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OCASI PD Conference 2010
The Common Assessment Process (CAP):
Connecting Immigrant and Employment Needs
~ Sergio Chuy & Ca...
Presentation Outline
• Introduction to the ESCLM
• The Common Assessment Process (CAP)
• The Employability Dimensions: A C...
Employment Sector Council –
London/Middlesex (ESCLM)
Vision Statement: “A dynamic service delivery
system that provides op...
ESCLM: Promoting Best Practices
• Service Delivery Standards
• Information Sharing Agreements
Principles for the Protectio...
Promoting Best Practices, cont.
The Common Assessment Process (CAP):
A standardized means for exploring a
client‟s situati...
CAP: A Systems Overview
Objectives:
• Client-centred approach
• “No Wrong Door”
• Community employment resource
informatio...
1. In your groups, please take a few
minutes to read Zeinab‟s case study
2. Based on what you have learned about
her, sugg...
Zeinab worked for 11 years in Iraq, doing admin and accounts for a busy
medical practice, also computer repair work as nee...
Zeinab worked for 11 years in Iraq, doing admin and accounts for a busy medical practice,
also computer repair work as nee...
Zeinab has never had a job in Canada. She left her last job, in Iraq, three years
ago
Zeinab brought a resume to her appoi...
Zeinab worked for 11 years as a medical office administrator in Iraq
Zeinab has never had a job in Canada. She left her la...
She used to live in Basra, Iraq, and had a very nice home with a good standard
of living. She came to Canada as a refugee ...
CAP: The Employability
Dimensions
Now that you have heard all the pieces of
Zeinab‟s situation, has your thinking
changed ...
CAP: The Employability
Dimensions
All information must be gathered or you can
“misdiagnose” or solve the wrong
problem or ...
CAP: The Employability
Dimensions
1. Personal and Environmental
2. Job/Work Objectives
3. Skills and Requirements
4. Job S...
CAP: The Employability
Dimensions
1. Please take out your envelopes
2. Briefly share your client concerns with
your indivi...
CAP: The Steps
1. Establish collaborative relationship
2. Define consumer context
3. Explore current career/vocational exp...
CAP Training for Career
Development Practitioners
• All new CDPs in London & Middlesex undergo
two-day training in CAP
• F...
CAP: Benefits for Clients
• Process emphasizes respect and
relationship-building
• Clients only have to tell their „story‟...
CAP: Benefits for Career
Development Practitioners
• Connection to and relationships with other
community agency staff; in...
CAP: Benefits for the
London-Middlesex Community
• Emphasis on client-centred service
• More coordinated, professional app...
Training for Other Employment
Sector Stakeholders
• Immigrant and Settlement Sector
• Action Centres (for company closures...
Best Practices and
Lessons Learned
• Client-centred approach
• Community partnerships and planning
• Making best use of re...
CAP: Applicable for
Immigrant and
Settlement Sector?
Your opinions of the value of the CAP
Process for your sector?
How ca...
Questions?
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D11 the common assessment process (cap) slide show

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D11 the common assessment process (cap) slide show

  1. 1. OCASI PD Conference 2010 The Common Assessment Process (CAP): Connecting Immigrant and Employment Needs ~ Sergio Chuy & Carol Stewart ~ Employment Sector Council of London-Middlesex
  2. 2. Presentation Outline • Introduction to the ESCLM • The Common Assessment Process (CAP) • The Employability Dimensions: A Case Study • The CAP Steps • CAP for job seeker clients • CAP for career development practitioners • CAP for the community • Diverse applications of the CAP training model • Applicability of CAP for Immigrant Sector • Questions?
  3. 3. Employment Sector Council – London/Middlesex (ESCLM) Vision Statement: “A dynamic service delivery system that provides opportunity for all people to meet the changing labour market needs in our community” Mandate: “to promote „best practices‟ for the employment and training sector” 40+ members comprising nonprofit and public employment service delivery, community and economic development, labour, education, training, and government organizations
  4. 4. ESCLM: Promoting Best Practices • Service Delivery Standards • Information Sharing Agreements Principles for the Protection of Personal Information • Shared technology platforms
  5. 5. Promoting Best Practices, cont. The Common Assessment Process (CAP): A standardized means for exploring a client‟s situation to identify needs for assistance and develop a plan to link the client to community resources that can help to meet those needs. CAP has been used by the ESCLM network since 1996.
  6. 6. CAP: A Systems Overview Objectives: • Client-centred approach • “No Wrong Door” • Community employment resource information • Best client referrals The CAP practitioner community: over 500 people trained from 45 agencies
  7. 7. 1. In your groups, please take a few minutes to read Zeinab‟s case study 2. Based on what you have learned about her, suggest what you think Zeinab‟s most important needs are (3-5 needs Max) 3. Rank these in terms of priority
  8. 8. Zeinab worked for 11 years in Iraq, doing admin and accounts for a busy medical practice, also computer repair work as needed She enjoyed this and would like to do something similar in Canada, but she doesn‟t know what qualifications are needed. She would consider returning to education, but not now as she can‟t afford it and finding a job is a priority If she can‟t do that, she‟s interested in learning about other careers. She enjoys being with children and always thought she would be a great teacher or children‟s nurse. She almost applied to train as a nurse, but her parents talked her out of it because they felt that business would be a better career with more family-friendly hours Zeinab says she doesn‟t really care what she does as long as she can get a job quickly. Maybe in retail or as a receptionist, or in a hotel as a housekeeper She has a bachelor‟s degree in business administration and was working on a Microsoft certification in computer networks and troubleshooting
  9. 9. Zeinab worked for 11 years in Iraq, doing admin and accounts for a busy medical practice, also computer repair work as needed She has a bachelor‟s degree in business administration and was working on a Microsoft certification in computer networks and troubleshooting Zeinab says that she is very organised and able to multi-task. She is used to greeting people at the front desk at the same time as answering the telephone and directing calls, and she has a really good memory for information. She is proud of her ability to look calm and unflustered while balancing multiple priorities Zeinab has excellent oral communication skills. She often wrote letters and took minutes, sometimes in English as one of the doctors corresponded with a doctor at a British hospital She is very comfortable with computers, but all the software she used was in Arabic, even when she typed in English She doesn‟t know what skills she might need here. She saw OHIP billing on one job posting for a medical office assistant. She does not know what that is Zeinab has three children, and is highly organised around household maintenance and organising activities. She volunteered at her oldest child‟s school in Basra, helping with outings and activities Zeinab had a full driving licence in Iraq, but in Canada has only G1 licence and no car
  10. 10. Zeinab has never had a job in Canada. She left her last job, in Iraq, three years ago Zeinab brought a resume to her appointment. It is in the format acceptable in Iraq, six pages long and with a large „personal information‟ section at the top, including date of birth, religion, marital status, children‟s ages, parents‟ occupations - and a photograph Zeinab has never had to look for work. She found her job in Iraq through a friend of her husband‟s. She has never had a job interview and doesn‟t know how to prepare for one She has been in Canada for four months and so far knows no-one other than her Ontario Works caseworker, a couple of neighbours, her oldest child‟s teacher and some people at the mosque Zeinab has excellent computer and internet skills, and has been looking up job websites - so far, she knows about Monster, Workopolis and Job Bank and a couple of other sites. She has a computer and internet access at home She is reliant on bus transportation Zeinab has not researched local employers and has no idea how to do that
  11. 11. Zeinab worked for 11 years as a medical office administrator in Iraq Zeinab has never had a job in Canada. She left her last job, in Iraq, three years ago because at the time she had two children, the youngest of which was one year old and had just been diagnosed as hearing-impaired She is now a single parent with three children, aged 7, 4 and six months. The oldest is in school, but she is still trying to find a kindergarten place for the four- year-old and she has no daycare for the baby Although Zeinab has driven all her adult life, she has only a G1 licence in Canada and no car. She is currently reliant on the bus Zeinab is new to London - she has been here four months - and doesn‟t know the city very well Zeinab is not able to supply references from her previous employer in Iraq, as the building was destroyed in a mortar attack and she doesn‟t know where her employers went - she thinks at least one of them was killed and another fled the country She believes that she was very good at her last job and can give examples of managers, co-workers and patients praising her. But she feels she is out of practice and less well-qualified than other job-seekers
  12. 12. She used to live in Basra, Iraq, and had a very nice home with a good standard of living. She came to Canada as a refugee four months ago Her husband was killed by a car-bomb six months ago Zeinab has three children, aged 7, 4 and six months. The seven-year-old saw his father die. The four-year-old is hearing-impaired. Sometimes, Zeinab feels completely overwhelmed with all of her responsibilities Zeinab wants a job so that she can start to feel normal again, but her children come first Although she has managed to get her oldest child into school, she hasn‟t yet found a kindergarten place for her middle child or daycare for the youngest Zeinab and her family are living on the 12th floor of an apartment building. Her neighbours have complained about cooking smells and the baby crying Her Ontario Works caseworker insists that she make every effort to find entry- level employment or her cheque might be suspended Zeinab is worried that no employer will hire her because she hasn‟t worked for three years and she has no Canadian experience
  13. 13. CAP: The Employability Dimensions Now that you have heard all the pieces of Zeinab‟s situation, has your thinking changed about what she should do?
  14. 14. CAP: The Employability Dimensions All information must be gathered or you can “misdiagnose” or solve the wrong problem or solve the wrong problem at the wrong time. Assessments will be incomplete, if not wrong.
  15. 15. CAP: The Employability Dimensions 1. Personal and Environmental 2. Job/Work Objectives 3. Skills and Requirements 4. Job Search Skills 5. Employment Maintenance Which of these reflects your Zeinab case? (See handouts and your “Cheat Sheets)
  16. 16. CAP: The Employability Dimensions 1. Please take out your envelopes 2. Briefly share your client concerns with your individual group 3. Within which Employability Dimension(s) do these concerns fit? 4. Each group shares 1-2 concerns with larger group
  17. 17. CAP: The Steps 1. Establish collaborative relationship 2. Define consumer context 3. Explore current career/vocational expectations 4. Identify and assess job specific skills and qualifications 5. Assess readiness to seek and maintain employment 6. Synthesis of information and formulation of options 7. Establish Action Plan 8. Follow-up
  18. 18. CAP Training for Career Development Practitioners • All new CDPs in London & Middlesex undergo two-day training in CAP • Flexibility built in for diversity of CDP groups • Reflects current labour market contexts and employment programs • By the community for the community: facilitators all experienced CDPs • Two days‟ intensive training & assessment before facilitator certification. Ongoing PD
  19. 19. CAP: Benefits for Clients • Process emphasizes respect and relationship-building • Clients only have to tell their „story‟ once, regardless of where they enter the system or the number of agencies they visit • „Pick and mix‟ approach to obtain the best „menu‟ for clients‟ particular situation • Return -to-work Action Plan recognized across network • Same language and process used across agencies
  20. 20. CAP: Benefits for Career Development Practitioners • Connection to and relationships with other community agency staff; increased trust • Reassurance that clients will get to the appropriate service and will receive high quality service at other agencies • Reduced duplication of work • Facilitated case management • Sharing best practices and information
  21. 21. CAP: Benefits for the London-Middlesex Community • Emphasis on client-centred service • More coordinated, professional approach • Ease of movement of clients across system • Trust, partnerships, cooperation between agencies • Ability to share program and labour market information efficiently across network • Knowledge about range of services available in the community
  22. 22. Training for Other Employment Sector Stakeholders • Immigrant and Settlement Sector • Action Centres (for company closures) • Employment Resource Centre Staff • Support Staff • Executive Directors and Management • Aboriginal Communities
  23. 23. Best Practices and Lessons Learned • Client-centred approach • Community partnerships and planning • Making best use of resources in the community; avoiding duplication of services • Information-sharing and resource-pooling • Effective case management • Flexibility and adaptability • By the community for the community • Career Development Practitioner supports
  24. 24. CAP: Applicable for Immigrant and Settlement Sector? Your opinions of the value of the CAP Process for your sector? How can we improve information-gathering, information-sharing, and referrals across the community?
  25. 25. Questions?

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