WORKFORCE PREPARATION AND

​HUMAN RESOURCES

Goal:

The Workforce Preparation and Human Resources Domain assesses the agency’s understanding of the role of Human Resources Leadership in transformation and the agency’s staff understanding of, participation in, and commitment to the transformation of employment supports to integrated, community-based employment opportunities.  

Learning Objectives

The Workforce Preparation and Human Resources domain focuses on the important role of Human Resources in workforce development and the adequate preparation of staff to obtain the knowledge and competencies necessary in the transformed system, as well as in Human Resources policy development to support new models: 

• Understanding staff competencies, including skills in providing employment supports in community-based integrated and competitive job settings and identify training needs
• Ensuring that staff understand and support the transformation culture by developing policies and training/communication protocols as necessary.  

Audience

Agency Management Staff:

• Executive Team
• Human Resources Directors   
  
• Program Directors
  
• Supervisors

Tools and Processes

Group Discussion Exercise – Workforce Preparation and Human Resources     

The following group discussion exercise is structured to help the agency gain a better understanding of the importance of Workforce Preparation and Human Resources in supporting the transformation process, including a focus on the development of necessary skills and competencies, attitudes and beliefs and policies to support a changing agency culture. 

1.

Get a sense of the agency’s baseline score by completing the Mini ESTA.

2.

This brief podcast defines the “Workforce Development and Human Resources Domain” and why the questions in the full self-assessment are important.    

3.

Complete the ESTA or move to the next step.

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4.

Assemble a group of your agency’s Leadership stakeholders; minimally include Executive Leadership (e.g. CEO, CFO, HR, COO), Board of Directors, Program Directors. For a more expansive group include external participants (individuals and families, community partners, etc.).   
  
A.) Note: This process may also be conducted using multiple groups with each group comprised of discrete stakeholders (e.g. Board members only; Executive Team only).

5.

Review the self-assessment of Workforce Preparation and Human Resources from the Mini ESTA (or ESTA if completed).

A.) By reviewing the rating/score from the assessment, the agency will see where they fall on the continuum of progress towards transformation in the Workforce Preparation and Human Resources Domain. Keep in mind the responses to the individual items in the assessment during discussion.

6.

Continue discussion using the prompts below. During discussion, consider potential actions that may be undertaken to make further progress in the transformation process.

​Approximate Time for Exercise:
​60-90 minutes

A). As the discussion proceeds, keep in mind the potential need to modify current HR policies and practices. In each area discussed, note any potential changes in HR policy.    

B.) Begin discussion by describing the processes already in place to encourage staff to participate in transformation activities, including the development of integrated and competitive employment models. What is the agency doing to fully engage its staff in the transformation process across the agency?  

C.) Discuss what training/education staff has received regarding the transformation. Does this training include a focus on culture change (i.e., attitudes and beliefs) and the development of the necessary skills and competencies?

D.) ​What criteria do Leadership and program supervisors use in assessing staff knowledge about and commitment to the transformation plans? How do Leadership and program supervisors monitor the integration of Evidence-Based Practices and person-centered planning processes into all aspects of service delivery? 

E.) Describe steps the agency has taken to facilitate the integration of individuals currently enrolled in the Work Center into the agency’s staff.  What discussions and trainings have occurred to prepare current staff members to recognize and accept individuals who may receive disability services as colleagues and equal members of the team? Have current agency staff received training/education on including people who were once “clients" in workplace activities, responsibilities, and social interactions? 

Download Discussion Prompts