supports

• Openings − Number − Locations

• Job Descriptions − − − −

What skills are required OJT Reporting relationships Promotion/termination policies 40

Support to Employers • How well does the applicant describe the services and supports they can provide to employers? • Pre-screened job ready applicants • Post placement support • Tax credits • How does the applicant describe their connection with occupational training programs? • Does the applicant see their role bridging employers and training services? •